Montgomery Housing Partnership (MHP) - Manager of Human Resources

Job Title: Manager of Human Resources

Reports to: Vice President of Operations

Location: Silver Spring, Maryland

Organization Type: Nonprofit – Housing & Resident Services

FLSA Status: Exempt

Job Type: Full-Time, Hybrid (at least 3 days on-site)

Salary Range: $110,000 - $115,000 annual equivalent

Position Summary

The Manager of Human Resources is a strategic and operational leader responsible for managing all aspects of the Human Resources function for Montgomery Housing Partnership (MHP) mhpartners.org. This role partners closely with the Vice President of Operations and organizational leadership to develop and implement HR policies, practices, and programs that support the mission of providing housing and wraparound services to residents. The Manager will foster a values-driven workplace culture focused on equity, compliance, employee engagement, and operational excellence.

Key Responsibilities:

Leadership & Strategy

• • Serve as a key member of the leadership team to align HR initiatives with organizational goals.
  • Advise senior leadership on human capital strategy, workforce planning, and organizational development.
  • Champion a culture that supports diversity, equity, inclusion, and belonging (DEIB). Lead the Vision Committee that supports the culture of the organization and its values.

Human Resources Operations

• • Oversee all day-to-day HR functions, including recruitment, onboarding/offboarding, performance management, employee relations, training, and compliance.
  • Manage and refine HR policies and procedures in accordance with employment laws and organizational values.
  • Ensure accurate and timely administration of HR records, compensation structures, and benefits programs.
  • Supervise HR staff and/or external HR consultants as needed.

Employee Relations & Compliance

• • Lead employee relations matters, conducting investigations and ensuring fair resolution of concerns.
  • Ensure compliance with federal, state, and local employment regulations.
  • Maintain knowledge of legal requirements and government reporting regulations affecting HR functions.
  • Develop a schedule of regular check-ins with all departments and positions, fostering relationships, trust, and equity amongst the teams with the Human Resources function.
  • Conduct employee satisfaction surveys and present the results to leadership on a two-year cycle.

Talent Acquisition & Development

• • Collaborate with program leaders to anticipate staffing needs and develop effective recruitment strategies.
  • Promote professional development opportunities, including external providers, and support leadership training initiatives.
  • Oversee performance review and goal-setting processes that support continuous improvement.
  • Work with managers to develop individual development plans (IDPs) as part of the performance review cycle.

Compensation & Benefits

• • Support the administration and evaluation of the organization’s compensation and benefits strategy.
  • Benchmark salary structures to remain competitive and equitable in the nonprofit sector.
  • Work with the benefits brokers to plan for benefits renewals, present options, and facilitate the annual Open Enrollment.

HR Metrics & Reporting

• • Track and analyze HR metrics to assess trends, effectiveness of programs, and areas for improvement.
  • Prepare reports for leadership and board presentations when needed, including a summarization of exit interview feedback (usually bi-annually as turnover occurs).

Qualifications:

• • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • Minimum of 3 years of progressive HR experience, including at least 1 year in a management or leadership role.
  • Nonprofit or mission-driven organization experience is strongly preferred.
  • Strong working knowledge of employment law and HR best practices.
  • Proven ability to build relationships, influence leadership, and resolve complex HR issues with discretion and integrity.
  • Excellent communication, problem-solving, and organizational skills.
  • Experience training and coaching teams (e.g., communication skills, conflict resolution). Willingness and proactivity to learn new skills to train and coach staff and teams.
  • HR certification (e.g., SHRM-CP/SCP or PHR/SPHR).

Work Environment

• • Hybrid or on-site work environment depending on organizational needs.
  • Occasional evening or weekend work may be required based on program needs or staff support.