Human Resources Manager

Description Summary / Overall Objectives of the Position The Human Resources Manager is a senior, hands-on member of the Morgan’s Human Resources team and a key operational partner to the Director of Human Resources. Serving as the department’s principal day-to-day deputy, the Manager helps coordinate and advance the full range of HR functions, ensuring responsive service to employees and managers, consistent administration of HR programs, sound practices, and compliance with applicable requirements. The role works across recruitment and onboarding, benefits and leave administration, employee relations, performance management, HR operations, records and systems, and department-wide projects. The Manager also helps strengthen and modernize HR processes, including the secure digitization and effective use of employee information and HR data. The position contributes to the Morgan’s commitment to diversity, equity, access, and inclusion by supporting fair, inclusive, and consistent practices throughout the employee lifecycle.

Essential Functions

HR Department Operations and Support

• Partner closely with the Director of Human Resources to coordinate the department’s day-to-day operations, priorities, calendars, workflows, and follow-through; serve as a reliable point of continuity and operational support.
• Help develop, maintain, and improve HR policies, procedures, forms, templates, communications, and internal controls; identify process gaps and recommend practical improvements.
• Coordinate HR projects and initiatives from planning through implementation, including timelines, stakeholder communications, documentation, status tracking, and evaluation.
• Keep the department informed of changes in employment requirements, HR practices, systems, and relevant developments; assist in assessing implications and coordinating timely updates.

Recruitment, Selection, and Employee Lifecycle

• Partner with the Director and hiring managers to plan recruitment strategies, position postings, selection processes, and hiring timelines.
• Coordinate recruitment and selection activities, including posting positions, applicant communications, interview scheduling, candidate tracking, reference and background checks, and offer/onboarding logistics.
• Support fair and inclusive recruitment practices and efforts to attract broad and diverse applicant pools.
• Coordinate onboarding and orientation, including employment documentation, new-hire communications, systems access coordination, and introductions to Morgan policies and programs.
• Process and maintain accurate HR transactions and employee lifecycle documentation, including hires, transfers, promotions, status changes, employment verifications, and separations.

Benefits, Leave, and Employee Support

• Administer the Morgan’s employee benefits programs and serve as a knowledgeable, responsive resource for current, prospective, and former employees on benefits-related questions.
• Coordinate enrollment and qualifying life-event changes; liaise with benefits brokers, carriers, plan administrators, and employees to resolve questions and issues.
• Administer leave programs, including applicable federal, state, and local family and medical leave, paid family leave, disability, workers’ compensation, and other leaves; maintain appropriate records and coordinate required communications.
• Review benefits invoices and related documentation, investigate discrepancies, coordinate corrections, and assist with benefit cost analysis and annual renewals as assigned.
• Respond to employee questions and route sensitive or complex matters to the Director as appropriate; provide clear, timely guidance on HR policies, procedures, and available resources.
• Help prepare and deliver employee communications, information sessions, presentations, and workshops concerning benefits, policies, programs, and HR processes.

Employee Relations and Performance Management

• Support the Director in responding to employee relations matters, including gathering relevant information, maintaining appropriate documentation, coordinating follow-up, and helping ensure timely and consistent handling.
• Provide guidance to managers and employees on established HR policies and practices; elevate sensitive, complex, or high-risk matters to the Director.
• Coordinate the Morgan’s performance review process, including annual launch communications, schedules, guidance, reminders, tracking, follow-up, reporting, and secure maintenance of completed reviews.
• Support managers with performance management tools, process questions, and documentation; assist with improvement plans and other performance-related processes under the Director’s guidance.

HR Operations, Records, Systems, and Compliance

• Maintain accurate, complete, and confidential employee files and HR records in electronic and paper formats, applying appropriate access, retention, and security practices.
• Support the ongoing digitization and modernization of HR records and workflows, including document organization, data integrity, system updates, and improved electronic processes.
• Maintain HR information in relevant systems and databases; produce routine reports and assist with HR metrics such as headcount, recruitment activity, time to hire, turnover, benefits participation, and performance review completion.
• Monitor and help ensure HR practices and records comply with applicable federal, New York State, and New York City employment laws and regulations, as well as Morgan policies and reporting requirements.
• Coordinate required documentation, notices, filings, audits, and compliance calendars; research changes in requirements and bring potential impacts or needed actions to the Director’s attention.
• Provide backup support for payroll processing and assist with annual regulatory reporting, which may include Affordable Care Act and retirement-plan reporting, as assigned.
• Coordinate with Finance, Development, and other departments on authorized HR information, reporting, and administrative needs while maintaining confidentiality.

Special Projects and Institutional Collaboration

• Participate in and support HR and institution-wide initiatives, including projects that advance the Morgan’s diversity, equity, access, and inclusion goals.
• Collaborate with colleagues and managers across the institution to support effective HR programs, clear communication, and consistent employee practices.
• Undertake special projects and other duties related to the effective operation of the Human Resources department, as assigned.

Knowledge, Skills, and Abilities

• Broad, working knowledge of human resources principles, practices, programs, and applicable employment laws and regulations.
• Experience across multiple HR disciplines, with the judgment and adaptability to move between operational, administrative, employee-facing, and project-based responsibilities.
• Strong service orientation and the ability to respond thoughtfully, discreetly, and professionally to employee and manager questions.
• Excellent interpersonal, written, and verbal communication skills, including the ability to explain policies and processes clearly to varied audiences.
• Sound judgment, discretion, and demonstrated ability to handle confidential and sensitive information.
• Strong organizational and project management skills, including the ability to prioritize competing deadlines, track details, and bring projects to completion.
• Ability to build productive working relationships across organizational levels and functions and to work collaboratively as part of a small team.
• Ability to interpret policies and procedures, recognize when clarification or revision may be needed, and recommend process improvements.
• Strong attention to detail and accuracy in maintaining records, managing data, and preparing communications and reports.
• Comfort with HR technology, electronic records, and process digitization; proficiency with Microsoft Office applications, particularly Word and Excel.
• Experience with HRIS, applicant tracking, benefits administration, and/or payroll systems; ability to learn new platforms.
• Experience supporting inclusive and equitable employment practices; familiarity with DEAI principles and their application in the workplace.
• Strong facilitation and presentation skills.

Education and Experience

• Bachelor’s degree and at least five to seven years of progressively responsible professional HR experience, or an equivalent combination of education and experience.
• Demonstrated experience supporting several core HR functions, such as recruitment, benefits and leave administration, employee relations, performance management, HR operations, and compliance.
• Experience in a museum, arts and culture organization, nonprofit, or other mission-driven institution is a plus.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or another relevant HR certification is a plus.

Travel Not anticipated, aside from occasional local travel.

Work Environment Standard office environment.

Physical Requirements

• Must be able to sit for extended periods of time.
• Use a computer keyboard and other office technology for extended periods of time.
• Be comfortable conducting in-person and video meetings.
• Able to use copier/scanner and occasionally move file boxes.

Compensation & Benefits Salary is competitive and commensurate with experience. The salary range for this role is $92,000 to $98,000 with a generous benefits package.

Additional Qualifications A demonstrated commitment to confidentiality, professionalism, service, collaboration, and continuous improvement is essential.

The Morgan is an Equal Opportunity Employer and is committed to complying with all federal, state, and local equal employment opportunity laws. The Morgan provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, marital status, military or veteran status, domestic violence victim status or any other basis prohibited by applicable federal, state, and/or local laws.

Note: The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.