Role Description As the Senior HR Manager, you will ensure that NatureBridge has a strong foundation of HR policies, procedures and systems to effectively manage risk and support an equitable, consistent, and employee-centered experience. You will oversee HR processes across multiple campuses and states and support a remote U.S. workforce, including a significant seasonal employee population and staff who reside in employee-provided housing. Working in close partnership with the Director of People and Culture, you will translate people strategy into compliant, inclusive, efficient and effective HR systems and practices to support a diverse workforce across multiple geographical locations. This position is fully remote. We have a preference for candidates who live near one of our established campuses in California, Washington, or Virginia. Your primary job will be: - HR Operations, Compliance and Risk Management - Lead HR operations across the employee lifecycle for regular, seasonal, and remote staff, including onboarding, offboarding, employee records, and HR systems. - Ensure compliance with federal, state, and local employment laws across multiple states, including requirements specific to seasonal and temporary workers. - Identify, mitigate, and manage HR-related risk, including wage and hour compliance, leave administration, and required notices and postings. - Partner with legal counsel and external vendors to support compliance, audits, and investigations as needed. - Policies, Procedures and Systems - Develop, maintain, and implement clear, equitable, and compliant HR policies and procedures that support consistency across campuses and remote teams. - Ensure policies are accessible, well-communicated, and applied fairly across employee groups, including seasonal staff. - Serve as a subject matter expert and primary liaison on HRIS (ADP) and other HR systems (benefits, compliance) and lead continuous improvement of HR processes and documentation. - Manage the process of work-related injury claims, ensuring compliance with laws, assessing eligibility, authorizing medical care, calculating benefits, and facilitating return-to-work programs. - Employee Relations and Equitable Practice - Serve as a trusted HR partner to leadership, managers and employees on employee relations matters, performance management, and workplace concerns. - Support fair, timely, and trauma-informed handling of employee issues and investigations. - Apply an equity lens to HR practices, ensuring decisions are consistent, unbiased and aligned with organizational values. - Multi-State, Campus and Seasonal Workforce Support - Partner with campus leadership and managers across multiple states to address local workforce needs while maintaining organizational consistency. - Support seasonal workforce cycles, including onboarding, compliance requirements, and offboarding processes. - Help ensure remote staff receive adequate HR support, resources, and communication. - Collaboration and Leadership - Partner closely with the Director of People and Culture and the HR team to operationalize people strategy and initiatives. - Collaborate with Payroll, Finance, IT, and Operations to ensure accurate, timely, and compliant HR practices. - May support supervision of HR staff as needed. - Manage vendors, consultants and contracts as needed. Qualifications - 5-7 years HR management experience with strong emphasis on operations, compliance, and employee relations. - Professional HR certification (ie. SHRM, HRCI, etc.). - Demonstrated experience supporting multi-state, remote, and seasonal workforces. - Experience working in non-profit organizations. - Strong working knowledge of HR best practices and their implementation. - Strong leadership and management experience and ability; previous experience leading and developing teams and collaborating with individuals across multi-functional areas. - Proven project management skills; highly detail-oriented with excellent planning and execution ability and multi-tasking skills. - Strong critical thinking and problem solving skills. - Personal and professional commitment to equity and inclusion in the workplace and ability to lead and implement inclusion and belonging practices. - Excellent oral and written communication skills; clear and empathetic communication. - Experience navigating, optimizing, and training supervisors on HRIS software (ADP WorkforceNow). - Flexibility and adaptability and ability to be effective in a matrixed work environment. - Strong judgment and discretion; experience leading and managing through complex and sensitive employee situations and topics. - Strong collaborator with excellent interpersonal skills. - Strong risk management knowledge and ability. - Operational excellence and attention to detail. - Ability to lead and work effectively across locations, roles, and employment types. - Exceptional professional integrity and commitment to NatureBridge’s mission. - Ability to travel and work occasional evenings and weekends as needed. Benefits - $90,000-$110,000 annual salary. - Final compensation is determined by our organizational compensation methodology based on role, skill level and geographic location. We are committed to internal equity across the organization. - Medical, dental and vision insurance. - Option for a 403b retirement plan with employer match after 1000 hours of work. - Generous paid vacation, training days and sick leave. - Other benefits include Employee Assistance Plan (EAP), Flexible Spending Account (FSA) and more. How To Apply Submit your application to our Online Career Portal. Please respond to the short answer questions on the application instead of submitting a cover letter.

Job DetailsJob Location: New York, NY 10019Salary Range: $175,000.00 - $225,000.00 Salary/yearDiamond Baseball Holdings (DBH) was formed in 2021 to support, promote, and enhance Minor League Baseball through professional management, best practices, innovation and investment. DBH is seeking a dynamic Head of Human Resources, to help lead and execute the HR strategy across the organization. Sitting on the Executive Leadership Team, this person will be a partner to the executive leadership team on all matters related to the employee lifecycle including Talent Acquisitions & Management, Onboarding, Performance Management, Employee Relations, Total Rewards, Workforce & Succession planning, and HR systems. The VP, HR, will act as a trusted advisor to the leaders in the business and will build and foster productive and positive cross-functional relationships in all parts of the organization, empowering and enabling leaders to make informed decisions for their functions or regions. This role will report directly to the CEO and will be responsible for managing a remote team of HR professionals. It is expected that the candidate works to install better workflow processes as DBH continues to grow. The ideal candidate is someone with prior experience working within sports or entertainment, with direct experience in advising business leaders on employee relations, best practices, compensation, and benefits, while also advocating for your employees and cultivating an inclusive and transparent workplace. DBH is a high-paced, results-orientated environment and is a company that will define the way the biggest events in sports and entertainment are operated in various markets. The ideal candidate will recognize and adapt to the environment, bringing new ideas into what can be a fun and very rewarding opportunity personally, professionally and financially. Essential Duties and Responsibilities Leadership Work closely with the Executive Team to plan, develop, implement, lead and evaluate both long-term strategic direction and short-term business plans for the HR Department. Manage financial resources and budgets to align with business needs and expectations, including resource and staffing efficiencies. Build rapport and trust with all internal and external stakeholders, across Member Clubs and the Corporate team, demonstrating a willingness to do everything you can to support them. Build an HR solution to support and equip division leaders with the tools necessary for them to make informed decisions on behalf of their businesses. Workforce / Talent Management Develop a total rewards strategy and incentive plans at all levels of the organization that drive employee engagement and incentivizes employees to deliver results. Collaborate with the Executive Leadership Team and Regional Vice Presidents to advise on the optimal organizational design that balances current and future needs. Lead talent management inclusive of training, succession planning, performance management, employee relations, and change management. Recommend and steer strategic investments, process improvements, and new initiatives across all the HR disciplines (Talent Acquisition, Talent Management, Engagement/Culture, Performance, Compensation, Benefits, etc.). Lead and manage all employee relations cases including investigations and PIPs. Talent Acquisition Align the talent acquisition efforts with organizational strategy; ensuring the right people are in the right roles, at the right time. Leverage top university relationships and internship programs to ensure there is always a strong pipeline of talent for key, high turnover positions. Develop company onboarding process that accelerates success for new hires and deepens their connection to DBH and their club. HR Systems & Compliance Create systems and processes, leveraging technology, to advance the HR department and the organization. Oversee HR systems integrations and updates, ensuring the organization’s HR technologies are efficient, effective, and aligned with future needs. Ensure DBH is compliant with all federal, state, and local laws, as it relates to employment and a remote workforce. Qualifications 8+ years Human Resources experience with direct experience in Total Rewards and/or Employee Relations. Previous multi-state experience in sports and entertainment is strongly preferred. Minimum of 4 years of management responsibility. Must have proven experience in developing and delivering an HR strategy aligned to the needs of the business. Must possess a strong working knowledge and understanding of all applicable employment/human resources laws, rules, codes and regulations (ie. EEO, ADA, FMLA etc.). Knowledge of US HR statutory practices and HR operations. Must possess strong organizational, decision making and conflict resolution skills. Professional demeanor and excellent verbal and written communication skills required. Must be a creative, detail-oriented, “people person” who can work on multiple projects simultaneously. Must be team-oriented, out-going, extremely motivated, and able to work independently. Ability to work effectively in a fast paced, team environment with a business-focused approach Proficient with Microsoft applications including, but not limited to, Word, Excel, PowerPoint, and Outlook. Flexibility and awareness on how to partner with other HR and business functional areas (ie Finance, Legal). Previous experience using Paycom and Paychex or similar HRIS systems. Bachelor’s Degree required.

• Work with HR and business leadership in a global organization to establish functional strategic direction. • Work with senior leadership to identify and develop strategically focused HR objectives and priorities. • Engage with HR leaders and teams to ensure programs, initiatives and processes are well-integrated. • Participate as a key contributor / influencer in HR program development. • Support the development, engagement and retention of our critical and emerging talent. • Work with HR Centers of Excellence to determine effective functional reward strategies. • Partner with Talent Acquisition on workforce planning to ensure attraction of key talent. • Coach leaders and employees towards high performance. • Act as a change agent to support leaders in advancing corporate and functional culture. • Participate in developing functional goals, objectives and people-related management systems. • Participate and provide advice in annual compensation programs. • Analyze trends and metrics to support the development of innovative people solutions.

• Partner with practice office leadership to develop and execute HR strategies that support business goals and improve the employee experience • Design and implement comprehensive recruiting strategies to attract top talent, leveraging both active and passive sourcing methods • Consult with managers to identify staffing needs, define job requirements, and ensure timely fulfillment of open positions • Track and analyze key HR metrics, including time-to-fill, turnover, retention, and productivity, to inform decision-making and continuous improvement • Support orientation programs, ensuring smooth integration of new hires and conducting regular check-ins • Support offboarding processes, conducting exit interviews and trend analysis, providing actionable insights to leadership • Drive the performance management process, from goal setting to evaluations, and support merit increase planning • Maintain compliance with federal, state, and local employment laws and regulations, updating policies and procedures as needed • Serve as a trusted advisor on employee relations, coaching managers and employees to resolve issues constructively