Amah Mutsun Land Trust (AMLT) is a nonprofit 501(c)(3) organization founded by the Amah Mutsun Tribal Band to protect Tribal sacred sites and promote Indigenous land stewardship within the traditional territory of the Amah Mutsun and the adjacent Awaswas area. Rooted in cultural revitalization, environmental conservation, and historic healing, AMLT is guided by the Tribe’s sacred obligation to care for Mother Earth and all living beings. Our programs encompass land restoration, cultural burning, youth education, native plant propagation, sacred site protection, and community-based conservation—all designed to reestablish Indigenous practices of stewardship while fostering understanding and partnerships with non-Indigenous allies.

AMLT is seeking a Human Resources Manager (HRM) to help build the next chapter of our organization’s people and HR infrastructure. This is an exciting opportunity for an experienced HR generalist who enjoys being both a practical problem-solver and a builder. The HR Manager will own the day-to-day HR function while also helping AMLT establish the policies, processes, systems, and management practices needed to support a growing organization. Reporting directly to the Director of Finance and Operations, the HR Manager will be a trusted resource for employees and managers across the organization. This person will provide hands-on support across the employee lifecycle, including recruitment, onboarding, employee relations, benefits, payroll coordination, performance management, compliance, policy development, training, and employee engagement.

Just as importantly, this role will help AMLT determine what the organization needs next. The HR Manager will listen, gather information, research options, identify gaps, develop recommendations, and work with leadership to implement practical solutions. We are looking for someone comfortable making decisions within their area of responsibility, asking good questions when something is unclear, and knowing when a situation requires escalation. You should enjoy working in an environment where not every process is fully established and where there is an opportunity to make things better.

AMLT’s workforce includes employees working in the field and programs with operational needs that can extend beyond a traditional 9-to-5 schedule. The successful candidate will bring creativity and flexibility to solving people and staffing challenges while maintaining appropriate HR standards, consistency, and compliance.

This is a particularly strong opportunity for someone who wants to grow with an organization and have a meaningful role in establishing and building an HR function.

Duties and Responsibilities:

Own Day-to-Day HR Operations & Employee Lifecycle (35%)

• Serve as the primary HR resource for employees and managers across AMLT.
• Manage core HR processes across the employee lifecycle, including recruitment, onboarding, employee changes, leaves, benefits, and offboarding.
• Maintain accurate, confidential personnel records and HR documentation.
• Coordinate closely with Finance on payroll, benefits, employee changes, and other compensation-related matters.
• Administer employee benefits and serve as a resource to employees navigating benefit programs.
• Ensure HR processes are organized, responsive, and consistently administered.
• Identify opportunities to simplify and improve HR processes and the employee experience.

Employee Relations & Manager Support (20%)

• Serve as a trusted and accessible resource for employees and managers regarding workplace concerns, policies, performance issues, and employee relations matters.
• Provide guidance and coaching to managers on performance management, feedback, conflict resolution, documentation, and other people-management issues.
• Support managers in addressing employee performance and conduct concerns in a fair, timely, consistent, and well-documented manner.
• Help managers navigate difficult or ambiguous personnel situations, developing practical solutions that balance organizational needs, employee wellbeing, and legal and policy considerations.
• Conduct or support employee relations investigations and recommend appropriate next steps in partnership with the Director of Finance and Operations and leadership as appropriate.
• Exercise independent judgment and make routine HR-related decisions within established policies and delegated authority.
• Recognize situations requiring escalation and ensure sensitive or high-risk matters are appropriately elevated.

Build the HR Function - HR Policies, Procedures & Compliance (15%)

• Assess AMLT’s current HR practices, policies, and processes to identify gaps, risks, and opportunities for improvement, and help establish scalable practices as the organization grows.
• Research applicable employment laws, regulations, nonprofit HR practices, and emerging trends; gather input from employees, managers, leadership, and external sources to develop informed, practical recommendations for AMLT.
• Develop and maintain HR policies, procedures, forms, templates, and employee communications that comply with applicable laws while reflecting AMLT’s unique mission, culture, workforce, and operational needs.
• Partner with the Director of Finance and Operations and leadership to implement, communicate, and train employees and managers on new and updated policies and procedures; maintain the employee handbook and ensure policies are reviewed regularly.
• Support ongoing compliance with wage and hour, leave, workplace safety, anti-discrimination, employee classification, personnel recordkeeping, and other applicable employment requirements.

Recruitment, Onboarding & Talent Development (10%)

• Partner with managers to develop job descriptions, recruitment strategies, interview processes, and hiring recommendations, ensuring consistent, equitable, and mission-aligned practices.
• Lead and support recruitment, hiring, onboarding, and offboarding processes, including appropriate employee and volunteer screening and background checks, with particular attention to the requirements of a youth-serving organization.
• Develop and continuously improve onboarding practices, partnering with managers to establish clear expectations and ensure new employees are welcomed, prepared, and connected to AMLT’s mission and culture.
• Coordinate employee training and professional development opportunities and support managers in effectively developing their teams.
• Identify opportunities to strengthen employee engagement, retention, career development, and organizational culture.

Performance Management, Training & Coaching (10%)

• Develop and support AMLT’s performance management processes, including goal setting, regular feedback, performance reviews, and performance improvement plans.
• Train and coach managers on effective people management, including giving feedback, addressing performance concerns, managing conflict, and building effective teams.
• Develop and facilitate HR-related trainings for managers and employees.
• Help managers build their confidence and capability as people leaders.
• Identify recurring organizational or management challenges and recommend training, process, or policy solutions.
• Support organizational initiatives designed to strengthen accountability, communication, collaboration, and employee experience.

HR Systems, Data & Budget (10%)

• Maintain and improve HR systems, processes, and tools to ensure accurate employee data and efficient administration.
• Ensure HR records and data are accurate, secure, confidential, and accessible to authorized personnel.
• Develop basic HR reporting and metrics to help leadership understand staffing, turnover, recruitment, compensation, benefits, and other workforce trends.
• Identify opportunities to improve the use of HR technology and integrate HR processes with Finance and other organizational systems.
• Partner with the Director of Finance and Operations in developing and managing the annual HR budget, including compensation, benefits, recruitment, training, and other personnel-related expenses.
• Monitor HR-related spending and identify opportunities to improve cost-effectiveness while maintaining competitive and appropriate employee programs.

Success in this Role - Within the first 12 months, the HR Manager will have:

• Establish a responsive, organized, and trusted HR function, building strong relationships with employees, managers, and leadership.
• Ensure core HR processes, including onboarding, personnel records, benefits, payroll coordination, performance management, and offboarding, are organized, consistent, and effectively administered.
• Identify key gaps in AMLT’s HR policies, practices, and processes and implement practical improvements across the employee lifecycle.
• Establish a sustainable approach to manager training and coaching that strengthens people-management and performance management practices.
• Develop HR reporting and workforce data practices that give leadership greater visibility into organizational trends, needs, and priorities.
• Develop an annual HR budget in partnership with the Director of Finance and Operations.
• Help build a scalable HR infrastructure that supports AMLT’s continued growth and evolving organizational needs.
• Become a trusted HR advisor and problem-solving partner to managers, employees, and leadership.

What We’re Looking For

We recognize that strong candidates may come from different backgrounds. We are more interested in your ability to do this work well than in checking every box.

Ideally, you bring:

• 3+ years of progressively responsible HR generalist experience, preferably in a nonprofit, Tribal/Indigenous, community-based, environmental, or similarly mission-driven organization.
• Strong knowledge of core HR functions, including employee relations, recruitment, onboarding, benefits, performance management, payroll coordination, and compliance.
• Demonstrated ability to coach and advise managers on employee relations, performance, conflict resolution, and other people-management matters.
• Experience developing and improving HR policies, processes, and systems, including researching issues and translating requirements into practical recommendations.
• Strong judgment, discretion, problem-solving, and decision-making skills, with the ability to work independently while recognizing when to seek guidance or escalate.
• Excellent interpersonal and communication skills, with the ability to build trust and work effectively with employees, managers, and leadership.
• Experience with HRIS, payroll, benefits, and other HR technology systems; experience developing or managing an HR budget is a plus.
• Flexibility and creativity in addressing staffing and employee needs in a dynamic organization with field-based and nontraditional work schedules.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred but not required.
• SHRM-CP, SHRM-SCP, PHR, or similar HR certification is a plus but not required.

Are you early in your HR career? We encourage you to apply. A candidate with 3+ years of experience who demonstrates strong judgment, initiative, learning agility, and the potential to grow into the role may be an excellent fit.

Compensation & Benefits

• Salary range: $95,000 – $105,000 annually, commensurate with experience.
• Option to enroll in employer-supported medical, dental, and vision insurance
• 15 days of personal time off (PTO) 
• 11 paid holidays per year
• Mileage reimbursement at the federal rate for work-related travel.

Work Location and Travel

This is a hybrid-remote work position with occasional travel throughout Amah Mutsun Land Trust’s stewardship area, encompassing southern Santa Clara, San Benito, San Mateo, Santa Cruz, and northern Monterey Counties.

Equal Opportunity Employer

Amah Mutsun Land Trust is an equal opportunity employer and does not discriminate on the basis of race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. 

AMLT is a drug- and alcohol-free workplace that prohibits the use of drugs and alcohol on the job or at any of our work sites.