Who We Are
The New York City Muslim Center (NYCMC) is a growing 501(c)(3) nonprofit organization serving thousands of community members, students, families, and staff each week.
Our 60,000-square-foot campus serves as the headquarters for several major programs and departments, including:
- NYCMC Wellspring Schools
- NYCMC UPK
- The Jesus Son of Mary Mosque (JSMC)
- NYCMC Uplift
- NYCMC FKAD Institute
- Community, youth, educational, and religious programming
As our organization continues to grow, we are seeking an experienced Human Resources Manager who can build strong relationships with employees while also establishing a high standard of accountability, professionalism, performance, and organizational culture.
The Opportunity
The HR Manager will oversee the day-to-day Human Resources function across NYCMC and its departments.
This is a hands-on leadership position. We are not looking for someone who simply processes paperwork or waits for HR issues to come to them.
We are looking for someone who is visible throughout the organization, understands what is happening with staff, coaches supervisors, identifies problems early, follows through on performance concerns, supports recruitment and onboarding, maintains proper documentation, and helps leadership build a high-performing team.
A major focus of this position will be employee performance, accountability, coaching, employee relations, staff engagement, and organizational culture.
The HR Manager will work closely with executive leadership, department leaders, supervisors, and employees to ensure that expectations are clear and consistently followed.
Key Responsibilities
1. Employee Performance & Accountability
- Develop and oversee a consistent employee performance-management process.
- Ensure employee evaluations are completed on schedule.
- Work with supervisors to establish clear performance expectations for employees.
- Identify employees who are struggling to meet organizational expectations.
- Conduct performance meetings and follow-up conversations.
- Create and manage Performance Improvement Plans (PIPs) when necessary.
- Establish measurable expectations, deadlines, and follow-up dates for employees placed on PIPs.
- Monitor employee progress and ensure managers follow through on performance concerns.
- Maintain documentation related to performance, coaching, warnings, and disciplinary matters.
- Ensure employees are consistently held accountable regardless of department or position.
- Recognize and help retain high-performing employees.
- Help leadership develop a culture where strong performance is recognized and poor performance is addressed quickly.
2. Employee Relations
- Serve as a primary HR resource for employees and supervisors.
- Meet with employees regarding workplace concerns, conflicts, or performance issues.
- Address interpersonal conflicts before they escalate.
- Conduct appropriate fact-finding and workplace investigations when necessary.
- Help resolve employee complaints professionally, consistently, and confidentially.
- Coach managers on handling difficult employee conversations.
- Participate in disciplinary meetings, written warnings, and corrective-action discussions.
- Assist leadership with termination decisions and separation processes.
- Conduct exit interviews and identify trends that may be contributing to employee turnover.
- Maintain accurate and confidential documentation of employee-relations matters.
3. Manager & Supervisor Coaching
The HR Manager should not simply handle problems for managers — they should help managers become better leaders.
Responsibilities include:
- Coaching managers on how to provide constructive feedback.
- Teaching supervisors how to document employee issues.
- Helping managers prepare for difficult conversations.
- Supporting managers with employee accountability.
- Ensuring supervisors are communicating expectations clearly.
- Identifying managers who need additional leadership development.
- Providing guidance on professionalism, communication, conflict resolution, and team management.
- Following up with supervisors to ensure agreed-upon actions were completed.
4. Staff Culture, Engagement & Retention
- Maintain a visible HR presence throughout the organization.
- Regularly meet with employees and supervisors to understand staff morale.
- Identify workplace culture concerns before they become larger problems.
- Develop initiatives that strengthen employee engagement and retention.
- Promote teamwork, professionalism, respect, ownership, and accountability.
- Assist with staff recognition and appreciation initiatives.
- Conduct periodic employee check-ins and engagement surveys.
- Analyze employee feedback and recommend improvements to leadership.
- Help strengthen communication between employees, supervisors, departments, and executive leadership.
- Reinforce NYCMC's expectations regarding professionalism and organizational culture.
5. Recruitment & Hiring
- Manage and support full-cycle recruitment across NYCMC departments.
- Create and post job advertisements.
- Review applications and resumes.
- Conduct initial candidate screenings.
- Coordinate and participate in interviews.
- Develop structured interview questions and candidate evaluation rubrics.
- Conduct reference checks when appropriate.
- Coordinate offer letters and pre-employment requirements.
- Maintain candidate pipelines for difficult-to-fill and frequently hired positions.
- Ensure candidates are evaluated for both competency and organizational/culture fit.
- Track vacancies and provide leadership with regular recruitment updates.
- Coordinate hiring priorities with department supervisors and executive leadership.
6. Onboarding & Employee Experience
- Oversee the onboarding process for new employees.
- Ensure required employment documents are completed before or upon hire.
- Coordinate new-hire orientation.
- Ensure employees understand organizational policies, expectations, reporting structures, and workplace culture.
- Conduct new-hire check-ins during the first 30, 60, and 90 days.
- Identify onboarding issues and recommend improvements.
- Work with supervisors to ensure new employees are properly trained and supported.
- Help create a consistent employee experience from recruitment through separation.
7. Attendance, Timekeeping & Workplace Expectations
- Monitor employee attendance, lateness, excessive absences, and attendance patterns.
- Work with supervisors to address repeated attendance concerns.
- Ensure employees understand call-out, lateness, leave, and timekeeping procedures.
- Review attendance and timekeeping reports as needed.
- Coordinate with payroll and supervisors when corrections are necessary.
- Ensure attendance expectations are applied consistently.
- Address repeated violations through appropriate coaching or disciplinary action.
8. HR Policies, Procedures & Compliance
- Maintain and regularly review the employee handbook.
- Develop HR policies, procedures, forms, and Standard Operating Procedures (SOPs).
- Ensure policies are communicated consistently to employees and supervisors.
- Maintain organized and confidential employee personnel files.
- Ensure employment documentation is complete and current.
- Assist with required workplace trainings.
- Maintain knowledge of applicable federal, New York State, and New York City employment requirements.
- Work with leadership and outside professionals when specialized legal or compliance guidance is required.
- Maintain appropriate documentation surrounding employee actions and decisions.
- Help ensure consistent application of organizational policies.
9. Payroll, Benefits & HR Administration
The HR Manager will work collaboratively with Finance and Administration on HR-related operational matters, including:
- Reviewing employee changes that affect payroll.
- Coordinating new hires, terminations, compensation changes, and employee-status changes.
- Helping employees navigate benefit questions.
- Maintaining accurate employee records.
- Monitoring PTO, sick leave, and other employee leave.
- Assisting with employee documentation and employment verification.
- Coordinating workers' compensation and leave-related matters when applicable.
- Ensuring HR and payroll records remain aligned.
The HR Manager is responsible for HR oversight and accuracy, while working collaboratively with Finance on payroll processing and financial controls.
10. Training & Professional Development
- Identify common areas where employees or managers require additional training.
- Coordinate or conduct staff training in areas such as:
- Workplace professionalism
- Communication
- Employee accountability
- Conflict resolution
- Performance management
- Sexual-harassment prevention
- Organizational policies
- Supervisor responsibilities
- Workplace culture
- Maintain appropriate training records.
- Help create leadership-development opportunities for current and emerging managers.
11. HR Systems & Organizational Development
- Build HR processes that can scale as NYCMC continues to grow.
- Improve workflows for recruitment, onboarding, attendance, evaluations, employee relations, and separations.
- Maintain accurate HR trackers and reporting systems.
- Identify inefficient or inconsistent HR practices and develop solutions.
- Help clarify organizational reporting structures and chains of command.
- Assist leadership with job descriptions and role clarification.
- Review staffing needs and make recommendations regarding organizational structure.
- Help establish clear expectations and measurable standards for positions throughout the organization.
HR Reporting & Leadership Updates
The HR Manager will provide leadership with regular updates regarding:
- Current vacancies and recruitment progress
- Employee performance concerns
- Active Performance Improvement Plans
- Attendance and punctuality trends
- Employee-relations matters
- Staff morale and engagement concerns
- Upcoming evaluations
- Turnover and retention
- Workplace culture concerns
- Policy or compliance matters
- Recommended actions requiring leadership attention
The expectation is that HR identifies issues proactively rather than leadership discovering problems after they have escalated.
What Success Looks Like
A successful HR Manager will help create an organization where:
- Employees clearly understand what is expected of them.
- Supervisors address performance problems instead of allowing them to continue.
- Performance concerns are documented and followed through.
- Employee evaluations happen consistently.
- New employees are properly screened, onboarded, and supported.
- Strong employees feel recognized and valued.
- Workplace conflicts are addressed quickly and professionally.
- Employees know where to go when they have a legitimate workplace concern.
- Leadership has visibility into employee performance and organizational culture.
- Policies are applied consistently.
- HR is proactive rather than reactive.
- The organization continuously improves the quality of its workforce.
Qualifications Required
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field.
- Minimum 3–5 years of progressive Human Resources experience.
- Strong experience with employee relations and performance management.
- Experience conducting difficult employee conversations.
- Experience developing or managing Performance Improvement Plans.
- Understanding of employment policies and HR best practices.
- Excellent written and verbal communication skills.
- Strong organizational and documentation skills.
- Ability to handle confidential and sensitive information with discretion.
- Ability to work independently and follow matters through to completion.
- Strong judgment and problem-solving ability.
- Comfortable working in a fast-paced organization with multiple departments and priorities.
Strongly Preferred
- HR experience within a school, nonprofit, religious organization, or mission-driven organization.
- Experience supervising or coaching managers.
- Knowledge of New York employment laws and workplace requirements.
- Experience with HRIS, payroll, time-and-attendance, or employee-management systems.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
- Experience working within a growing organization and building HR systems from the ground up.
The Person We're Looking For
We are looking for someone who is:
Firm but fair. You are comfortable enforcing standards while treating employees professionally and respectfully.
Highly accountable. If an issue is assigned to you, you follow it through until it is resolved.
Proactive. You do not wait until small problems become major problems.
Approachable. Employees should feel comfortable bringing legitimate workplace concerns to HR.
Professional and confidential. You understand the sensitivity of HR information and exercise strong judgment.
Organized. You can simultaneously manage recruitment, employee relations, documentation, evaluations, and other priorities.
A strong communicator. You can communicate effectively with frontline employees, teachers, managers, administrators, and executive leadership.
A culture builder. You understand that Human Resources is not simply policies and paperwork — it is also responsible for helping create the workplace environment and level of professionalism the organization expects.
Comfortable with accountability. You are willing to have difficult conversations when necessary and do not avoid performance issues.
Mission-driven. You understand the unique environment of a faith-based nonprofit and are comfortable supporting the mission, values, and standards of NYCMC.
Why Join NYCMC?
This is an opportunity to play a major role in shaping the employee experience and organizational culture of a rapidly growing community organization.
Rather than inheriting a narrow administrative HR position, the HR Manager will have the opportunity to strengthen systems, coach leaders, improve employee performance, enhance recruitment, and build an HR infrastructure capable of supporting NYCMC's continued growth.
Pay: $75,000.00 - $85,000.00 per year
Ability to Commute:
- Hollis, NY 11423 (Preferred)
Work Location: In person
