Reports To: Chief Operating Officer (COO)

Revised Date: June 2024

Organizational Summary / Values Statement

Organizational Summary

Equal Measure (EqM) is a national professional services firm headquartered in Philadelphia, PA, and remotely across the U.S. With more than 40 years in the social justice field, we partner with foundations, nonprofits, and public entities to apply new ways of thinking and learning to transform systems. We center racial equity in all aspects of our work, with experience in fields such as education, workforce development, public health, economic mobility, and criminal justice. Our current and recent clients include: the Annie E. Casey Foundation, the Aspen Institute Forum for Community Solutions, the Bill & Melinda Gates Foundation, the Boston Foundation, the BUILD Health Challenge, the City of Philadelphia, Comcast, the deBeaumont Foundation, the Helios Foundation, Lumina Foundation, the National Science Foundation, New America, PolicyLink, the Robert Wood Johnson Foundation, Robin Hood, and the United Way of Greater Philadelphia and Southern New Jersey.

At Equal Measure, we believe that people and communities deserve to thrive–and can only do so when race is not a predictor of life outcomes. To realize that vision, we are combining evaluation with an approach to advancing racial equity that emphasizes shared learning to power sustainable systems change. Four pillars drive our mission:

v Knowledge Building: We help clients understand the root causes and disparities in outcomes.

v Narrative Change: We rewrite the narratives to center communities as co-creators of solutions.

v Convening: We create a space for dialogue, mutual learning, and collective action.

v Capacity Building: We supercharge our clients with the tools and training they need to become advocates for racial equity.

Position Summary / Executive Overview of Position

The Senior HR Manager is a member of the Equal Measure leadership team reporting directly to the Chief Operations Officer (COO). The successful candidate will be responsible for tending to all aspects of HR and Talent in support of organization excellence and strategy, helping to build a mission- and values-aligned organizational climate and culture. Duties include continuing to grow a positive staff culture, that nurtures and focuses on staff well-being as well as organizational recruitment strategies, designing and refining onboarding and offboarding processes, and executing talent management systems. The Senior HR Manager will also be responsible for oversight of the Human Resources and Accounts Payable Administrator, benefits, payroll, and overall HR compliance for the organization. As a professional services firm where our people are our greatest asset, Equal Measure views the Senior HR Manager as critical to the long-term success and viability of the organization, our ability to serve our clients and partners, and fulfill our mission.

Essential Duties and Responsibilities

Talent Sourcing, Hiring, and Onboarding

v Manage recruitment, hiring, and new employee orientation and onboarding processes, as well as workforce planning and management (monitor staff utilization and workflow to determine when adjustments to headcount are appropriate; formulate and share recommendations with COO).

v Identify and cultivate outlets for talent outreach (e.g., higher education partners, search firms, self-identified prospects) and temporary agencies—all with a DEIB lens.

v Conduct screening interviews with hiring managers, coordinate interview panels, capture notes, and conduct reference checks.

v Communicate hiring updates and considerations with senior leadership and staff.

v Implement and continuously refine all on- and offboarding processes for new hires and transitioning employees, including coordination of onboarding with other supporting personnel (Consultant, IT and Executive Assistant, etc.).

v Oversee the Human Resources and Accounts Payable Administrator (HR/AP Administrator) in implementing the administrative aspects of onboarding in compliance with applicable state/federal laws (e.g., background checks, creation and maintenance of employee and recruiting and hiring files).

Staff Well-Being and Engagement

v Proactively consider the impact of organizational shifts and strategy changes on staff well-being and organizational culture. Work to implement strategies to engage the team in best practice change management.

v Work to support Equal Measure’s focus on staff well-being by serving as the go-to staff person for personnel issues, work-related advice, and individual coaching.

v Develop annual talent dashboard for Board and other data and analysis reports, as needed.

v Facilitate efforts to build a diverse, equitable, and inclusive staff; set metrics, monitor, and report on performance, and recommend refinements as necessary.

v Design, communicate, and implement employee engagement processes, which may include surveys, work groups, and other organizational activities.

v Provide staff demographic and organizational information to senior leadership team, as needed (maintaining organizational staffing chart and demographic survey results).

v Develop and maintain staff culture guide to use with onboarding and training.

Performance Goals and Reviews

v Manage Equal Measure’s performance goals and performance review process.

v Coach supervisors and staff, as necessary, on providing timely and meaningful “in the moment” feedback—during check-in sessions, and during performance review conversations.

v Develop thematic reports from performance reviews, identifying key areas for professional development and skills training and noting opportunities to enhance staff performance.

v Provide ongoing internal support and coaching to staff and supervisors on performance goal-setting to strengthen supervisor/supervisee skills and capacities, and align with project and organizational needs.

v Manage performance tools, including performance review process and platform, competency matrix, and salary leveling documents.

Professional and Skills Development

v Work with the COO and other members of the leadership team to oversee the development and implementation of annual professional development and training plans and identify priorities for training resources.

v In collaboration with the COO, design and maintain a comprehensive approach to staff learning and development, including budget, for internal and external staff professional development activities.

v Design and deliver annual required staff trainings (management training, harassment, etc.) in line with organizational strategy.

v Identify and manage external consultants retained to provide learning and professional development services.

v Develop and execute skills mapping process in line with project and business line needs.

v Work with new staff to assess their skills in relation to organizational needs.

v Support and contribute to organizational learning efforts and processes.

Compensation and Benefits

v Review (in conjunction with COO) annual benefit carrier rate proposals, and work with broker to select benefits within budget.

v Manage annual benefit enrollment, as well as benefit maintenance, in conjunction with broker, with the goal of a desirable menu of benefits to offer to employees.

v Maintain employee savings plans with third-party administrators (includes 403b, Roth, employer-contributed pension savings plan, etc.).

v Develop and field RFPs (when necessary) for new brokers, third-party administrators, and other human resources vendors.

v Coordinate and communicate open enrollment process with HR/AP Administrator and benefits brokers.

v Collaborate with COO bi-annual compensation reviews, research comparable plans, and provide recommendations to COO.

Human Resources Compliance and Administration

v Manage the HR/AP Administrator to ensure that Equal Measure is operating in accordance with national and state HR laws and regulations adhering to state, local, and federal record retention policies.

v Manage the HR/AP Administrator to provide all human resources aspects of the annual financial audit (personnel files, adequate documentation of procedures in place, and payroll records, among other requested items).

v Maintain human resources policy and procedure documents, including handbooks, manuals, and updates for compliance with federal, state, and local regulations (with external HR consultant and/or legal counsel).

v Maintain processes for regular writing/updating position descriptions, competency matrix, performance review documents/platform and skills assessment.

v Provide one-on-one coaching and support in implementing human resources policies and procedures (including confidential matters).

Supervisory / Budgetary Responsibilities

v Supervise HR/AP Administrator.

v Assist COO in compiling annual Human Resources and Talent budget.

Work Environment

v Remote office environment, with heavy computer work.

v Equal Measure is based in Philadelphia, PA. This position is a remote role which may require annual travel (2x/year) to Philadelphia for staff events.

Salary and Position Details

v This is a full-time, exempt, benefits-eligible position.

v Salary range: $110,000 - $125,000

Education and Experience

v 8-10 years working in a philanthropy, nonprofit organization, professional services firm, or higher education institution in the role of human resources manager, director of talent and people, or senior HR leader.

v 8-10 years managing human resources programs and services for an organization operating in multiple states to align with organization culture, comply with federal and state laws and regulations, and achieve organizational goals.

v Expertise in recruiting and onboarding.

v Experience executing and refining performance management systems in a matrixed, remote environment.

v Supervisory experience with direct oversight of 1–2 employees.

v Bachelor’s degree and SHRM or HRCI certification preferred.

As an Equal Opportunity Employer, Equal Measure is deeply interested in and committed to diversity along racial, ethnic, and gender lines and we are actively seeking an individual who can offer broader perspectives to our organizational thinking and culture. Racial minorities are highly encouraged to apply.

As part of our organizational commitment to public and personal health, Equal Measure requires that all employees be vaccinated against Covid-19 per the latest CDC recommendations (including updates to status, booster shots, etc). Any individuals who choose to decline vaccination due to medical, religious or other concerns must discuss this with HR prior to hiring and will be required to present negative Covid-19 test results within 24 hours of any in-person meetings or work-related travel.

Job Type: Full-time

Pay: $110,000.00 - $125,000.00 per year

Benefits:

401(k)
Dental insurance
Health insurance
Paid time off
Vision insurance

Schedule:

Monday to Friday

Work Location: Remote

Equal Measure

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