Council for Professional Recognition
Senior Manager, Employee Relations
Council for Professional Recognition, Washington, District of Columbia, us, 20022
Make an Impact—Join Us to Advance Our Mission
Are you the right applicant for this opportunity Find out by reading through the role overview below. The Council for Professional Recognition is the leading national credentialing organization for early childhood educators. We’re on a mission to ensure every child receives a strong start in life by empowering early childhood educators through high-quality, competency-based credentialing, and we’re looking for passionate team members committed to advancing equity and excellence in early childhood education. If you’re driven to support the early childhood education (ECE) community, believe in nurturing professionals who care for our youngest learners, and want your efforts to create lasting impact, the Council is where your passion meets purpose. Why You’ll Love Working Here: A positive, inclusive workplace—96% of employees say The Council is a great place to work, with many celebrating over 10 years of service Remote-first for eligible roles 35-hour work week Comprehensive health, dental, vision, and life insurance benefits. The Council covers 90% of the premium for employees and pays the full deductible for health plans. FSA for both health and childcare Parental leave of 16 weeks after one year of employment 403(b) retirement plan with 10% employer contribution after one year of employment 13 paid holidays, 15 vacation & 12 sick time Employee Assistance Program (EAP) Professional Development Available JOB SUMMARY The Council is seeking a Senior Human Resources Manager, focused on employee relations, human resources (HR) policy and performance management. As a Senior Manager in Human Resources, you will lead and implement strategies to foster a positive work environment by managing employee relations issues, ensuring legal compliance, and promoting a culture of fairness and respect. The Senior Manager will be expected to solve problems with creative solutions and deliver outstanding results. As Senior Manager, Employee Relations, you will drive policy development, conflict resolution approaches, and performance management reform. The role involves conducting investigations, providing guidance on HR policies and procedures while also contributing to the development and implementation of employee relations strategies. JOB RESPONSIBILITIES Lead the development and refinement of HR policies and practices that reflect both a people-centered philosophy and compliance with federal, state, and local employment laws and regulations Manage and resolve employee relations issues with fairness, consistency, and discretion Support organizational alignment through coaching, performance management and compliance Maintain employee manual and all internal documentation pertaining to company policies and procedures Serve as backup payroll manager Perform other duties as assigned Key Responsibilities: Employee Relations Conduct thorough and impartial investigations, gathering evidence, and preparing reports Advise and coach managers on employee relations matters, corrective action, conflict resolution and disciplinary procedures, ensuring legal compliance and consistency in application Maintain detailed documentation related to employee relations issues, investigations, and outcomes Proactively address issues to promote a respectful, inclusive, and compliant work environment Develop and implement HR employee relations strategies aligned with organizational goals and values Act as a point of contact to address staff member concerns, mediate conflicts, and ensure a positive work environment Policy Development &
Compliance Develop, maintain, and communicate HR policies and the Employee Manual Keep up to date on employment laws and regulations (e.g., ADA, FMLA, FLSA). Monitor legal changes and provide strategic input to ensure organizational compliance with federal, state, and local employment regulations Champion the Council’s values across HR policies, practices, and culture initiatives Provide guidance to management and employees on compliance related matters. Performance Management &
Coaching Implement and oversee a performance management system that supports continuous improvement and goal alignment Facilitate goal-setting sessions and deliver training programs for effective performance reviews Provide guidance and coaching to team members through one-on-one meetings focused on strengths and career development Support leadership in promoting a culture of empowerment, equity, and respect and the alignment of employee goals with organizational objectives through feedback and coaching Prepare and present reports on HR activities for the VP of People & Culture Partner with the Director of Strategic Planning to ensure individual organizational goals are aligned with the strategic plan Develop tools, templates, and feedback processes to support continuous performance conversations, performance improvement and progressive discipline. Strategic Planning and Development Contribute to the development of HR strategies and policies Analyze employee relations data to identify trends and areas for improvement to mitigate organizational risk Develop and deliver training programs on employee relations topics Partner with management and legal counsel on complex or high-risk employee relations matters Payroll Administration
Support Serve as backup for payroll processing and compliance, ensuring coverage and continuity REQUIRED QUALIFICATIONS: Bachelor’s degree in organizational development or human resources. Master’s degree preferred. Certification in Human Resources Management 7-10 years of experience in employee relations, employee engagement, and talent development Strong organizational skills Excellent communication skills (verbal & written) Proficiency in HR technology tools (e.g., ADP preferred) Thorough attention to detail Project management experience Strong analytical & problem-solving skills Collaborative approach Preferred Qualifications: Experience in nonprofit sector. Conflict Resolution or Mediation certificate PHYSICAL DEMANDS: Note: The physical demands described herein are characteristic of those that must be met to successfully perform the essential functions of this position. Constantly operates a computer. Regularly required to maintain a stationary position, move about the office, determine what others have said or written, and frequently converse with others and exchange accurate information. Regularly required to sit, stand, bend, reach, and move about the office. May also include occasional bending, stooping, squatting, and/or pushing and pulling or moving, e.g., to pack, unpack, and/or move cases. Walk up and down stairs often while carrying objects. Required to move, raise, reach, and/or retrieve binders, books, boxes, and files up to ten (10) pounds (lbs.). Sporadically, could be responsible to move, raise, reach, and/or retrieve binders, boxes, cases, and/or files weighing as much as 25 lbs. (Assistance may not always be available.) About the Council for Professional Recognition The Council for Professional Recognition (the Council), headquartered in Washington, DC, was founded in 1985. The Council promotes improved performance and recognition of professionals in the early childhood education of children aged birth to 5 years and works to ensure that all professional early childhood educators and caregivers meet the developmental, emotional, and educational needs of our nation's youngest children. The Council operates the Child Development Associate (CDA) National Credentialing Program and administers the CDA credential. The CDA Program is designed to provide performance-based training, assessment and credentialing of early childcare staff, who work in all types of early care and education programs - Head Start, pre-k, infant-toddler, family childcare, and home visitor programs. The Council sets policies and procedures for assessment and credentialing, publishes the Competency Standards and other materials used for CDA credentialing, administers the assessment, and awards the CDA credential. The CDA is the most widely recognized credential in early childhood education (ECE) and is a key steppingstone on the path of career advancement in ECE. Over 1 million educators have received their CDAs in preschool, infant/toddler, family childcare and home visiting. The Council is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other legally protected status.
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Are you the right applicant for this opportunity Find out by reading through the role overview below. The Council for Professional Recognition is the leading national credentialing organization for early childhood educators. We’re on a mission to ensure every child receives a strong start in life by empowering early childhood educators through high-quality, competency-based credentialing, and we’re looking for passionate team members committed to advancing equity and excellence in early childhood education. If you’re driven to support the early childhood education (ECE) community, believe in nurturing professionals who care for our youngest learners, and want your efforts to create lasting impact, the Council is where your passion meets purpose. Why You’ll Love Working Here: A positive, inclusive workplace—96% of employees say The Council is a great place to work, with many celebrating over 10 years of service Remote-first for eligible roles 35-hour work week Comprehensive health, dental, vision, and life insurance benefits. The Council covers 90% of the premium for employees and pays the full deductible for health plans. FSA for both health and childcare Parental leave of 16 weeks after one year of employment 403(b) retirement plan with 10% employer contribution after one year of employment 13 paid holidays, 15 vacation & 12 sick time Employee Assistance Program (EAP) Professional Development Available JOB SUMMARY The Council is seeking a Senior Human Resources Manager, focused on employee relations, human resources (HR) policy and performance management. As a Senior Manager in Human Resources, you will lead and implement strategies to foster a positive work environment by managing employee relations issues, ensuring legal compliance, and promoting a culture of fairness and respect. The Senior Manager will be expected to solve problems with creative solutions and deliver outstanding results. As Senior Manager, Employee Relations, you will drive policy development, conflict resolution approaches, and performance management reform. The role involves conducting investigations, providing guidance on HR policies and procedures while also contributing to the development and implementation of employee relations strategies. JOB RESPONSIBILITIES Lead the development and refinement of HR policies and practices that reflect both a people-centered philosophy and compliance with federal, state, and local employment laws and regulations Manage and resolve employee relations issues with fairness, consistency, and discretion Support organizational alignment through coaching, performance management and compliance Maintain employee manual and all internal documentation pertaining to company policies and procedures Serve as backup payroll manager Perform other duties as assigned Key Responsibilities: Employee Relations Conduct thorough and impartial investigations, gathering evidence, and preparing reports Advise and coach managers on employee relations matters, corrective action, conflict resolution and disciplinary procedures, ensuring legal compliance and consistency in application Maintain detailed documentation related to employee relations issues, investigations, and outcomes Proactively address issues to promote a respectful, inclusive, and compliant work environment Develop and implement HR employee relations strategies aligned with organizational goals and values Act as a point of contact to address staff member concerns, mediate conflicts, and ensure a positive work environment Policy Development &
Compliance Develop, maintain, and communicate HR policies and the Employee Manual Keep up to date on employment laws and regulations (e.g., ADA, FMLA, FLSA). Monitor legal changes and provide strategic input to ensure organizational compliance with federal, state, and local employment regulations Champion the Council’s values across HR policies, practices, and culture initiatives Provide guidance to management and employees on compliance related matters. Performance Management &
Coaching Implement and oversee a performance management system that supports continuous improvement and goal alignment Facilitate goal-setting sessions and deliver training programs for effective performance reviews Provide guidance and coaching to team members through one-on-one meetings focused on strengths and career development Support leadership in promoting a culture of empowerment, equity, and respect and the alignment of employee goals with organizational objectives through feedback and coaching Prepare and present reports on HR activities for the VP of People & Culture Partner with the Director of Strategic Planning to ensure individual organizational goals are aligned with the strategic plan Develop tools, templates, and feedback processes to support continuous performance conversations, performance improvement and progressive discipline. Strategic Planning and Development Contribute to the development of HR strategies and policies Analyze employee relations data to identify trends and areas for improvement to mitigate organizational risk Develop and deliver training programs on employee relations topics Partner with management and legal counsel on complex or high-risk employee relations matters Payroll Administration
Support Serve as backup for payroll processing and compliance, ensuring coverage and continuity REQUIRED QUALIFICATIONS: Bachelor’s degree in organizational development or human resources. Master’s degree preferred. Certification in Human Resources Management 7-10 years of experience in employee relations, employee engagement, and talent development Strong organizational skills Excellent communication skills (verbal & written) Proficiency in HR technology tools (e.g., ADP preferred) Thorough attention to detail Project management experience Strong analytical & problem-solving skills Collaborative approach Preferred Qualifications: Experience in nonprofit sector. Conflict Resolution or Mediation certificate PHYSICAL DEMANDS: Note: The physical demands described herein are characteristic of those that must be met to successfully perform the essential functions of this position. Constantly operates a computer. Regularly required to maintain a stationary position, move about the office, determine what others have said or written, and frequently converse with others and exchange accurate information. Regularly required to sit, stand, bend, reach, and move about the office. May also include occasional bending, stooping, squatting, and/or pushing and pulling or moving, e.g., to pack, unpack, and/or move cases. Walk up and down stairs often while carrying objects. Required to move, raise, reach, and/or retrieve binders, books, boxes, and files up to ten (10) pounds (lbs.). Sporadically, could be responsible to move, raise, reach, and/or retrieve binders, boxes, cases, and/or files weighing as much as 25 lbs. (Assistance may not always be available.) About the Council for Professional Recognition The Council for Professional Recognition (the Council), headquartered in Washington, DC, was founded in 1985. The Council promotes improved performance and recognition of professionals in the early childhood education of children aged birth to 5 years and works to ensure that all professional early childhood educators and caregivers meet the developmental, emotional, and educational needs of our nation's youngest children. The Council operates the Child Development Associate (CDA) National Credentialing Program and administers the CDA credential. The CDA Program is designed to provide performance-based training, assessment and credentialing of early childcare staff, who work in all types of early care and education programs - Head Start, pre-k, infant-toddler, family childcare, and home visitor programs. The Council sets policies and procedures for assessment and credentialing, publishes the Competency Standards and other materials used for CDA credentialing, administers the assessment, and awards the CDA credential. The CDA is the most widely recognized credential in early childhood education (ECE) and is a key steppingstone on the path of career advancement in ECE. Over 1 million educators have received their CDAs in preschool, infant/toddler, family childcare and home visiting. The Council is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other legally protected status.
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