HUMAN RESOURCES GENERALIST

Organization Summary

Founded in 1986, Chesapeake Bay Outward Bound School’s (CBOBS) mission is to change lives through challenge and discovery. Outward Bound is an international educational movement, founded by Kurt Hahn, dedicated to the idea that people are capable of far more than they know. The Chesapeake Bay Outward Bound School (CBOBS) is a non-profit, outdoor educational organization with programs that deliver character development and self-discovery in the wilderness, in the city, and in school. CBOBS operates programs in Baltimore City, the District of Columbia, the Appalachian Trail in MD and PA, the Potomac River, the Dolly Sods Wilderness Area in WV, and the Eastern Shore of the Chesapeake Bay.

For more information, please visit www.outwardboundchesapeake.org.

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Position Summary

The HR Generalist will play a pivotal role in supporting the Chief Operating Officer (COO) by overseeing all human resources functions. This role includes managing recruitment, onboarding, payroll, employee relations, benefits administration, performance management, and ensuring compliance of local, state, and federal regulations. The HR Generalist will foster a positive work environment, support the organization's mission, and maintain a culture of continuous learning and development.

The program year for Chesapeake Bay Outward Bound School (CBOBS) runs from March through November. The school annually recruits up to ten seasonal instructors to deliver its program services. The HR Generalist will own the recruitment and hiring process for filling those seasonal as well as full-time administrative positions and ensure that all hires are onboarded in a timely manner. CBOBS is expanding from its Baltimore based programming to Washington, DC where it will build a new campus staffed with locally based instructors and administrative personnel. Programming is tentatively slated to begin in the Fall of 2025.

Essential Duties and Responsibilities

The essential functions include but are not limited to the following:

Recruitment & Onboarding:

• Consult with hiring managers to assess their hiring needs and provide them with regular updates on the recruitment and hiring process.
• Oversee full-cycle recruitment, including job posting, candidate screening, interviewing, and selection.
• Establish relationships with local universities and community organizations and participate in recruitment fairs to build a pipeline of qualified instructor candidates.
• Manage the onboarding process to ensure a smooth transition for new employees, including orientation and training.

Payroll Administration:

• Record employee timesheets in the CBOBS payroll platform.
• Ensure accurate and timely processing of payroll in compliance with organizational policies and legal requirements and for final approval by the COO.

Employee Relations:

• Serve as a point of contact for employee inquiries, issues, and grievances with timely communication and resolution including benefits, leave, compensation, access to the employee HRIS portal, etc.
• Support a positive work environment through conflict resolution, mediation, and team-building initiatives.

Benefits Administration:

• Assist the COO with employee benefits programs, including health insurance, retirement plans, and other offerings.
• Serve as the main liaison between employees and benefits providers, ensuring clarity and satisfaction with benefits programs.

Performance Management:

• Coordinate, in partnership with the COO, the performance appraisal process, ensuring timely feedback and development planning for employees.

Compliance & Policy Management:

• Ensure compliance with all local, state, and federal employment laws and regulations.
• Assist with developing and interpreting HR policies and procedures that align with legal requirements and organizational values.

HR Administration:

• Maintain the CBOBS HRIS system ensuring that all employee records (physical and digital) are accurate and up to date in accordance with confidentiality requirements.
• Oversee HR-related reporting, including employee turnover, retention rates, and workforce planning.

Strategic HR Support:

• Collaborate with the COO to align HR strategies with the organization's mission, goals, and long-term growth plans.
• Assist in developing and implementing HR initiatives and policies that promote a healthy, diverse, and inclusive work environment.
• Assist the COO in policy formation, hiring, and salary administration.

Minimum Qualifications (Knowledge, Skills, and Abilities)

• Bachelor’s degree in human resources, business or another related field.
• 2+ years of previous experience supporting HR strategy, functions, compliance, and initiatives.
• Excellent verbal and written communication skills.
• Advanced computer skills, including data entry, data processing, communication tools and payroll and human resources software.
• Strong analytical and problem-solving skills.
• High emotional intelligence and ability to handle sensitive employee situations with professionalism and care.
• Detail-oriented with excellent organizational skills/

COMPENSATION & BENEFITS

Salary Range: $58,700 - 67,000; commensurate with experience.

Benefits:

• Employer contribution of 70% for Medical, Dental, & Vision insurance through CareFirst BlueChoice for the employee and their children, if applicable.
• Fifteen (15) days of Paid Time Off (PTO) which accrue per pay period.
• Up to Eight (8) weeks of paid Family/Medical leave.
• Thirteen (13) paid holidays.
• 401(k) retirement plan with a match. Employees are eligible for participation after 6 months of employment. The current match is 6% of the employee’s salary.
• Long-term disability, short-term disability, AD&D insurance, as well as a $25,000 life insurance policy at no cost to the employee.
• Pre-tax Saving Cafeteria Plan: Healthcare Flexible Spending Account (FSA), Dependent Care Flexible Spending Account (FSA), Health Savings Account (HSA).
• Pre-tax Commuter/Transit Benefits.
• Employee Assistance Program (EAP).
• Mutual of Omaha Supplemental Insurance.
• Pro Deals: Discounts from outdoor industry vendors for outdoor professionals.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions.

• Ability to sit at a desk or computer 90% of the time or greater.

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