Human Resources Manager

Title: Human Resources Manager

Type:  Exempt

Reports To:  Director of People and Culture

Salary Range: $75,000 - $85,000

Location: 430 Rindge Ave., Cambridge, MA 02140

ROLE PURPOSE:

The Human Resources Manager plays a key role in supporting a productive, compliant, and employee-centered workplace by leading and managing core Human Resources operations, including payroll, benefits administration, HRIS maintenance, employee records, onboarding, and HR administrative processes. This role serves as the primary owner of day-to-day payroll, benefits, and HR administration, while partnering closely with the Director of People and Culture on recruitment, onboarding, employee support, compliance, talent management, and other People and Culture initiatives.

KEY RESPONSIBILITIES:

Payroll, Benefits, and HR Operations (40%):

• Own, manage, and process bi-weekly payroll accurately and on time, including reviewing employee changes, time and attendance data, deductions, adjustments, and related payroll inputs. 
• Serve as the primary point of contact for routine payroll questions and coordinate with Finance and payroll/HRIS vendors to resolve issues. 
• Lead day-to-day benefits administration, including enrollments, changes, terminations, COBRA administration, billing review, employee questions, and vendor coordination. 
• Partner with the Director of People and Culture on annual Open Enrollment, including preparation, employee communications and training, system updates, and follow-up. 
• Maintain accurate, complete, and confidential employee records in Paycom and personnel files, including new hire information, status changes, compensation changes, benefits records, leave information, and employment documentation. Regularly review HRIS data to identify discrepancies, make timely updates, and ensure data integrity across employee records, payroll, benefits, and related HR processes. 
• Serve as a key internal Paycom subject matter expert and champion, supporting the continued integration, optimization, and staff adoption of the organization’s HRIS. Continue building system expertise, support rollout of new modules and functionality, and help train and guide staff and managers in effective system use. 
• Develop, document, and maintain HR administrative processes, workflows, checklists, and templates to support consistency, compliance, and efficiency. 
• Provide HR- and payroll-related support to the Finance team for audits, reporting, reconciliations, workers’ compensation, benefits invoices, and other compliance-related needs. 
• Serve as point person for the annual Workers’ Compensation audit and assist with other HR compliance processes as needed. 
• Review and approve payroll- and benefits-related invoices in partnership with the Director of People and Culture and Finance. 

Hiring, On-boarding, and Off-boarding (25%):

• Co-manage the hiring and on-boarding processes with the Director of People and Culture, including job postings, candidate communications, reference checks, background checks, offer letter preparation. 
• Support hiring managers throughout the hiring process by helping maintain timely communication, accurate documentation, and a positive candidate experience. 
• Coordinate and support new hire onboarding, including pre-employment requirements, new hire paperwork, HRIS setup, benefits information, orientation scheduling, and first-day logistics. 
• Partner with the Director of People and Culture to strengthen onboarding processes and ensure employees have a smooth and welcoming transition into the organization. 
• Co-manage employee offboarding processes, including resignation and separation documentation, final pay and benefits coordination, system and access updates, exit communications, records management, and coordination with managers, Finance, IT, and external partners to ensure a smooth, compliant, and respectful transition.

Talent Management and Employee Support (25%):

• Assist the Director of People and Culture with talent management processes, including performance review administration, goal-setting processes, employee communications, training logistics, and tracking of follow-up items. 
• Respond to routine employee questions related to payroll, benefits, HR systems, policies, and administrative processes, escalating more complex matters to the Director of People and Culture as appropriate. 
• Assist with employee engagement, culture-building, and organizational initiatives that support a welcoming, inclusive, and collaborative workplace. 
• Provide administrative and project support for People and Culture initiatives, including surveys, reporting, training coordination, policy updates, and staff communications. 

Program and Organizational Support (10%):

• Provide HR-related support to program managers as needed, including reporting, survey data retrieval, student stipend payment coordination, OSHA process support, and other administrative needs. 
• Support compliance with applicable employment laws, internal policies, funder requirements, and organizational procedures. 
• Perform other related duties as assigned. 

Required Qualifications and Competencies:

• Progressive HR Operations Experience: 5–10+ years of progressive experience in human resources, with demonstrated experience managing payroll, benefits administration, HR operations, employee lifecycle processes, and HR compliance. 
• Payroll, Benefits, and HRIS Expertise: Proven ability to independently manage payroll and benefits administration with a high degree of accuracy, confidentiality, and follow-through. Strong working knowledge of HRIS systems required; Paycom experience strongly preferred. 
• Hiring, Onboarding, and Employee Lifecycle Support: Experience supporting hiring, onboarding, employee changes, records management, and other core HR processes in partnership with managers and leadership. 
• Compliance and HR Best Practices: Strong knowledge of employment laws, HR best practices, and regulatory requirements; Massachusetts employment law experience strongly preferred. 
• Project and Process Management: Strong project management, process improvement, and organizational skills, with the ability to manage multiple priorities, meet deadlines, maintain well-organized systems, and ensure accurate records. 
• Communication, Judgment, and Discretion: Strong written and verbal communication skills, sound judgment, emotional intelligence, and discretion in handling sensitive and confidential employee information. 
• Technology and Systems Proficiency: Advanced proficiency with Microsoft Office Suite and strong overall technology skills, including the ability to quickly learn new software, HR systems, and business applications. 
• Collaboration and Relationship Management: Ability to work independently while collaborating effectively with the Director of People and Culture, Finance, managers, staff, vendors, and external partners. Experience managing vendor relationships and supporting benefits renewal processes preferred. 
• Workplace Culture and Inclusion: Commitment to contributing to a welcoming, inclusive, respectful, ethical, and learning-oriented workplace culture. 
• Initiative and Accountability: Resourceful, proactive, and accountable self-starter who can identify key stakeholders, engage decision-makers and informal influencers, and help move work forward across in-person and hybrid environments.

WORK REQUIREMENTS:

• This is a full-time, 37.5-hour-per-week exempt position. 
• Regular in-person presence (minimum of 3 days in person per week) is required to support HR operations, onboarding, employee support, and organizational needs. 
• Actively contributes to creating and maintaining a welcoming, caring, and learning culture. Leads and/or participates in community-building efforts across the organization and contributes to dialogue about differences in identity, cultural barriers, bias, workplace norms, and expectations. 

SALARY AND BENEFITS:

The starting annual salary for this role is $75,000 - $85,000. In addition to a competitive salary, Just A Start offers excellent benefits including medical, dental, life, short-term and long-term disability insurance, 20 Paid Time Off days in the first year, 13 paid holidays, 1 day of Volunteer Time Off, an Employee Assistance Program, and a 401(k) savings plan with a 3% employer contribution after 3 months of employment. Just A Start has also implemented a “Find Your Joy Fridays” benefit that allows full-time employees to leave at 2:00 PM on Fridays.

Just A Start is an Equal Opportunity Employer. Our staff represents a wide range of ages, races, interests, and backgrounds coming together in pursuit of common goals. We value diversity and work to create an inclusive culture where people from all backgrounds can thrive and belong. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity or expression, genetics, or any other characteristic protected by law.

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Candidate/employee must possess mobility sufficient to work in a standard office setting and to use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required for this job include close vision, depth perception and ability to adjust focus.

WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is quiet to moderate.