Position Summary

Responsible for leading and executing the full HR function as a standalone practitioner for an organization under 50 full-time employees. This role balances strategic partnership with hands-on delivery across the employee lifecycle, including workforce planning, full-cycle talent acquisition, onboarding, employee relations, performance management, compensation and benefits administration, policy development, compliance and risk mitigation, HRIS/data stewardship, training, engagement, and culture. Acts as a trusted advisor to leadership and employees, ensuring practical, compliant, and people-centered solutions.

Responsibilities

Core Responsibilities

Provide thought partnership, strategy, and policy for President and other Mission leadership.

Ensure compliance and manage risk pertaining to human resources.

Coordinate Mission efforts to recruit and onboard highly qualified staff.

Administer compensation, payroll, and benefits program.

Provide leadership regarding performance, coaching, and employee relations.

Coordinate Mission efforts for learning, professional development, and organizational culture.

Manage the Mission’s HR operations, systems, and analytics.

Coordinate the Mission’s efforts to provide an equitable, inclusive, and welcoming employee experience.

Leadership & Strategy

Serve as the primary HR business partner to leadership.

Translate organizational goals into measurable people strategies and plans.

Develop and maintain the employee handbook and other HR policies.

Compliance & Risk Management

Ensure compliance with applicable federal, state, and local employment laws and regulations (e.g., EEO/ADA, FLSA wage & hour, I-9, pay practices, leave laws), escalating risks with recommended actions.

Maintain required postings and records; establish document retention practices; conduct periodic HR compliance audits.

Lead confidential workplace investigations and partner with leadership on fair and consistent corrective actions.

New Employee Recruiting & Onboarding

Coordinate end-to-end recruiting: workforce requisitions, job descriptions, sourcing, screening, interviewing, selection, offers, background/reference checks.

Coordinate structured, inclusive hiring processes; train hiring managers on interviewing best practices and legal considerations.

Manage onboarding program (preboarding through first-90-days) including new-hire paperwork, systems access, and cultural integration.

Compensation, Benefits, & Payroll

Conduct market pricing, recommend salary offers, and administer pay changes; monitor internal equity and pay transparency practices.

Administer benefits (eligibility, enrollments, life events, open enrollment); partner with brokers/vendors to resolve issues.

Serve as day-to-day liaison to Payroll; work with business office to ensure timely and accurate HR-to-payroll data flow (hires, terms, leaves, pay adjustments).

Track employer-size thresholds (e.g., 20+ for COBRA, 50+ for ACA ALE/FMLA) and advise leadership as headcount changes.

Performance, Coaching, & Employee Relations

Coordinate the performance management cycle (goals, feedback, check-ins, reviews).

Provide coaching to managers on giving feedback, recognition, and accountability; manage performance improvement plans when needed.

Facilitate fair separations/terminations, conduct exit interviews, and analyze themes for continuous improvement.

Learning, Development, & Culture

Manage core compliance training (harassment prevention, code of conduct, safety) and foundational leadership/manager training.

Create lightweight development frameworks (career paths, IDPs, learning resources) and drive a culture of feedback and growth.

Plan engagement touchpoints (surveys, recognition, staff meetings) and partner with leaders to act on results.

HR Operations, Systems, & Analytics

Manage the HRIS/employee records; ensure data integrity, confidentiality, and reporting accuracy.

Establish HR metrics and dashboards (e.g., headcount, turnover, time-to-fill, cost-per-hire, engagement indicators) to inform decisions.

Continuously simplify and document HR processes for a lean, single-practitioner function.

Equity, Inclusion, & Employee Experience

Embed inclusive practices in recruiting, pay, performance, and development; ensure policies and communications are accessible and equitable.

Champion employee well-being, recognition, and belonging through practical, resource-conscious initiatives.

As Part of Maine Seacoast Mission

Promote and embody the Mission as a welcoming and inclusive organization, where all people are valued and respected.

Support the values and purpose of the Maine Seacoast Mission as expressed in the mission statement and other guiding documents.

Uphold the reputation of the Mission and honor the trust built over generations between the Mission and the communities with which we work.

Qualifications

Core Qualifications

5 to 7 years of progressive HR experience with increasing responsibility; experience as a standalone or lead HR practitioner strongly preferred.

Proven ability to operate at both strategic and hands-on levels; comfortable building processes from the ground up.

Working knowledge of U.S. employment laws and HR best practices applicable to small employers (<50 employees).

Demonstrated strength in employee relations, investigations, coaching managers, and conflict resolution with sound judgement and confidentiality.

Experience administering benefits and partnering with brokers/vendors; strong data accuracy and follow-through.

Competence in compensation practices (job leveling, market pricing, pay equity reviews) and salary offer development.

Proficiency with HRIS/payroll systems and Microsoft 365 (Excel, Word, Outlook, OneDrive, SharePoint); ability to create clear reports and dashboards.

Proficiency with management, goal setting, annual review, and feedback software such as Small Improvements.

Exceptional project management, organization, and prioritization skills; ability to meet deadlines in a lean environment.

Excellent written and verbal communication skills; comfortable facilitating trainings and advising senior leaders.

Required Education and Experience

Bachelor’s degree in Human Resources, Business, or related field required.

Full-cycle recruiting experience across multiple functions and levels.

Change management and process improvement experience.

Familiarity with basic HR analytics.

Advanced computer literacy with specific proficiency in Microsoft environment (Word, Excel, Outlook, OneDrive, and SharePoint).

Preferred Education and Experience

Human Resources certification (PHR, SHRM-CP, or higher)

Experience in nonprofit or multi-site environments and with hybrid/remote teams.

PositionConditionsandRequirements

Location

This role may be based at either our Northeast Harbor or Cherryfield location, depending on the selected candidate’s home location.

Work Environment

Office environment; hybrid work up to 16 hours/week remote as approved.

Physical Demands

Typical office demands; ability to maintain strict confidentiality of sensitive information.

Travel Requirements

Occasional travel to other Mission worksites.

Compensation
This is a full-time, exempt position based on a 40-hour work week. The salary range is $80,000to$87,000 with excellent benefits.

ToApply
Pleasevisithttps://seacoastmission.org/employment/. Application review will beginimmediatelyand continue until the position is filled.

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HR Manager