Advancement Project,

Human Resources Manager

3 months ago
Employment type
Los Angeles

This is currently a work-from-home position; however, Advancement Project is reevaluating its remote work practices and will shift to a hybrid workplace model once it is safe to do so.

Who We Are

Advancement Project California champions the struggle for greater equity and opportunity for all, fostering upward mobility in communities most impacted by economic and racial injustice. We build alliances and trust, use data-driven policy solutions, create innovative tools and work alongside communities to ignite social transformation. Rooted in the historic struggle for racial and economic equality, Advancement Project California envisions a world where all communities have equitable access to public resources and opportunities to thrive. The California office’s primary programs are Educational Equity, Equity in Community Investments, and Political Voice.

About the Role

The Human Resources Manager is responsible for supporting the Deputy Director in the overall management of the Human Resources (“HR”) Department, which will consist of overseeing all areas of HR functions, including shaping and implementing clear, responsive and accessible professional development and retention strategies aligned with Advancement Project California’s vision and theory of change; bridging management and employee relations by addressing demands, grievances or other issues; and managing the staff recruitment, selection, on-boarding and performance management processes and policies.


  • Work collaboratively with the Deputy Director and senior leadership to interpret the organization’s vision and theory of change into proactive staff development and retention plans that will include professional development opportunities, a system for regular staff mentoring/coaching, an effective performance evaluation system, and a competitive compensation system and benefit package to attract and retain staff. Will partner with supervisors to implement these plans and proactively address issues.
  • Create a welcoming and responsive setting for staff to bring HR-related inquiries and concerns for a quick and respectful response and resolution through positive and professional dispute resolution.
  • Provide proactive support for staff’s needs including managing benefits; developing resources such as how-to guides for benefits and processes; designing and facilitating periodic trainings on HR policies, procedures and benefits; updating organizational personnel policies, procedures and benefits, as approved by senior leadership; and periodically evaluating cost-effectiveness of employee benefits.
  • Lead the effective and efficient administration of the performance management process, ensure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching; and encourage staff to actively participate in identifying and addressing performance gaps.
  • Facilitate recruitment, hiring, on-boarding and separation processes and provide high-level advice to senior leadership, as needed.
  • Lead workplace investigations, and disciplinary and termination procedures.
  • Conduct regular scan of industry standards and best practices in human resource management and develop proactive recommendations for integration of appropriate practices to the senior leadership.
  • Conduct highest level of analysis and reporting on employment laws and regulations regarding compliance issues and assist the Deputy Director in formulating responses or internal processes to administer changes.
  • Serve as Deputy Director’s liaison to Advancement Project’s Staff Planning Committee, which is responsible for facilitating our monthly staff meetings.
  • In coordination with Finance Team, ensure timely processing of attendance and payroll data, reporting to payroll services, check verification and distribution and payroll tax filings.
  • Provide administrative support for employee benefits processes, including enrollments, changes, terminations, carrier communication, and invoice management; coordinate with Finance team on billing and payroll details.
  • Prepare materials for agency audits, benefits renewals, and annual government reports.
  • Ensure accuracy and privacy of data stored in employees’ files, both in electronic form and hard copy.


  • To perform this job successfully, an individual must be able to perform each essential job function assigned satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Sincere and demonstrated commitment to advancing social, economic and/or racial justice progress for the highest-need communities.
  • Five years of demonstrated hands-on experience in human resources management, nonprofit setting highly desired.
  • Bachelor’s degree required; HR Certification, PHR/SPHR preferred. Equivalent combination of education and experience sufficient to successfully perform the essential job duties may be considered.
  • Experience developing/implementing new HR policies/procedures at all levels.
  • Prior payroll experience and benefits management experience required.
  • Experience developing employee handbooks and training management on best practices.
  • Experience with recruitment and on-boarding processes.
  • Experience in conflict resolution, disciplinary processes, and workplace investigations.
  • Ability to work independently and with minimal supervision.
  • Demonstrated ability to work in a small team setting.
  • Flexibility to adjust and contribute to continually evolving work situation and changing priorities.
  • Excellent computer skills, proficient with MS Office applications.
  • Excellent interpersonal skills and the proven ability to work with diverse communities, leaders and staff.
  • Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation a plus.
  • Excellent organizational skills and evidence of the practice of high-level confidentiality.
  • Highly motivated team player with excellent written and oral communication skills (i.e., facilitation, conflict resolution, negotiation, outreach and message delivery) are required.
  • Travel locally and statewide may be required. Note: Due to the COVID-19 pandemic, APCA staff are working from home and not traveling at this time. This qualification will be effective once it is safe to travel.

Benefits & Perks

  • Perks & Work Environment
  • Yearly professional development allowance and personalized professional development goals.
  • 15 vacation days, 3 personal days, 8 sick days, and 2 weeks paid parental leave along with national and office holidays.
  • Organizational and team wellness days to help build team cohesion and camaraderie.
  • Opportunity to see the meaning and impact of your work at an organization that is actively building more equitable communities and systems across California.
  • Opportunity to work in a flexible work culture that is sensitive to employee wellbeing and encourages work life balance.
  • Additional benefits during the pandemic including scheduling flexibility for parents and caregivers and telework stipend.
  • Opportunity to work in a company dedicated to pay equity and a diverse work culture.

Salary & Benefits

  • $90,000 – $100,000 depending on experience.
  • Full, employer-covered medical, dental, and vision benefits with no employee contributions for spouses and/or dependents, including registered Domestic Partners.
  • 403B retirement plan with employer matching benefits after 90 days.
  • Flexible Spending Account for eligible employees to allocate pre-tax money throughout the year.

To apply

Please send an email with subject “HR Manager Application” and a cover letter, resume, and work-related writing sample in one PDF attachment titled last_name_first_name_hr.pdf (e.g., Jimenez_Jorge_hr.pdf) to:

Jorge Jimenez

Director of Human Resources, Finance and Administration

Interview Process
Phone interview with hiring manager
Two panel interviews (via Zoom)
Reference Checks

Diversity, Equity, and Inclusion

Advancement Project is an equal opportunity employer and does not discriminate on the basis of race, sex, religion, national origin, gender identity or expression, sexual orientation, disability, age, or any other category protected by local, state, or federal laws. We are committed to building a diverse, equitable, and inclusive staff team. We strongly encourage applicants who are people of color, LGBTQ, women, people with disabilities; and/or formerly incarcerated people.