Senior Manager People Department
The Climate Reality Project is a nonprofit organization founded by former US Vice President Al Gore. Our mission is to catalyze a global solution to the climate crisis by making urgent action a necessity across every sector of society.
At The Climate Reality Project, we come to work every day to help solve the climate crisis. We do it by working from the ground up, empowering people and communities worldwide to fight for their future and together drive a just transition to clean energy.
We are committed to building a more just and equitable world, one where all voices are heard and respected regardless of race, religion, color, national origin, sex, sexual orientation, gender identity, age, or physical ability. Hence, we strongly encourage applications from people with these identities or who are members of other historically marginalized communities. We encourage applicants to read our diversity, equity, inclusion, and justice statement on our website.
Position Summary
The People Department Senior Manager provides leadership and hands-on solutions in response to HR needs throughout the organization. The Senior Manager works under the supervision of the Director of People to drive key areas of the People Department’s work, including employee engagement, HRIS, and operations. They serve as a subject matter expert and human resource business partner across all programs, departments, and the bargaining unit. They provide day to day supervision and mentoring of the People & HR Generalist and as needed manage external consultants and temporary staff.
This is a full time, exempt, benefits-eligible, hybrid position. The Climate Reality Project offers a flexible hybrid schedule, with staff working from our office in downtown Washington, DC at least two days per week to enable and encourage collaboration within and among teams. The salary range for the position is $102,500 – $104,550 USD
Duties and Responsibilities
Supervisory
Create an environment where supervisees feel comfortable sharing ideas and suggestions
Assign work that is both manageable and appropriate to supervisees' level of experience, clearly conveying objectives, deadlines, and expectations
Provide guidance and support when needed
Support supervisees’ professional development by providing opportunities to put skills into practice and connecting supervisees to other advocates, experts, mentors, and resources
Educate staff on and, as necessary, enforce organization policies and processes
General
Serve as lead for the organizational HRIS system [Paylocity], ensuring meticulous record keeping, strengthening data and record SOPs, with direct management of offboarding, certified payroll actions/transfers, and benefit maintenance
Support HR generalist on their portfolio, including recruitment, new employee set up, onboarding, employee engagement, and some benefits administration
Act as a Human Resource Business Partner, supporting engagement and coaching with supervisors, engaging with bargaining unit members, performance management, professional development & career pathing, employee appreciation / recognition
Regularly engage with departments, advising on talent acquisition, HR policies and processes, and as needed provide support to resolve personnel issues and concerns, escalating where needed to Director of People, SVP Ops, or Legal as appropriate
Shares responsibility for payroll processing with People Director, and Controller in close coordination with Finance Team
Lead day to day operations, supporting planning, implementation, and monitoring of departmental goals with a data-driven and analytical approach, vendor invoicing, and process management
Manage the People Department Workspace in the organization wide project management tool, focused on utilizing the tool to proactively improve support of staff, collaboration on department initiatives, streamline of processes and policies, and mitigate risk
Support the Director of People and the Senior Management Team in ongoing development, improvement, and implementation of HR strategies, policies and practices that support Climate Reality’s goals and needs, and nurture a diverse, respectful, and inclusive work environment for all employees
Use compassion, respect, and professional maturity to build and sustain open, collaborative relationships with a diverse range of internal and external stakeholders
Research and remain knowledgeable of HR trends in the nonprofit field, as well as regulatory changes that could potentially impact our personnel and HR-related policies, ensuring that HR processes and operations remain in compliance with federal and state laws
Support and contribute to the ongoing improvement of our operations and enrichment of our culture, for example by serving on ad hoc or ongoing work groups, assisting with the onboarding and training of colleagues, and participating in efforts to assess, refine, and strengthen our culture and practices
Other duties as assigned
Required Skills and Abilities
Lead by example as an authentic, strong collaborator and listener, and genuine passion for Climate Reality’s mission and vision, with a focus on best practices
Ability to motivate and engage team members. Ensure that HR practices and internal cultures are aligned with and reflect core values and mission
Execute a best-in-class human resource function with superior knowledge of talent acquisition and HR operations strategies
Proven ability to establish and implement progressive systems and structures designed to support the development and engagement of staff and overall organizational goals
Excellent communication skills that enable an environment of collaboration, transparency, and respect
Ability to strengthen relationships between departments as well as team members and help to identify and resolve work conflicts
Ability to proactively identify opportunities for improvement and to design and implement solutions across all HR areas of focus to build engagement and employee satisfaction
Skilled at the use of technology, including HRIS and project management systems, and ability to perform significant HR-area data analysis, conveying in dashboards and reporting
Prolonged periods sitting at a desk and working on a computer required
Education and Experience
Bachelors degree in HR or certified HR professional with a specialization in human resources or people management
Has at least 5 years of relevant HR experience, including experience in management
Strong experience leading and growing HR operations including Payroll and Benefits.
Experience as a daily user or administrator of various HRIS and ATS systems expected. Experience with Paylocity or similar desired but not required
Organizational Competencies
The Climate Reality Project has adopted a competency-based approach to job definition, hiring, performance assessment, and professional development. The following are our seven organization-wide competencies and examples of how they manifest for this role.
Teamwork and Collaboration: Actively listens to others and seeks to understand diverse perspectives; proactively and effectively manages larger teams; demonstrates the ability to effectively supervise.
Flexibility and Adaptability: Demonstrates the ability to adapt to changing priorities and circumstances; takes initiative to solve problems, improve processes, and/or achieve outcomes; learns quickly when faced with new situations or systems.
Written and Verbal Communication: Written communication is clear and concise; verbal communication is intentional and straightforward; clearly communicates a shared vision and priorities for the department; clearly conveys objectives, deadlines, and expectations to supervisees.
Time and Project Management: Manages multiple competing priorities, tasks, and projects effectively; holds staff and self accountable for achieving objectives; effectively manages conflict among the team, seeing conflicts as opportunities, integrating diverse views and finding common ground, and settling differences in productive ways.
Professional Development: Actively learns through experimentation when tackling new problems, using both successes and failures as learning fodder; supports supervisees’ professional development by providing opportunities to put skills into practice; connects supervisees to other advocates, experts, mentors, and resources and to substantive training opportunities.
Climate Justice: Knows and understands how systems and structures perpetuate inequities internally and externally; fully supports the organization's efforts to change said systems and structures; works to promote a welcoming and inclusive environment in Climate Reality spaces (workplace, events, trainings, and other convenings).
Climate Reality Mission and Focus: Is passionate about Climate Reality's role and mission and can act as a Climate Reality ambassador to a diverse set of audiences; stays up-to-date on climate trends, impacts and solutions.
Role-Specific Competencies
In addition to organization-wide competencies, each role has its own competencies. Below are examples of how each competency manifests in this role.
Policies and Procedures: Plans operational projects requiring multiple teams and processes; reviews timelines and guides organizational problem-solving relating to operations and HR processes; identifies HR best practices and ensures alignment and implementation across the organization.
Technology Skills and Data Systems: Uses technology and software relevant to job duties effectively (e.g., Microsoft Excel, Salesforce, ADP, Paylocity, ATS & HRIS systems, etc.); manages internal electronic documents effectively, including for the purposes of compliance, hiring, and retention.
Interpersonal Skills: Practices positive employee relations, including maintaining a positive morale and a genuine, upbeat work environment; models diplomatic and collaborative decision-making.
Change Management Skills: Champions the use of organization-wide systems and promotes the adoption of policies and procedures in all messaging; holds department leadership accountable for the consistent application of HR and Operational policies through regular feedback and coaching.
Employee Benefits
The Climate Reality Project provides a total benefits package that helps you manage your health, protect your income, and prepare for the future.
Medical, dental, and vision insurance - Employee premiums are fully paid by The Climate Reality Project
Life, short-term disability, and AD&D insurance
Flexible Spending Account (FSA)
401(k) Retirement Account with a (%) matching contribution
Employee Assistance Program (EAP)
Monthly cell phone reimbursement
Generous paid time off policies
To Apply
Send your resume and cover letter to hiring@climatereality.com
Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At Climate Reality, we are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your experience does not align perfectly with every qualification in this job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.
The Climate Reality Project is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, marital status, sexual orientation, disability or any other category prohibited by local, state or federal law. This policy applies to all aspects of employment, including recruitment, placement, promotion, transfer, demotion, compensation, benefits, social and recreational activities and termination.