Human Resources Manager

The Preservation Society of Newport County is a non-profit museum founded in 1945 to preserve and protect the architectural, cultural, and social heritage of Newport County, Rhode Island. Our collections preserve and interpret three centuries of American history and culture, from the colonial era through the twentieth century. We care for and operate eleven historic properties dating from 1748 to 1902, as well as thirteen additional historic structures including carriage and stable houses, greenhouses, a Chinese-style tea house, a 17th century burial ground, and more than 88 acres of landscape. Housed within our properties is a collection of more than 60,000 decorative and fine art objects including paintings, sculpture, furniture, ceramics, glassware, works on paper, textiles, and archives that document significant events in American cultural and social history.

The Preservation Society of Newport County is seeking an experienced and strategic Human Resources Manager to oversee the full scope of Human Resources functions and ensure the Society’s Human Resources programs support the organization’s goals and objectives. With at least 10 years of Human Resources experience, including a minimum of 5 years in a managerial role, the Human Resources Manager will manage employee relations, compensation and benefits, performance management, compliance, and policy administration. The Human Resources Manager will serve as a trusted advisor to senior leadership and influence Human Resources strategy to foster a positive workplace culture as well as execute on the da-to-day department responsibilities. The role supervises two positions and provides leadership on organizational development and employee engagement initiatives.

Responsibilities/Duties:

• Ensure that HR policies are current, updated on a timely basis, communicated to all employees, and comply with both state and federal labor laws and regulations. Keep senior leadership informed on changes in HR trends and legislation, advising on their impact on the organization.
• Oversee the development and implementation of employee relations practices to promote a positive work environment. Monitor employee morale, communicate opportunities for positive recognition, and address key issues proactively.
• Assess and respond to personnel issues including employee misconduct, harassment, and discrimination investigations. Provides recommendations to senior leadership.
• Analyze and provide advice to supervisors and managers on methods and approaches to resolve employee work problems. May make presentations to explain the purpose and goal and to seek compliance and understanding of human resources policies.
• Support managers and employees with employee relations counseling.
• Coordinate with the payroll department to ensure timely and accurate payroll processing. Address and resolve any employee or payroll-related issues as needed. Serve as a backup for payroll administration as required.
• Work with the senior leadership team to ensure an inclusive approach to the development and implementation of talent acquisition and management strategies through partnering with hiring managers to help with recruiting efforts, developing job descriptions, preparing job postings, and screening, interviewing, and selecting candidates. Actively recruit for designated positions needed. Serve as a backup for payroll administration as required.
• Administer compensation and benefits programs, ensuring they are competitive, equitable, and aligned with organizational goals. Oversee wellness programs and manage benefits communications.
• Analyze trends and best practices and provide input into plan design and benefit enhancements. Work with benefit brokers and the Chief Financial and Operating Officer on the annual benefit negotiations.
• Member of Retirement Savings Plan Administrative Committee. Responsible for yearly distribution of 403(b) ERISA documents, and annual 403(b) audit, with oversite from the Chief Financial & Operating Officer.
• Lead the safety committee and ensure the implementation of safety programs. Collaborate with insurance carriers to report claims, to provide reports, assist with claims management, and ensure compliance with workers' compensation regulations.
• Coach and train supervisors and managers on HR policies, practices, and employee development programs.
• Oversee the development of training programs to ensure employee engagement, skill development, and organizational alignment.
• Implement and manage the Performance Management Program to ensure performance expectations are clear, feedback is regular, and performance appraisals are conducted in a timely manner.
• Coordinate and plan employee activities to foster a positive workplace culture. Ensure effective communication and employee recognition programs are in place.
• Influence and provide recommendations for organizational changes that promote efficiency and enhance employee satisfaction. Work with senior management to assess and implement change management strategies.
• Maintain accurate and up-to-date HRIS information, analyze data, and generate reports to support HR decision-making and organizational strategy.
• Supervise the Volunteer Coordinator to ensure volunteers are recruited, trained, and motivated to support the Society’s goals.
• Responsible for updating and maintaining the organization’s internal calendar of all HR events.
• Follow prescribed safety and health rules, regulations, and practices.
• Perform other related duties as required or directed.

• Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
• 10 years of direct HR experience, with at least 5 years in an HR Manager or senior HR role.
• SHRM-CP or SHRM-SCP preferred.
• Proficient in Office 365 and HRIS.
• Knowledge of federal and state employment and labor laws, including RI workers' compensation regulations.
• Ability to be strategic as well as hands-on in a small HR department.
• Experience managing compensation, benefits, and wellness programs.
• Ability to clearly communicate both verbally and in writing to all levels of the organization.
• Capable of quickly assessing situations and reprioritizing work effectively in a fast-paced environment.
• Confidence to influence management in decision-making and offer recommendations on HR matters.
• Ability to work collaboratively and build relationships across all levels of the organization.
• Skilled in handling difficult situations and resolving conflicts in a professional manner.
• Demonstrate initiative and independence in managing responsibilities.
• Expertise in facilitating and managing organizational changes.