Human Resources Manager/Director - Nassau County

Are you a dynamic, self-starting HR professional ready to lead with purpose and drive impact? We’re seeking a Human Resources Director who thrives in fast-paced environments, embraces innovation, and brings a hands-on approach to building strong teams and organizational culture. This is a unique opportunity to shape HR strategy, lead talent development, and champion a workplace rooted in compassion, accountability, and excellence.

About Us

The Crime Victims Center (CVC) is Long Island’s leading provider of trauma-informed support services for survivors of domestic violence, sexual assault, and human trafficking. We also serve as the region’s foremost resource for prevention education, delivering impactful programming to schools, communities, and professionals.

Our comprehensive services include hotlines, crisis intervention, advocacy, counseling, and support services for victims of sexual assault, domestic violence, and human trafficking. Through education and outreach, we work to prevent future victimization and foster safer, more informed communities.

CVC partners closely with law enforcement and hospitals to provide immediate, on-site crisis response. Our Advocates and Rape Crisis Counselors (RCCs) deliver compassionate support in emergency departments for survivors of acute sexual assault.

Why Join Us

This is a unique opportunity to help restore and expand critical services for survivors in Nassau County, while strengthening victim support and prevention initiatives across Long Island. As part of our team, you’ll play a vital role in ensuring survivors receive the comprehensive, trauma-informed care they deserve.

We’re seeking passionate professionals with a proven commitment to serving vulnerable populations—individuals who are ready to make a meaningful difference and help shape the future of survivor-centered advocacy.

Position Summary:

The Human Resources (HR) Manager plays a critical role in supporting the mission of our organization by overseeing all HR functions, including recruitment, onboarding, compliance, training, performance management, employee relations, health benefits, 403b, and ensures rigorous hiring practices—including comprehensive background checks for all staff and volunteers —to uphold the safety and integrity of survivor services. The Human Resources Manager will collaborate with the Director of Prevention, Outreach and Development and leadership to develop and implement a fundraising plan.

Responsibilities:

Recruitment & Hiring

· Develop and implement equitable hiring practices aligned with nonprofit values.

· Coordinate job postings, candidate screening, and interview scheduling.

· Ensure all hires undergo comprehensive background checks, including fingerprinting, criminal history, and reference verification as required by CVC policy.

Onboarding & Training

· Manage onboarding processes, training and administrative compliance.

· Coordinate and maintain logs of agency mandatory training programs (e.g., RCC, DV, DVL) and ensure ongoing weekly training is delivered and logged.

· Maintain training records and ensure compliance with grant and legal requirements.

Employee Relations & Compliance

· Serve as a resource for staff regarding HR policies, benefits, and workplace concerns.

· Ensure compliance with federal, state, and local employment laws and grantor requirements.

· Maintain confidential personnel files and documentation.

Policy Development & Implementation

· In coordination with Executive Staff, Update and enforce HR policies, including those related to punctuality, dress code, appropriate cell phone usage, harassment, safety, and ethics.

· Collaborate with leadership to promote a healthy, inclusive, and supportive work environment.

Performance Management & Support

· Develop and implement performance evaluation systems aligned with agency values

· Support supervisors in conducting semi-annual performance evaluations and professional development plans.

· Support supervisors in setting goals, providing feedback, and coaching staff

· Address performance concerns through collaborative, restorative approaches

· Address employee concerns with sensitivity, discretion, and confidentially

Benefits Administration

· Coordinate health insurance enrollment, changes, and staff education

· Liaise with insurance providers and ensure ACA and COBRA compliance

· Oversee 403(b) retirement plan administration with Finance team support

· Facilitate employee enrollment, payroll deductions, and plan communications

· Support audits and ensure compliance with ERISA and IRS guidelines

Culture & Engagement

· Promote a positive, inclusive, and survivor-centered workplace culture

· Lead staff recognition efforts and wellness programming

· Support cross-team cohesion and morale with Suffolk and Nassau Teams

Fundraising & Development

· Identify and communicate staff development, training, and wellness needs that require external funding support

· Collaborate with the Director of Prevention, Outreach, and Development to integrate workforce priorities into grant proposals and donor messaging

· Contribute to the design of grant narratives focused on trauma-informed supervision, equity, and retention strategies

· Ensure that staff engagement in fundraising events is coordinated, voluntary, and aligned with agency values

· Support donor stewardship efforts by highlighting staff achievements, wellness initiatives, and culture-building successes

· Participate in development planning meetings to ensure HR priorities are reflected in fundraising goals

· Review fundraising plans and proposals to ensure compliance with employment law, confidentiality standards, and ethical workplace practices

· Collaborate with the Executive Team to identify internal culture-building efforts that can be leveraged for donor engagement

· All HR-related contributions to fundraising must be reviewed and approved by the Executive Director to ensure strategic alignment and organizational integrity

Reporting

Workforce development, compliance, and culture-building

Weekly

· Report on staffing updates, onboarding progress, and emerging HR issues

· Flag any personnel concerns or policy violations

Monthly

· Submit staff retention data and supervision logs

· Provide wellness initiative participation and feedback

· Review training completion and compliance status

Quarterly

· Analyze workforce development trends and metrics

· Contribute HR-related grant data and narratives

· Summarize staff engagement and culture-building efforts

Qualifications:

· Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred)

· 5+ years HR experience, preferably in nonprofit or human services settings

· Strong knowledge of employment law, performance management, and trauma-informed practices

· Experience conducting background checks and managing sensitive personnel issues

· Excellent interpersonal, organizational, and communication skills

· Commitment to survivor advocacy

Preferred Skills:

· SHRM or HRCI certification.

· Familiarity with grant compliance and nonprofit HR reporting.

· Bilingual (Spanish or other languages) a plus.

· Experience working with survivors of trauma or in crisis response environments.

Additional Responsibilities:

Represent the organization in Task Forces and/or committees as assigned. Superior public speaking skills, management and interpersonal skills, program development and research skills.

Job Type: Full-time

Pay: $65,000.00 - $75,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Paid time off

Education:

• Master's (Preferred)

Experience:

• Human resources: 5 years (Required)
• Leadership: 5 years (Required)
• Management: 5 years (Required)
• Victim Support Services : 2 years (Required)
• Policy and Procedures Development: 5 years (Required)
• Program Development and Implementation : 5 years (Required)

License/Certification:

• SHRM Certified Professional (Preferred)
• HRCI Certification (Preferred)

Work Location: In person