Our organization has served as the sole, designated community foundation for the San Antonio area for sixty years, growing to become one of the Top 20 foundations in the nation based on asset size. We serve as the community’s most trusted and impactful philanthropic partner, managing more than five hundred charitable funds totaling $1.3 billion in assets. Coordinating efforts with numerous area nonprofits, we act as a collaborative leader, connecting donors to address key community issues and investing in our future. Since 1964, over $800 million for scholarships and grants have been awarded to close opportunity gaps for those who need it most in San Antonio.

 

Reporting to the Chief Operating Officer, the Human Resources Manager is a strategic partner. Critical to the success of this role is the ability to anticipate implications and consequences of situations and take appropriate action to mitigate organizational risk. The Human Resources Manager is responsible for cultivating and maintaining relationships with leaders and staff and helping to create a culture of inclusion and belonging. The person in this role will need to be flexible in providing strategic support as well as executing day-to-day support and guidance on a variety of HR related functions including managing the benefits and compensation programs, and the talent acquisition and payroll administration process. 

 

COMPETENCIES/SKILLS 

Must adhere to Core Values 

• Effective communication skills. 

• Interpersonal skills 

• Critical thinking 

• Ability to problem solve and make fact-based decisions and recommendations while demonstrating sound judgment. 

• Excellent analytical skills and attention to detail. 

• Conflict management 

• High degree of confidentiality and the ability to use good judgment in handling confidential and/or sensitive information and materials, demonstrating high level of personal and professional integrity and ethics. 

• Demonstrated experience working independently, proactively identifying, or initiating ways to enhance a process, procedure or outcome that benefits the organization. 

• Confidence and competence in learning and using existing and new technologies. 

• Demonstrated ability to effectively and proactively interact, communicate, and collaborate on multidisciplinary teams and with people from cultural backgrounds other than your own.  

 

QUALIFICATIONS 

• Bachelor’s degree in human resources, Business Administration, or related field required. 

• A minimum of 10 years of human resource management experience required. 

• SHRM-CP or SHRM-SCP preferred. 

• Proficiency in MS Office Suite products, including Microsoft Word, Excel, and Outlook.

 

 TASKS/FUNCTIONS 

Talent Acquisition 

• Provide strategic guidance to leadership team and managers to understand and execute talent needs, recruiting, and retention.

 • Manages the full talent acquisition cycle including recruiting, interviewing, hiring, and onboarding.

 • Develops effective, thorough and creative talent acquisition plans and strategies. Source applicants through various methods including job sites, advertising, use of external recruiters, and networking opportunities. 

• Manages applicant tracking system and maintain accurate and current data; ensures regulatory aspects of the full cycle recruitment process are compliant with applicable laws. 

• Research and partners with leadership on analysis of current compensation and benefits to ensure the organization remains comparable to attract and retain staff. • Creates a positive and effective candidate experience by ensuring candidates receive timely, thoughtful, accurate and engaging messages throughout the hiring process. 

• Provides feedback to organization on recruiting and sourcing best practices, industry trends, the recruiting landscape and job market, and candidate reactions to compensation/benefits and overall organization. 

 

Inclusion and Engagement 

• Oversees the culture committee at the Foundation and implements activities and wellness opportunities proposed by the committee. 

• Partners with staff and culture committee to provide staff with engagement and team building activities; designed to promote a connected and collaborative culture throughout the organization. 

• Manages the organizational culture survey on a bimonthly basis; provides the trends and analysis overview of the survey to all leadership for an organizational strategy on improvement. 

• Provides support and guidance to leadership and other staff members when complex and/or sensitive questions and situations arise regarding staff performance, behavior, etc. 

• Provides resources and information for organizational wellness regarding physical and mental wellness, e organizational health, and all engagement activities. 

• Implements and manages a training program on skills, policies, and leadership that aligns with the organization’s strategic goals and ensure compliance with policies and regulations.

 

Manages professional development program for all staff and maintains a professional development log to ensure utilization of program adheres to professional development budget. 

• Assess recommendations from the staff comment & suggestion box and provides recommendations for idea implementation. 

• Manages the HR helpdesk ticketing system, provides Chief Operating Officer with updates on trends, frequent requests, opportunities, and challenges that are presented via the ticketing system. 

• Establish and promote a rewards and recognition program to ensure staff. 

 

Benefits, Payroll and Human Resources Administration 

• Ensures compliance with federal, state, and local employment laws and regulations. 

• Provides guidance and implements policies and procedures which align with the organization’s strategic goals, mission, and vision. 

• Liaison between the PEO and staff members 

• Ensures accuracy of employee data 

• Primary payroll contact for staff and PEO, which includes providing necessary data in support of accurate payroll processing and collaborates with necessary parties to ensure system effectiveness. 

•Researches and recommends best practices on current HR best practices. 

• Responds to staff inquiries regarding leave, payroll, policies, etc. 

• Other duties as assigned. 

PHYSICAL DEMANDS / WORKING CONDITIONS The physical demands and characteristics of the work environment described here are representative of those occurring in the performance of the essential functions of this job. Reasonable accommodations may be offered to enable individuals with disabilities to perform the essential functions. The employee occasionally may lift and move up to forty pounds.  

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