Job Description

North Lawndale Employment Network is a comprehensive workforce development agency on Chicago’s West Side dedicated to advancing the economic outcomes of the community’s residents through innovative employment initiatives, including our social enterprises. In August 2021, North Lawndale Employment Network transitioned to a new campus which features a premier community café for residents and stakeholders.

Opportunity . We are seeking a high-integrity, people-centered HR Manager of People and Culture to lead HR functions across the organization. Reporting directly to the CEO, the HR Manager is a trusted partner to leadership and staff—balancing compliance, employee well-being, and organizational culture.

This role provides high-touch HR support across the employee life cycle—from recruitment and onboarding to employee development and offboarding. The HR Manager of People and Culture will lead performance management, employee relations, HR policy compliance, and workforce planning, and will supervise the HR Coordinator/Generalist. The ideal candidate is emotionally intelligent, solutions-oriented, and committed to ensuring NLEN remains a safe, inclusive, and mission-aligned workplace.

Responsibilities:

Talent Acquisition & Recruitment

• Lead full-cycle recruitment processes in collaboration with hiring managers—from understanding talent needs to offer negotiation and hiring decisions.
• Manage candidate sourcing, interview scheduling, and selection tracking, ensuring an equitable and timely hiring experience.
• Maintain and update job descriptions, interview frameworks, and NLEN's career webpage and LinkedIn presence.

Onboarding & Offboarding

• Oversee all aspects of the onboarding process: administer new hire paperwork, update HRIS and payroll systems, conduct HR orientation sessions, and assign buddy/mentor pairings.
• Conduct 1-month check-ins and new hire surveys; analyze feedback to improve employee experience.
• Coordinate employee offboarding including exit interviews, offboarding logistics, and documentation updates.

Employee Relations & Engagement

• Serve as a trusted resource for employee concerns, conducting regular check-ins and gathering organizational "pulse" data to proactively address workplace issues.
• Mediate interpersonal conflicts and escalate complex issues to leadership when necessary.
• Attend team meetings and engage regularly with departments to build relationships and understand team dynamics, morale, and challenges.

Performance Management & Development

• Support and guide managers in conducting 1:1s and performance reviews.
• Identify opportunities for employee growth and training; implement Performance Improvement Plans (PIPs) as needed.
• Partner with the Director of People Operations to strengthen learning and development initiatives.
• Recognize high-potential team members and support their development within the organization.

Compliance, Benefits & Compensation

• Maintain and update employee records in the HRIS (ADP Workforce Now); ensure data accuracy for payroll and compliance reporting.
• Administer employee benefits programs and open enrollment in partnership with external providers.
• Process compensation adjustments, role changes, and benefits changes in accordance with organizational procedures and labor law requirements.

Organizational Change & Strategic Support

• Partner with leadership on organizational changes (e.g., promotions, terminations, re-structuring) to ensure clear communication and smooth transitions.
• Guide managers through change management strategies with empathy and clarity.
• Uphold confidentiality and exercise sound judgment when addressing sensitive HR issues; escalate matters appropriately to the CEO.

Special Projects & Strategic Initiatives

The HR Manager may lead or support special initiatives outside of routine responsibilities, including but not limited to:

• People Analytics: Collect, analyze, and report on workforce data to inform decisions around engagement, retention, and diversity.
• Staffing Strategy: Develop and promote NLEN’s employer brand and long-term recruitment strategies.
• Workplace Culture: Enhance employee engagement through rewards & recognition programs, improved onboarding materials, and revamped buddy systems.
• Talent Development: Lead ongoing training, professional development, and system/tool optimization efforts.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (required); HR certification (PHR/SPHR or SHRM-CP/SCP) is a plus.
• Minimum of 5 years of progressive HR experience, including at least 2 years in an HR management or supervisory role.
• Demonstrated success managing full-cycle recruitment, onboarding, and employee relations.
• Experience with HRIS platforms (preferably ADP Workforce Now); strong proficiency in Microsoft Office Suite.
• Deep understanding of employment law, HR compliance, and best practices.
• Exceptional interpersonal, written, and verbal communication skills.
• High emotional intelligence and discretion; able to maintain confidentiality with integrity and professionalism.
• Proven ability to build trust, coach managers, and positively influence organizational culture.
• Flexibility to work occasional evenings and weekends; strong alignment with NLEN’s mission and values.

Benefits:

Comprehensive benefits package includes:

• Medical, vision, and dental plans
• Paid Time Off (PTO)
• Paid Holidays (many Federal Holidays)
• 401K participation, day one of employment
• Life Insurance

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