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Jobs at The Trust for Public Land

Among all national conservation organizations, only The Trust for Public Land focuses on conserving land for people. We offer challenging and rewarding careers for people who seek to leave a legacy of protected lands. Our staff of more than 300 committed and talented professionals works across the country.

To apply, please email your resume and cover letter to the address listed at the bottom of each job posting. All job postings are current—positions are listed until filled. We strive to make our job postings accessible to all users. If you need assistance completing the application process, please contact us at 415-495-4014 or jobs@tpl.org.



Sr. Human Resources Manager

Location: Washington D.C., District of Columbia
Date Posted: 06-14-2017
The Senior Human Resources Manager is responsible for recruitment, onboarding and off boarding, benefits, employee relations, retention, leadership development, organizational development,  and performance management and for assigned departments/locations.  In cooperation with the Human Resources Director, administers personnel policies and oversees the performance and morale of staff.   This position serves as a strategic partner to leadership and line management on a broad range of issues.

This position can also be located in Atlanta, Georgia.

Recruitment
  • Recruits new staff members, including drafting and editing job descriptions, posting and advertising jobs, screening and interviewing candidates, reference checking and job offers. Coaches hiring managers throughout the process.
  • Assist with labor market review to ensure market competitiveness, advise on internal and external salary considerations as appropriate
  • Implements advanced sourcing strategies to identify and outreach to qualified candidates.
  • Develops and maintains partnerships with key associations, foundations and universities for internships and fellowship programs
  • Identifies the need for outsourced recruitment support and manages the contract and relationship throughout the search process.
  • Facilitates onboarding of new staff – HR paperwork as well as compressive new hire onboarding planning
 
Consultation, Coaching & Performance Management 
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Attend staff meetings in assigned departments, to act as an HR informational resource.
  • Coaches managers and participates in action planning on general management concerns, as needed.
  • Assists leadership in identifying candidates for promotion and in recommending employee compensation
  • Manages and resolves complex employee relations issues and interpersonal conflicts.
  • Provide direct counsel to Managers regarding performance improvement activities and disciplinary actions.
  • Provide coaching to managers regarding communication and delivery of sensitive information to employees.
  • Facilitates the process when staff terminate employment (entering termination in HR system, coordinating with staff and management, replacement planning, exit interviews)
  • Partner with management to support the organization through periods of change such as growth, restructuring and new program implementation.
  • Participates in organization-wide organizational development efforts and work teams (e.g. Diversity/Equity/Inclusion, workforce planning, annual awards, training planning, etc.)
HR Process Improvement
  • Assist efforts for the update or creation of organizational policies and procedures to help align HR policy with organizational practice, business needs and compliance with laws and regulations.
  • Supports departmental process improvement efforts including but not limited to researching best practices, convening and facilitation cross-functional work groups, general project management, and implementation. Can also include HRIS database optimization efforts or other systems.
  • Provide counsel in the design and implementation of new organizational structures and processes to help increase overall effectiveness and staff engagement in collaboration with the HR team
  • Identify issues of concern and work with the HR team and other organizational leadership to develop action plans and/or programs to address those concerns, if appropriate.
  • Participate in the evaluation of HR metrics and related action planning.
  • Facilitate  training modules for HR initiatives, policy and compliance topic areas
  • Works with HR team on relevant internal communications efforts (e-mails, intranet, talking points for directors,  etc.)
 
General HR Duties
  • Regularly updates the HR database and administers paperwork for personnel changes (Supervisor changes, new hires, benefits,  terminations, etc.) Ensures that all appropriate HR documentation is up to date.
  • Coordinates the performance appraisal, annual salary increase and open enrollment processes in conjunction with Director of HR and HR team.
  • Answers or directs staff as appropriate on benefits, payroll and staffing questions from any staff member as needed in resolving day-to-day or emerging issues.
  • Assists employees in identifying resources and obtaining assistance during times of personal crisis.
  • Acts as coordinator for staff and management for all human resources related needs, including the management of workers compensation claims, leaves of absence, unemployment, employee benefits, etc.
  • May be assigned Subject Matter Expert on an HR area of expertise
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.  Works with legal on independent contractor reviews.
 
Qualifications:
  • Bachelor’s degree required, preferably in Human Resources, Psychology, or a related field. Master’s degree preferred. HR Certificate a plus.
  • Minimum 5-8 years’ experience in a professional human resources role. Recruiting experience required. Candidates with direct experience in diversity initiatives and proactive recruitment sourcing techniques strongly preferred.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
  • Experience managing complex employee relations issues and associated investigations required
  • Experience with process improvement and team facilitation strongly preferred.
  • Excellent written and oral communication skills. Demonstrated ability to work well with others including different functional areas within the region as well as national departments.
  • Excellent organizational abilities, attention to detail, promptness, and dependability.
  • Able to work with a high degree of self-direction and flexibility, especially with respect to taking initiative, prioritizing multiple tasks, and using good judgment to resolve problems.
  • Able to provide information and guidance to other employees in a compassionate, discreet way.
  • Computer proficiency
  • Willing to travel- up to 30% 
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