Posted August 08, 2026
HR Manager
FrankCrum Staffing, Inc.
Clearwater, FL, US
Full Time
Job Description
Job Description
The Human Resources (HR) Manager leads and manages the full spectrum of human resources functions for our nonprofit organization (approximately 80-100 staff members). This role is responsible for developing, implementing, and upholding HR policies and practices that support a positive workplace culture and mission-driven environment. The HR Manager supervises the HR Specialist and functions as a trusted partner to leadership, ensuring compliance with employment laws, effective talent acquisition and retention, and professional support to all employees.
PRINCIPAL JOB DUTIES AND RESPONSIBILITIES
- Manage the day-to-day operations of the HR Department and maintain final accountability for the quality, accuracy, and timeliness of departmental work.
- Establish departmental priorities, assign work, monitor deadlines, review completed work, and provide clear direction and feedback to HR staff.
- Develop, review, update, and implement HR policies, procedures, and the employee handbook.
- Ensure clarity, consistency, and compliance with local, state, and federal employment laws.
- Monitor and interpret HR-related laws and standards, ensuring organizational compliance.
- Serve as a subject-matter expert on HR best practices, guiding leadership on policy interpretation and application.
- Lead and oversee the full recruitment lifecycle, delegating recruitment coordination, applicant screening, interview scheduling, and onboarding administration to the HR Specialist as appropriate.
- Partner with department leaders to forecast staffing needs, develop strategic hiring plans, and ensure consistent and effective selection practices.
- Oversee onboarding practices that support new hire engagement, readiness, and success.
- Serve as the primary point of escalation for complex employee relations matters, workplace complaints, conflict resolution, investigations, and disciplinary actions.
- Lead performance management processes, including performance evaluations, coaching, corrective action, and performance improvement planning.
- Train and advise supervisors and managers on employee relations matters, performance management, disciplinary actions, documentation, and employment practices.
- Promote and support a positive, mission-focused work environment where all staff feel valued and respected.
- Administer employee benefits programs including health insurance, retirement plans, leave programs, and wellness initiatives while ensuring effective communication, enrollment, and compliance.
- Oversee complex leave, accommodation, and benefit matters and ensure consistent application of organizational policy and applicable law.
- Conduct salary and benefits analyses as needed to support equitable and competitive offerings in a nonprofit environment and with consideration to operational budgets.
- Collaborate with Finance to ensure accurate payroll processing, personnel changes, and employment-related reporting.
- Manage workers’ compensation, unemployment claims, and employment-related reporting.
- Supervise the HR Specialist and other HR staff or interns as assigned, providing coaching, oversight, accountability, and ongoing professional development.
- Collaborate closely with senior leadership to align HR strategies with organizational goals.
- Serve as a role model for professionalism, confidentiality, ethical conduct, and a deep commitment to the organization’s mission.
- Support workforce planning, retention strategies, succession planning, and organizational development initiatives.
- Track HR metrics and trends to inform strategic decision-making and continuous improvement.
- Lead the HR components of organizational accreditation, audits, monitoring visits, and compliance reviews and collaborate with organizational compliance staff on broader requirements.
- Promote conflict resolution, constructive communication, and consistent management practices throughout the organization.
- Other duties as assigned by the President & CEO.
KNOWLEDGE, SKILL, AND ABILITIES REQUIRED
- Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree preferred. HR certification (PHR, SHRM-CP, or equivalent) preferred.
- Minimum of five (5) years of progressive HR experience, including at least two (2) years of supervisory or management experience.
- Strong knowledge of HR best practices, employment law, employee relations, benefits administration, compensation, and HRIS systems.
- Exceptional professionalism, communication, judgment, and interpersonal skills.
- Ability to maintain confidentiality and model high ethical standards.
- Demonstrated ability to work collaboratively with staff at all levels of the organization and foster a supportive, mission-aligned culture.
- Proven leadership, decision-making, problem-solving, organizational, and project-management skills, with excellent attention to detail.
- Ability to establish priorities, manage multiple deadlines, delegate effectively, and hold staff accountable for timely and accurate work.
- Sensitivity to the cultural diversity of clients and employees and the ability to work effectively with diverse racial, ethnic, and economic groups.
- Ability to analyze data, identify trends, and implement improvements.
- Demonstrated ability to adapt effectively to changing priorities, operational needs, and organizational environments.
- Proficiency in Microsoft 365 and HR information systems.
- Bilingual in Spanish a plus but not required for this position.
PHYSICAL DEMANDS AND WORKING CONDITIONS
- The work environment requires the employee to work both indoors and outdoors in varying weather conditions, including heat, humidity, and dry conditions.
- Requires prolonged periods of sitting, standing, walking, bending, reaching, and stooping, with occasional climbing and the ability to lift and carry up to 35 pounds as needed.
- Must be able to walk and stand on uneven surfaces across multiple campuses and program locations.
- Must successfully pass Level 1 and Level 2 background screenings, motor vehicle record (MVR) review, and pre-employment drug and alcohol screening requirements.
- Occasional local and business-related travel required.
- Occasional evening and weekend work may be required.
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