Human Resources (HR) Manager

Pennsylvania Coalition Against Rape (PCAR)

Website Pennsylvania Coalition Against Rape (PCAR)


Position Summary

The HR Manager provides leadership for organizational strategies, policies and procedures by helping to achieve PCAR goals, including our commitment to diversity, equity, and inclusion. This position oversees onboarding/ offboarding processes; administers payroll and benefits; assists with trainings and problem resolution; and helps maintain a respectful, equitable, and productive work environment.

Essential Duties and Responsibilities

Other duties in addition to the ones listed below may be assigned.

Employee Relations:

  • Provide interpretation of policy and procedures and remind or notify employees of office safety procedures and changes in policies
  • Coach, mentor, and assist supervisors and employees with basic employee relations issues
  • Schedule and facilitate staff, supervisor, and management trainings related to HR issues
  • Help resolve work-related problems; conduct complaint investigations; coordinate complex employee issues under the direction of the Leadership Team
  • Provide supervisors with guidance and templates for hiring, promotions, corrective action, suspension, layoff, or termination actions
  • Ensure that annual employee paperwork is completed and updated (job description, work plan, evaluation, position manuals)
  • Direct the organization’s performance review program including first year and annual review
  • Implement employee recognition programs
  • Participate in employee supervision when requested by management
  • Review all termination requests with CEO and attend termination meetings


  • Work with supervisors and Administrative Coordinator to recruit, interview, and facilitate the hiring of qualified job applicants; collaborate with supervisors to understand skills and competencies required for openings; assist with identifying interview questions and skills tests, when appropriate
  • Manage Job Postings on company websites
  • Assist with conducting employee reference checks and initiating background checks
  • Initiate the Hiring letter and Introductory period completion letter
  • Responsible for completing new hire paperwork
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits
  • Monitor the new employee onboarding and orientation process and participate, as needed, to foster positive attitude toward organizational objectives
  • Conduct exit interviews, and manage the electronic exit survey to identify reasons for employee termination. Provide annual summaries of exit survey information and share results with Leadership Team and Board HR committee
  • Responsible for completing termination paperwork
  • Maintain updated descriptions, checklists, and flow charts for recruitment, onboarding, and offboarding processes

Payroll & Benefits:

  • Process biweekly payroll (employee database account maintenance/updates for all withholdings, taxes, deductions, etc.);
  • Maintain electronic and hard copy personnel files including, but not limited to, regulatory reporting requests, verifications of employment, and unemployment claim inquiries
  • Process paperwork for new employees and enter employee information into the payroll system
  • Train employees on organizations’ timekeeping systems
  • Review time sheets, wage computation, and other information to detect and reconcile payroll discrepancies
  • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records
  • Provide information to employees and managers on payroll matters, tax issues, and benefit plans.
  • Administer employee leave policies and programs including need for personal and medical leaves in compliance with appropriate policies and regulations
  • Update job descriptions, implement equitable salary scales and pay increases
  • Oversee and administer benefit programs including, but not limited to working with insurance brokers to get quotes, benefit enrollment paperwork, review of invoices to insure they are accurate
  • COBRA paperwork, invoicing, tracking
  • 403(b) Pension Plan – track employee contributions, make timely payments, complete annual compliance report, work with third parties for rollovers, distributions, etc.
  • Process/track all Disability insurance claims
  • Administer FMLA, ADA accommodations, short and long term disability, and other leave
  • Collect information and documentation from employees on an ongoing basis including, but not limited to, emergency contact information and change of name or address


  • Respond to unemployment filings
  • File workers compensation claims
  • Prepare/send employees various required annual notices i.e. Annual Employee Benefits Summary, HIPPA notice, Medicare notice, pension annual report, pension fee disclosure notice, etc.
  • Maintain compliance with federal, state, and local employment/benefit laws and regulations, and recommended best practices
  • Represent organization at personnel-related hearings and investigations


  • Develop, review and recommend/update policies, procedures, training and evaluation that help support efficient workflows, productivity, quality improvement and diversity, equity, and inclusion
  • Manage bi-annual process for updating personnel policies
  • Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend improvements
  • Work with supervisors to ensure consistent and equitable implementation of policies
  • Proactively participate in the organization’s Diversity, Equity, and Inclusion work to support the Mission and values of the organization
  • Participate in Management Team meetings
  • Participate in Board HR committee
  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, turnover, and performance appraisals
  • Compile statewide salary ranges and related information for centers at least every two years.
  • Provide training and technical assistance to centers, related to HR matters, as requested
  • Continue knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
  • Perform all other duties as assigned


Bachelor’s degree (B.A.) in human service or related field from four-year college or university; and five years related experience and/or training; or equivalent combination of education and experience. SHRM-CP Certificate preferred.

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