[Hiring] Manager, Human Resources, People & Culture @Foundation for Jewish Camp

Role Description

The Manager Human Resources, People & Culture plays a key role in advancing Foundation for Jewish Camp's (FJC) mission by fostering a workplace where people feel connected, supported, and able to do their best work. This role focuses on strengthening FJC's values-driven culture and leading employee experience initiatives, including recruitment, onboarding, engagement, recognition, and internal communications. This role creates opportunities for connection, belonging, and growth while serving as a trusted partner to team members through clear communication, guidance, and care. The Manager, HR, People & Culture also supports our internship type programs, talent development, and learning initiatives to attract and grow a mission-aligned team.

Responsibilities

• Employee Experience & Culture
  • Serve as a primary point of contact for team member questions, ensuring timely, consistent, and thoughtful responses.
  • Reinforce organizational values through day-to-day interactions, programming, and communications.
  • Execute employee engagement and recognition initiatives, including ongoing programming and “moments that matter.”
  • Escalate employee concerns appropriately to the VP, HR, People & Culture.
• Recruitment & Talent Programs
  • Partner directly with the Vice President, HR, People & Culture and HR Operations Manager on all recruitment efforts (shared ownership model).
  • Participate in sourcing, resume review, and screening activities in partnership with HR team members.
  • Own candidate logistics end-to-end, including:
    • Scheduling all interviews across stakeholders.
    • Managing all candidate communication (outreach, confirmations, follow-ups, status updates).
    • Maintain and update interview guides for each role, ensuring consistency, alignment, and quality across interviewers.
    • Track the full recruitment lifecycle (open → close) to ensure:
      • Timely movement of candidates through each stage.
      • Clear status visibility across stakeholders.
      • Identification and resolution of delays or bottlenecks.
  • Support employer branding and outreach efforts to build strong candidate pipelines.
  • Lead internship recruitment strategy and outreach, including:
    • Building and maintaining relationships with colleges, universities, and relevant programs.
    • Own the end-to-end internship program, including recruitment, onboarding, and overall experience design.
    • Representing FJC as a brand ambassador at college recruitment events, career fairs, and networking opportunities.
    • Proactively sourcing candidates through campus partnerships and outreach efforts.
    • Serve as the primary point of contact for intern candidates, ensuring a high-quality, responsive, and engaging candidate experience.
  • Manage onboarding and program coordination for interns, including:
    • Designing and executing a structured onboarding experience.
    • Coordinating cross-functional involvement and rotation schedules (if applicable).
    • Ensuring interns are set up for success with clear expectations, resources, and support.
  • Ensure a strong and engaging intern experience at FJC, including:
    • Creating opportunities for connection, learning, and exposure across the organization.
    • Monitoring intern engagement and addressing any issues proactively.
    • Gathering feedback to continuously improve the program.
• Onboarding, Offboarding & Employee Lifecycle
  • Own onboarding execution, including:
    • Scheduling and facilitating orientation sessions.
    • Preparing onboarding materials and communications.
    • Coordinating cross-functional onboarding touchpoints.
  • Ensure new hires are fully integrated through structured early experience planning.
  • Own offboarding execution, including:
    • Drafting and sending exit communications for the VP, HR People & Culture.
    • Reinforcing confidentiality and post-employment expectations.
    • Coordinating with HR Operations Manager to process terminations in HR systems.
    • Partnering with the Technology team to ensure:
      • Immediate system access removal.
      • Equipment return coordination.
  • Maintain a consistent, compliant, and respectful employee lifecycle experience from entry through exit.
• Learning & Professional Development
  • Partner with the Vice President, HR, People & Culture to execute staff-facing rollouts, ensuring strong communication, adoption, and understanding by:
    • Developing and distributing clear communications, FAQs, and supporting materials.
    • Coordinating and scheduling training sessions and office hours.
    • Tracking participation, feedback, and follow-up actions to ensure successful implementation.
  • Manager trainings, internal learning sessions, and lunch & learns:
    • Scheduling sessions, securing presenters, and managing invitations.
    • Tracking attendance, engagement, and completion.
    • Ensuring all sessions are well-organized, communicated, and executed with a high level of quality.
  • Assign and coordinate Shabbat Shalom leadership schedule, ensuring:
    • Equitable participation across teams and levels.
    • Clear communication of expectations, timing, and responsibilities.
    • Consistent coverage and alignment with organizational rhythms.
  • Manage end-to-end professional development processes, including:
    • Intake and tracking of all professional development requests.
    • Coordinating approvals with leadership and maintaining clear communication with team members.
    • Managing registrations, payments, and logistics.
    • Monitoring and tracking budget utilization and participation trends.
• Internal Communications & Organizational Rhythm
  • Partner with the VP, HR, People & Culture to support staff-facing communications, rollouts, and change management.
  • Own end-to-end management of biweekly staff meetings, including:
    • Managing the Asana board for agenda planning, tracking, and follow-up.
    • Collecting and prioritizing agenda items.
    • Organizing and confirming presenters across departments.
    • Preparing and distributing agendas in advance.
    • Sending and managing all calendar invites and updates.
    • Ensuring presenters are prepared with materials and timing.
    • Tracking action items and ensuring follow-through post-meeting.
  • Manage shared organizational calendars, including holiday calendars and key internal dates.
• Events, Convenings & Organizational Planning
  • Directly support the Chief of Staff in planning and execution of:
    • In-person all-hands meetings.
    • Staff retreats.
  • Responsibilities include but not limited to:
    • Coordinating logistics (scheduling, materials, communications).
    • Managing timelines and deliverables.
    • Supporting cross-functional alignment and execution.
    • Ensuring a high-quality, organized staff experience.
• Operations, Systems & Execution
  • Support HR workflows and systems that enhance the employee experience.
  • Coordinate logistics across HR initiatives with a high level of detail and follow-through.
  • Manage multiple priorities simultaneously while maintaining organization and responsiveness.
  • Identify and implement process improvements where needed.
• Administrative & Leadership Support
  • Provide direct administrative support to the VP, HR, including:
    • Calendar management and scheduling.
    • Expense Reports and Invoices.
    • Meeting coordination and follow-ups.
    • Document and slide preparation.
    • Communications drafting.

Requirements

• Excellent written and verbal communication skills.
• Strong organizational skills and attention to detail, with the ability to multitask and remain focused in a fast-paced environment with frequent interruptions.
• Commitment to exceptional customer service and a proactive, collaborative approach to problem-solving.
• Demonstrated ability to operate with discretion, strong professional boundaries, and confidentiality.
• Tech-savvy and comfortable with office software and systems; experience with Microsoft 365, Zoom, Slack, Asana, Concur, and Salesforce is preferred.
• Willingness to own and/or support a wide range of tasks, learn new skills and work on different projects.

Qualifications

• Minimum of 2 years of relevant HR experience preferred.
• Prior experience in a customer-facing role is strongly preferred.
• Bachelor's degree in human resources, Business Administration, or a related field preferred.

Physical Demands & Work Environment

• Must be able to lift and/or move up to 10 pounds.
• Must be able to sit, walk, stand, talk & hear for long periods of time.
• This position works in an open environment with moderate noise level.

Work Schedule & Location

• This is a remote role based in the U.S.
• Willingness to travel up to 30% within North America to support FJC staff retreats and convenings throughout the year.