Human Resources Manager

Organization Overview

Pleasant View, Inc. is a nonprofit organization supporting individuals with intellectual and developmental disabilities through residential, day support, employment, community engagement, and spiritual support services in Harrisonburg, Rockingham County, and surrounding communities. The organization’s mission is to support individuals with disabilities in pursuing meaningful work, relationships, and spiritual development.

Position Summary

The Human Resources Manager serves as the primary human resources professional for Pleasant View, Inc., an organization of approximately 100 employees.

This is a hands-on leadership position responsible for managing the full range of day-to-day human resources functions while advising organizational leaders on workforce needs, employee relations, regulatory compliance, compensation, benefits, recruitment, retention, and workplace culture.

The position combines the practical responsibilities of an experienced HR generalist with the organization-wide ownership and judgment expected of an HR manager. The Human Resources Manager develops and administers HR policies and practices, handles sensitive employee matters, supports supervisors, and ensures that essential HR services are delivered accurately, consistently, and responsively.

The successful candidate will be comfortable moving between strategic and administrative responsibilities. On any given day, the position may advise leadership, investigate an employee concern, recruit for an open position, administer leave, review payroll-related information, update a policy, or assist a supervisor with performance documentation.

Because Pleasant View, Inc. provides services in a 24-hour operating environment, the Human Resources Manager must support employees working across programs, locations, schedules, and shifts. The organization identifies reliable attendance as an essential function of its positions because of its 24/7 operations.

Essential Duties and Responsibilities

Human Resources Leadership and Administration

• Manage the organization’s day-to-day human resources function.
• Serve as the primary HR resource for employees, supervisors, and organizational leadership.
• Advise the Executive Director and leadership team on workforce issues, employee relations, staffing, compensation, compliance, and policy application.
• Translate organizational needs into practical HR programs, procedures, and priorities.
• Balance employee support, organizational needs, legal responsibilities, and consistent policy administration.
• Maintain confidentiality and exercise sound judgment when handling sensitive information.
• Develop an annual HR work plan and assist with maintaining the HR budget.
• Provide workforce reports and recommendations to leadership as requested.
• Coordinate with employment counsel, benefits advisors, insurance representatives, and other specialists when necessary.

Recruitment and Hiring

• Coordinate the full recruitment and hiring process for direct-care, administrative, professional, and leadership positions.
• Work with supervisors to evaluate vacancies and define position requirements.
• Create and maintain accurate job descriptions.
• Prepare job postings and develop effective candidate-sourcing strategies.
• Review applications, conduct or coordinate interviews, and support hiring managers throughout the selection process.
• Conduct reference checks and coordinate background checks, driving-record checks, health screenings, and other position-related requirements.
• Prepare offer letters and other hiring documentation.
• Maintain appropriate applicant and hiring records.
• Develop relationships with colleges, workforce organizations, community partners, and other recruiting sources.
• Monitor vacancies, turnover, time-to-fill, and applicant activity.
• Recommend practical strategies for recruiting and retaining employees in difficult-to-fill positions.

Onboarding and Offboarding

• Coordinate employee onboarding and orientation.
• Ensure new employees receive information about the organization’s mission, workplace expectations, policies, benefits, safety practices, and required training.
• Coordinate onboarding activities with supervisors, payroll, information technology, training staff, and program leadership.
• Ensure employment forms and required credentials are completed and documented.
• Provide check-ins during the introductory employment period when appropriate.
• Process promotions, transfers, status changes, compensation changes, and other personnel actions.
• Coordinate employee separations, including documentation, benefit notifications, return of organizational property, and system-access changes.
• Conduct exit interviews and share appropriate retention trends with leadership.

Employee Relations

• Serve as a confidential resource for employees and supervisors regarding workplace concerns, communication, conduct, attendance, performance, and policy interpretation.
• Receive and respond to employee complaints promptly and respectfully.
• Conduct or coordinate impartial workplace investigations.
• Document employee-relations matters thoroughly and maintain appropriate confidentiality.
• Guide supervisors through coaching, counseling, corrective action, and performance-improvement processes.
• Assist with conflict resolution and facilitate difficult workplace conversations.
• Identify recurring employee-relations issues and recommend preventive measures.
• Ensure concerns involving harassment, discrimination, retaliation, safety, abuse, neglect, exploitation, or other serious misconduct are escalated and addressed appropriately.
• Help promote a positive work environment based on dignity, respect, teamwork, communication, and accountability.

Performance Management

• Administer the organization’s performance-review process.
• Maintain evaluation forms, schedules, guidance, and completion records.
• Assist supervisors in establishing clear expectations and providing meaningful feedback.
• Review performance documentation and corrective-action materials for consistency and quality.
• Coordinate performance-improvement plans when necessary.
• Provide coaching to supervisors on documentation, employee development, recognition, and performance conversations.
• Help identify development opportunities and potential internal career paths.
• Support succession and workforce-continuity discussions for essential positions.

Compensation and Payroll Support

• Maintain job classifications, pay ranges, compensation records, and related documentation.
• Review starting-pay and wage-adjustment recommendations for consistency and internal equity.
• Support periodic compensation reviews.
• Research market information and recommend compensation adjustments when warranted.
• Coordinate with payroll or finance personnel to ensure employee changes, deductions, leave usage, and compensation information are processed accurately.
• Review payroll-related HR information and resolve discrepancies.
• Help ensure positions are classified appropriately under applicable wage-and-hour requirements.
• Maintain documentation supporting compensation and classification decisions.

Benefits

Administration

• Administer employee benefit programs in partnership with brokers, carriers, and plan providers.
• Coordinate benefit enrollment, qualifying life-event changes, terminations, and annual open enrollment.
• Explain benefit options and assist employees with routine benefit questions.
• Review benefit records, enrollment information, deductions, and invoices for accuracy.
• Coordinate required employee notices and benefit communications.
• Serve as the primary contact for benefit vendors.
• Assist leadership with benefit renewals and plan evaluations.
• Maintain plan documents, enrollment records, and employee communications.
• Coordinate retirement-plan administration and required employee communications as applicable.

Leave and Workplace Accommodations

• Administer organizational and legally protected leave programs.
• Communicate leave eligibility, documentation requirements, deadlines, and return-to-work expectations.
• Track leave requests, certifications, balances, restrictions, and return-to-work information.
• Coordinate job-related workplace accommodation requests and the interactive review process.
• Protect confidential medical information and maintain it separately from general personnel records.
• Provide supervisors with the operational information needed to manage absences without unnecessarily disclosing confidential information.
• Coordinate workers’ compensation leave and return-to-work arrangements.

Compliance and Policy Administration

• Maintain working knowledge of applicable federal, Virginia, and local employment requirements.
• Monitor employment practices for consistency with organizational policies and applicable requirements.
• Maintain and periodically update the employee handbook.
• Develop and update HR procedures, forms, templates, and supervisor resources.
• Communicate policy changes and obtain required employee acknowledgments.
• Coordinate required workplace notices and HR-related reporting.
• Maintain employment eligibility and related records.
• Coordinate unemployment claims, employment verifications, and appropriate records requests.
• Support employment-related audits and regulatory reviews.
• Monitor required employee licenses, certifications, screenings, and renewals when assigned.
• Seek advice from qualified legal or compliance professionals when a matter requires specialized guidance.

Training and Employee Development

• Coordinate new-hire orientation and organization-wide employment training.
• Identify training needs in consultation with supervisors and organizational leadership.
• Provide or arrange training on supervision, performance documentation, workplace conduct, harassment prevention, confidentiality, interviewing, and HR policies.
• Partner with program and compliance personnel to track required training.
• Maintain appropriate training records.
• Support professional development and continuing-education opportunities within available resources.
• Evaluate training participation and recommend improvements.

HR Information Systems and Records

• Maintain accurate employee information in the HR information system and related systems.
• Maintain personnel, medical, investigation, training, and compliance records securely.
• Ensure confidential records are appropriately separated and access is restricted.
• Process employee status changes accurately and promptly.
• Maintain HR calendars and track important deadlines.
• Conduct periodic reviews of employee files, records, benefits, job classifications, and HR data.
• Produce reports on staffing, turnover, vacancies, recruitment, leave, training, and other workforce measures.
• Use HR information to identify issues and recommend practical improvements.
• Maintain appropriate records-retention and document-destruction practices.

Employee Engagement and Workplace Culture

• Support a workplace culture reflecting Pleasant View, Inc.’s values of dignity, respect, personal empowerment, belonging, community engagement, growth, continued education, well-being, holistic care, and support.
• Assist with employee surveys, stay interviews, listening sessions, and other feedback methods.
• Recommend practical ways to address employee feedback.
• Coordinate employee recognition and appreciation activities.
• Support communication between leadership, employees, programs, locations, and shifts.
• Promote consistent HR access for employees who do not work traditional office schedules.
• Assist leadership with the people-related aspects of organizational change.

Safety, Workers’ Compensation, and Risk Support

• Coordinate workers’ compensation claims, documentation, communication, and return-to-work activities.
• Maintain required injury and incident records in coordination with organizational leadership.
• Review workplace incidents for employment-related trends.
• Participate in safety, compliance, emergency-preparedness, or risk-management activities as assigned.
• Support employee safety training and communication.
• Coordinate with insurance carriers and other advisors regarding employment-related risk.
• Ensure urgent workplace and employee-safety concerns receive prompt attention.

Other Responsibilities

• Attend leadership and organizational meetings as requested.
• Maintain professional knowledge through continuing education and professional associations.
• Visit organizational programs and locations as needed.
• Provide limited after-hours HR support for urgent matters when necessary.
• Perform other duties consistent with the responsibilities and level of the position.

Minimum Qualifications

• Bachelor’s degree in human resources, business administration, organizational leadership, or a related field.
• At least five years of progressively responsible human resources experience.
• Broad HR generalist experience involving several of the following areas: employee relations, recruitment, benefits, leave administration, compliance, compensation, performance management, training, and HR recordkeeping.
• Experience advising supervisors and handling sensitive employee matters.
• Working knowledge of federal and Virginia employment requirements.
• Strong written, verbal, interpersonal, analytical, and organizational skills.
• Ability to manage multiple priorities independently and meet important deadlines.
• Proficiency with Microsoft 365, HR information systems, and standard office technology.
• Ability to maintain confidentiality and exercise professional judgment.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• HR experience in intellectual and developmental disability services, healthcare, behavioral health, residential services, human services, or another regulated environment.
• Experience supporting a nonprofit organization or employer of comparable size.
• Experience working as the primary HR professional for an organization.
• Experience supporting employees across multiple locations, programs, or shifts.
• Experience with benefits administration, HR information systems, and payroll coordination.
• Experience conducting workplace investigations.

Required Competencies

• Commitment to Pleasant View, Inc.’s mission and values.
• Ability to work both strategically and administratively.
• High degree of integrity, discretion, and confidentiality.
• Sound judgment and practical problem-solving ability.
• Fair and consistent policy administration.
• Strong employee-relations and conflict-resolution skills.
• Clear and respectful communication.
• Ability to build trust with employees, supervisors, and leadership.
• Initiative and willingness to take ownership of HR responsibilities.
• Attention to detail and reliable follow-through.
• Ability to deliver difficult information professionally.
• Commitment to continuous improvement.

Physical and Work Requirements

• Ability to perform the administrative, communication, and mobility requirements of the position, with or without reasonable accommodation.
• Ability to use a computer and standard office equipment for extended periods.
• Ability to travel between organizational locations as required.
• Ability to attend occasional meetings or respond to urgent matters outside normal office hours.
• Regular and reliable attendance is an essential function of the position.
• The role primarily operates in an office environment but may require visits to residential, day-support, or community-based service locations.

Equal Employment Opportunity

Pleasant View, Inc. states that it does not discriminate in employment opportunities or admission to its programs or services based on race, color, religion, sex, national origin, sexual orientation, age, disability, or other characteristics protected by law.

Job Description Statement

This job description describes the general nature and primary responsibilities of the position. It is not intended to list every duty, responsibility, or qualification associated with the role. Responsibilities may be modified based on organizational needs and applicable requirements.

Job Type

Full-time

Pay: $75,000.00 - $105,000.00 per year

Benefits:

• Dental insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Life insurance
• Paid time off
• Referral program
• Retirement plan
• Tuition reimbursement
• Vision insurance

Experience:

• Microsoft Office: 1 year (Preferred)

License/Certification:

• Professional In Human Resources (Preferred)

Work Location: In person