Description

Position Summary
Responsible for leading and executing the full HR function as a standalone practitioner for an organization under 50 full-time employees. This role balances strategic partnership with hands-on delivery across the employee lifecycle, including workforce planning, full-cycle talent acquisition, onboarding, employee relations, performance management, compensation and benefits administration, policy development, compliance and risk mitigation, HRIS/data stewardship, training, engagement, and culture. Acts as a trusted advisor to leadership and employees, ensuring practical, compliant, and people-centered solutions.

Responsibilities
Core Responsibilities

• Provide thought partnership, strategy, and policy for President and other Mission leadership.
• Ensure compliance and manage risk pertaining to human resources.
• Coordinate Mission efforts to recruit and onboard highly qualified staff.
• Administer compensation, payroll, and benefits program.
• Provide leadership regarding performance, coaching, and employee relations.
• Coordinate Mission efforts for learning, professional development, and organizational culture.
• Manage the Mission’s HR operations, systems, and analytics.
• Coordinate the Mission’s efforts to provide an equitable, inclusive, and welcoming employee experience. 

Leadership & Strategy 

• Serve as the primary HR business partner to leadership.
• Translate organizational goals into measurable people strategies and plans.
• Develop and maintain the employee handbook and other HR policies.

Compliance & Risk Management 

• Ensure compliance with applicable federal, state, and local employment laws and regulations (e.g., EEO/ADA, FLSA wage & hour, I-9, pay practices, leave laws), escalating risks with recommended actions.
• Maintain required postings and records; establish document retention practices; conduct periodic HR compliance audits.
• Lead confidential workplace investigations and partner with leadership on fair and consistent corrective actions. 
  

New Employee Recruiting & Onboarding 

• Coordinate end-to-end recruiting: workforce requisitions, job descriptions, sourcing, screening, interviewing, selection, offers, background/reference checks.
• Coordinate structured, inclusive hiring processes; train hiring managers on interviewing best practices and legal considerations.
• Manage onboarding program (preboarding through first-90-days) including new-hire paperwork, systems access, and cultural integration. 
  

Compensation, Benefits, & Payroll 

• Conduct market pricing, recommend salary offers, and administer pay changes; monitor internal equity and pay transparency practices.
• Administer benefits (eligibility, enrollments, life events, open enrollment); partner with brokers/vendors to resolve issues.
• Serve as day-to-day liaison to Payroll; work with business office to ensure timely and accurate HR-to-payroll data flow (hires, terms, leaves, pay adjustments).
• Track employer-size thresholds (e.g., 20+ for COBRA, 50+ for ACA ALE/FMLA) and advise leadership as headcount changes. 
  

Performance, Coaching, & Employee Relations 

• Coordinate the performance management cycle (goals, feedback, check-ins, reviews).
• Provide coaching to managers on giving feedback, recognition, and accountability; manage performance improvement plans when needed.
• Facilitate fair separations/terminations, conduct exit interviews, and analyze themes for continuous improvement. 

Learning, Development, & Culture

• Manage core compliance training (harassment prevention, code of conduct, safety) and foundational leadership/manager training.
• Create lightweight development frameworks (career paths, IDPs, learning resources) and drive a culture of feedback and growth.
• Plan engagement touchpoints (surveys, recognition, staff meetings) and partner with leaders to act on results. 

HR Operations, Systems, & Analytics 

• Manage the HRIS/employee records; ensure data integrity, confidentiality, and reporting accuracy. 
  Establish HR metrics and dashboards (e.g., headcount, turnover, time-to-fill, cost-per-hire, engagement indicators) to inform decisions.
• Continuously simplify and document HR processes for a lean, single-practitioner function. 

Equity, Inclusion, & Employee Experience 

• Embed inclusive practices in recruiting, pay, performance, and development; ensure policies and communications are accessible and equitable.
• Champion employee well-being, recognition, and belonging through practical, resource-conscious initiatives. 
  

As Part of Maine Seacoast Mission 

• Promote and embody the Mission as a welcoming and inclusive organization, where all people are valued and respected.
• Support the values and purpose of the Maine Seacoast Mission as expressed in the mission statement and other guiding documents.
• Uphold the reputation of the Mission and honor the trust built over generations between the Mission and the communities with which we work.

Position Conditions and Requirements
Location 

• This role may be based at either our Northeast Harbor or Cherryfield location, depending on the selected candidate’s home location.
  

Work Environment 

• Office environment; hybrid work up to 16 hours/week remote as approved.

Physical Demands 

Typical office demands; ability to maintain strict confidentiality of sensitive information. 

Travel Requirements 

• Occasional travel to other Mission worksites. 

Requirements

Qualifications

Core Qualifications

• 5 to 7 years of progressive HR experience with increasing responsibility; experience as a standalone or lead HR practitioner strongly preferred.
• Proven ability to operate at both strategic and hands-on levels; comfortable building processes from the ground up.
• Working knowledge of U.S. employment laws and HR best practices applicable to small employers (<50 employees).
• Demonstrated strength in employee relations, investigations, coaching managers, and conflict resolution with sound judgement and confidentiality. Experience administering benefits and partnering with brokers/vendors; strong data accuracy and follow-through.
• Competence in compensation practices (job leveling, market pricing, pay equity reviews) and salary offer development.
• Proficiency with HRIS/payroll systems and Microsoft 365 (Excel, Word, Outlook, OneDrive, SharePoint); ability to create clear reports and dashboards.
• Proficiency with management, goal setting, annual review, and feedback software such as Small Improvements. 
  Exceptional project management, organization, and prioritization skills; ability to meet deadlines in a lean environment.
• Excellent written and verbal communication skills; comfortable facilitating trainings and advising senior leaders. 

Required Education and Experience 

• Bachelor’s degree in Human Resources, Business, or related field required.  
• Full-cycle recruiting experience across multiple functions and levels.
• Familiarity with basic HR analytics.
• Advanced computer literacy with specific proficiency in Microsoft environment (Word, Excel, Outlook, OneDrive, and SharePoint).

Preferred Education and Experience

• Human Resources certification (PHR, SHRM-CP, or higher)
• Experience in nonprofit or multi-site environments and with hybrid/remote teams.