Senior Manager, Human Resources

Overview

At USA for UNHCR, our people are the driving force behind our mission of delivering hope and opportunity to refugees worldwide. We are a dynamic, data‑driven community committed to making a real difference. If you thrive in a transparent environment and want your career to directly impact lives across the globe, we invite you to join us.

The Senior HR Manager plays a central role in ensuring people leadership across the organization is clear, consistent, and effective. This role executes people and performance practices, supports people leaders in making timely decisions, addresses issues early, and applies standards consistently. This is a hands‑on, execution‑focused role for an experienced HR leader who translates expectations into action, closes loops, and strengthens day‑to‑day people leadership.

The role champions HR practices across U4U to drive understanding, adoption, and consistency. Success is defined by follow‑through, sound judgment, and improved consistency in people decisions across the organization. The role stabilizes the organization during growth and change by ensuring people decisions, career movement, and leadership actions remain clear, fair, and consistent.

• Partner with people leaders on complex performance, behavior, and employee relations matters, providing structure, judgment, and follow‑through
• Lead execution of performance management cycles, including sensitive and senior‑level performance actions
• Own formal employee relations investigations and related documentation, ensuring consistency, timeliness, and compliance in partnership with HR Operations as needed
• Set and enforce clear expectations, timelines, and documentation standards to ensure timely, fair, and consistent outcomes
• Apply policies, role scope, and performance expectations consistently, intervening early to prevent escalation
• Monitor emerging people and performance risks, escalating appropriately and ensuring legally compliant resolutions

• Apply job architecture and career frameworks to support consistent role scoping, performance expectations, and growth conversations
• Partner with leaders to align role expectations with career pathways, identifying when development, role redesign, or movement is appropriate
• Maintain job descriptions as active tools for role clarity, performance discussions, and development planning
• Partner with Talent Acquisition on role design, scope clarification, and hiring readiness
• Identify and address misalignment between role expectations and actual work

• Hold people leaders accountable for effective people management practices and follow‑through
• Coach leaders through difficult conversations while reinforcing expectations for action and ownership
• Translate organizational and people‑practice changes into clear guidance, timelines, and required leader actions
• Identify patterns in leader effectiveness, resistance, or adoption gaps and intervene directly
• Partner with Learning and Development to address capability gaps and reinforce new expectations
• Use people and performance data to identify trends, surface risks, and drive leader action
• Translate insights into practical decisions and interventions, not reporting alone
• Partner with HR Operations to ensure data integrity and appropriate use
• Contribute to continuous improvement of people processes, tools, and guidance

• Work closely with HR Operations, Talent Acquisition, and Learning & Development to ensure aligned and coordinated people practices
• Support onboarding, role transitions, leadership readiness, and organizational change initiatives
• Serve as a visible, trusted partner across functions during periods of growth and change

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below 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.

• At least 8–12 years of…