HR Manager

About this role

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.

Job Overview/Summary The Human Resources (HR) Manager oversees and implements people & culture activities for an assigned portfolio of IRC offices or departments, providing a spectrum of services from tactical to strategic.  They are part of the local Leadership Team and are expected to contribute to strategic direction setting and operational problem solving through their areas of professional expertise. The HR Manager collaborates with the People & Culture Director and Labor Relations Team to ensure adherence to organizational policies, procedures, and applicable collective bargaining agreements, while leading efforts to maintain compliance with local labor laws. This position is based in San Diego supporting both the San Diego and Los Angeles offices. There is an expectation of regular travel between both locations.

Major Responsibilities Provide support and drive progress of key bodies of work within a broad range of people and culture areas:  • IRC Way:  model, promote and uphold a culture of values as reflected in our code of conduct, The IRC Way:  Standards for Professional Conduct – Integrity, Service, Accountability, and Equality.

• HR Knowledge: serve as a reliable source of HR policies, practices and processes in response to employee and/or supervisor requests, ensuring compliance with internal and external standards and applicable labor laws, including state and city-specific labor law.  Support the development and refinement of key HR lifecycle processes as needed.

• Advisor: Serve as a trusted advisor to managers and leadership on people-related matters, providing guidance on performance management, policy interpretation, and organizational decisions to support sound, compliant, and people-centered outcomes.

• Employee Support: facilitate resolution of escalated issues related to basic employee welfare needs regarding benefits, payroll, HRIS, Leaves of Absence, and general employee questions.

• Employee Relations: lead intake, make recommendations, and support resolution of sensitive employee relations matters and workplace investigations. 

• Labor Relations: lead the implementation of the collective bargaining agreement for relevant groups, ensure consistent application of its provisions, build and maintain constructive relationships with union representatives to support effective communication and collaboration.

• Employee Experience: lead initiatives that strengthen organizational culture, drive employee engagement, and ensure an inclusive workplace where all staff feel valued and respected

• Talent Acquisition: oversee onboarding of new staff, with the goal to ensure new hire and orientation practices are implemented in accordance with IRC standards.

• Talent Management: participate in core talent activities as relevant and become proficient in delivering select training and development seminars; lead the development of a local talent-development strategy and oversee implementation.

• Employee Exits: monitor and intervene as necessary to ensure IRC standards are met for separation forms, exit paperwork, and exit surveys.

• HR Administration: Manage and maintain electronic office personnel records of employees and prepare paperwork with supporting documentation for Workday transactions to include new hires, staff transfers, supervisory changes, separations, etc.

• P&C Community: Actively contribute to a nationwide P&C community of practice, partnering with peers across the IRC network to align on best practices, troubleshoot shared challenges, and strengthen consistency in how P&C services are delivered organization-wide.

• Manage background check procedures for staff and independent contractors. 

• May manage a small team. 

• Other duties as assigned.

Working Environment • Hybrid work with minimum 3 days in office.

• A combination of standard office environment and remote work.

• May require occasional weekend and/or evening work.

• Occasional travel to other IRC offices may be required.

Job Requirements Education: • Bachelor's degree, preferably in Human Resources or Business Administration; or equivalent experience.

• Master’s degree in human resources management a plus.

Work Experience: • Minimum five (5) years progressively responsible Human Resources experience

• PHR or SHRM-CP certification preferred.

• Advanced working knowledge of at least one human resources discipline including: employee relations, compensation and benefits, performance management, learning and development, organizational development, labor relations, etc.

• Prior experience leading workplace investigations and supporting the resolution of employee relations matters required

• Prior experience working in a unionized environment strongly preferred

• Experience in a large, matrixed organization a plus

Demonstrated Skills and Competencies: • Strong grasp of HR concepts, including Federal & State employment laws

• Excellent written and verbal communication skills.

• Strong learning agility: capable of adapting quickly to change and apply new information and skills to work duties.

• Self-motivated to plan, prioritize and problem solve independently. 

• Ability to build and foster effective and positive

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