What are the responsibilities and job description for the Human Resource Manager position at San Antonio Area Foundation?
We are seeking an experienced and driven HR Manager with a strong desire to advance to a Director role. The ideal candidate will possess significant experience in managed services leadership, planning, coordinating, and directing administrative functions, including overseeing recruitment, onboarding, compensation, benefits, employee relations, and ensuring compliance with labor laws and company policies and the ability to make quick decisions and take responsibility.
As the team grows, the candidate will have the opportunity to step into a leadership role and contribute to the strategic direction of the organization.
THE AREA FOUNDATION
The Area Foundation serves 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, the Area Foundation serves 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. Learn more about your community foundation at saafdn.org
Overview:
The role of an HR manager has evolved significantly from being primarily administrative to becoming a strategic partner in organizations. As a strategic partner, HR managers contribute to business success by aligning HR practices with organizational goals and ensuring that human capital drives competitive advantage. HR managers as strategic partners move beyond traditional HR functions to actively contribute to the company’s long-term success. By aligning HR strategies with business objectives, leveraging technology, and focusing on employee engagement, HR becomes a driving force for organizational growth.
Key Aspects of HR as a Strategic Partner
1. Aligning HR with Business Strategy
HR managers work closely with senior leadership to understand the company’s objectives and ensure that HR policies and programs support these goals. This includes:
- Workforce planning and talent acquisition based on business needs.
- Identifying skills gaps and implementing training programs.
- Succession planning to ensure leadership continuity.
2. Talent Management & Development
HR plays a vital role in recruiting, retaining, and developing top talent. Strategic HR managers:
- Implement leadership development programs.
- Foster a culture of continuous learning and innovation.
- Use data-driven insights for performance management.
3. Driving Organizational Change
HR managers help organizations navigate change, such as mergers, acquisitions, digital transformations, and cultural shifts. This includes:
- Change management strategies.
- Communication plans to ensure employee engagement.
- Ensuring smooth transitions with minimal disruption.
4. Enhancing Employee Engagement & Productivity
Engaged employees contribute more effectively to business success. HR as a strategic partner:
- Develops engagement strategies to boost morale and motivation.
- Implements performance management systems aligned with business goals.
- Encourages diversity, equity, and inclusion to foster a high-performing workplace.
5. Data-Driven Decision Making
Modern HR relies on analytics to make informed decisions. HR managers use:
- HR metrics like turnover rates, productivity, and employee satisfaction.
- Predictive analytics for workforce planning and talent acquisition.
- Data insights to refine HR policies and improve overall efficiency.
6. Employer Branding & Corporate Social Responsibility
HR plays a key role in shaping the company’s image as an employer of choice by:
- Building strong employer branding strategies.
- Promoting corporate social responsibility (CSR) initiatives.
- Enhancing employee experience to attract and retain top talent.
7. Compliance & Risk Management
Strategic HR ensures that the company adheres to labor laws, ethical standards, and industry regulations while mitigating risks related to:
- Workplace conflicts and legal compliance.
- Diversity and inclusion policies.
- Health and safety standards.
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.
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.
The San Antonio Area Foundation is an Equal Opportunity Employer.