HR Manager

HR Manager

Overview / Job Summary: Since its founding in 1968, National Black Theatre (NBT) has continuously served as a hub for the next generation of Black theatre artists by providing training and creative development opportunities to showcase their work.

NBT has grown tremendously in the past five years, in tandem with the launch of the major capital redevelopment of its permanent Harlem home. The organizational budget, staff size and breadth of programming have all expanded, and will continue to do so as NBT moves toward a re-opening in 2028. NBT is adding a new role dedicated to overseeing daily HR operations and employee relations, working in close partnership with the COO and collaborating with the full leadership team to support HR programs that drive staff retention and productivity, in alignment with organizational goals. The HR Manager acts as a key link between staff and leadership, helping ensure that policies, procedures, and workforce practices support NBT’s ongoing growth.

This is an exciting opportunity for someone with strong interpersonal and organizational skills who is eager to grow with the nation's preeminent Black Theater as it enters a major growth chapter. Reporting to the COO, this role keeps day-to-day HR decisions closely aligned with organizational operations and provides a clear point of escalation for sensitive matters. This is a full-time exempt position with a salary range of $75,000–$80,000, commensurate with experience. The position is headquartered in Harlem, New York, where NBT operates a hybrid work schedule (at least three days per week in the office) until its new space reopens in 2028.

RESPONSIBILITIES

The HR Manager supports the lifecycle of an employee’s experience, with a goal of promoting productivity and staff satisfaction. In collaboration with the General Manager and COO, they advise on HR policies, workforce planning, and performance issues including, but not limited to the following areas:

• Hiring & Onboarding

  • Develop recruitment approaches to attract strong candidate pools; create system for ongoing informational interviews that build NBT’s pipeline

  • Manage application process: develop interview questions, screen applicants, assemble and coach interview teams, conduct reference checks; train staff to use NBT’s ATS (100 Hires) as needed

  • Work with all departments to build NBT’s database of volunteers; support utilizing them as appropriate at NBT events

  • Support leadership team’s workforce planning to operate the new building, including co-developing an approach to adding maintenance, security, IT and front-of-house teams that have been on hiatus during construction

  • Update NBT’s processes for welcoming and integrating new hires into NBT’s systems, practices and culture

  • Walk new hires through core policies and payroll/benefits enrollment

  • Usher temporary / production hires through onboarding and offboarding processes; serve as point of contact along with Company Manager

  • Develop internship program in partnership with Alternative Learning department

• Performance Management

  • Equip supervisors with consistent best practices that enable staff members to thrive

  • Update evaluation processes and materials that help supervisors communicate constructive feedback, create benchmarks for success and improvement, and hold staff accountable to clear expectations

  • Participate in staff review sessions

  • Research and recommend trainings and professional development opportunities that match staff responsibilities and goals

  • Escalate complex employee relations matters — including disciplinary action, terminations, and legal risk issues — to the COO or outside counsel as appropriate.

• Employee Engagement

  • Team building events: plan and execute all-staff annual retreat, including bringing facilitators as needed, and quarterly staff social outings

  • Conflict resolution: support staff in tackling difficult conversations, exploring additional support such as mediation if needed

  • Conduct annual staff satisfaction survey and propose approaches to addressing any areas of concern

  • Support with running bi-weekly staff meetings; make suggestions to increase staff engagement and ensure the collective time is well spent

  • Work with Operations Coordinator to continually improve the physical office to respond to staff needs and ensure the space is maximized

• Payroll and Benefits Administration

  • Oversee NBT’s participation in a PEO (G&A Partners) that handles payroll and benefits, implementing changes to employee compensation and enrollments as needed

  • Review, approve and initiate bi-weekly payrolls (and weekly for production companies)

  • Participate in and analyze annual compensation surveys, making recommendations to keep NBT wages and benefits competitive

  • Oversee staff annual enrollment in benefits, negotiating where possible to minimize escalations to health insurance plans

• Policies and Procedures

  • Ensure NBT’s compliance with federal, state, and local employment laws

  • Ensure employees follow policies and procedures, providing explanations where questions arise

  • Update NBT’s Employee Handbook annually to be compliant and adapt to evolving staff, industry or universal concerns (e.g., draft an AI policy)

  • Maintain central (and secure) filing system for employee forms and pertinent information

• Finance and Metrics

  • Provide development team with employee data (or staffing patterns and growth plans) as needed for funding applications and reports

  • Manage HR department budgets and resource allocation

  • Create HR reports, metrics, and departmental documentation

  • Complete salary surveys and report back on NBT’s place within comparable benchmarks

QUALIFICATIONS

• Appreciation for NBT’s mission and commitment to the advancement of Black artistry

• At least four years in a dedicated HR role at a nonprofit or similarly-sized organization, with hands-on experience implementing policies, processing payroll, and conducting interviews and performance reviews

• Experience coaching staff through challenging situations, utilizing discretion and sound judgment in handling sensitive issues

• Experience interpreting employment law and translating it for colleagues

• Strong written, verbal and interpersonal communication skills with demonstrated ability to address conflict directly, with grace and generosity

• Organized and agile problem solver, comfortable with working in a fast-paced environment

• Great attention to detail

• Ability to develop and implement new systems, including training colleagues on their adoption

• Proficiency with Google Suite

• Confident team player; a proactive self-starter who works well independently, collaborates readily, and stays open to new approaches