Description

About Us

Carbon Mapper is a non-profit organization with a public-good mission to detect, pinpoint, quantify and track 80% of the world’s methane and carbon dioxide (CO2) point source emissions. Our mission is to aid in the acceleration of climate mitigation efforts globally at the scale of individual facilities. The Carbon Mapper public-private partnership includes Planet Labs, Inc., the California Air Resources Board, the University of Arizona, Arizona State University, and NASA’s Jet Propulsion Laboratory (JPL).    

Carbon Mapper uses advanced imaging spectroscopy remote sensing on satellites and airborne assets to detect and analyze methane and carbon dioxide emissions around the world and provide information data products to inform decision makers as well as the general public. As part of its public education and research support activities, Carbon Mapper will provide a global open data portal, including a data trust and a website offering rapid visualization and interpretation for both expert and non-expert audiences. Carbon Mapper also supports advances in science algorithms, machine learning, and big data for remote sensing through multi-source analytics, cloud computing, open-source development, and geospatial analytics.    

Carbon Mapper is located in Pasadena, CA.  Remote locations in the United States accepted. Carbon Mapper has a distributed team with both in-person and remote workers. All employees will attend regular in-person all-hands meetings (approximately 1-2 days per quarter). Some team members may meet in person more frequently depending on business needs.  Local employees may request an assigned desk in the Carbon Mapper office if they prefer a hybrid remote and in-person work schedule.   

Position Summary

The Human Resource Manager, reporting to the Chief Financial Officer, will be an essential member of the Business team who will lead and direct the routine Human Resources (HR) functions of the organization including talent acquisition, administering pay, benefits, and leave, and enforcing company policies and practices.

Essential Duties and Responsibilities

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

• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Handles discipline and termination of employees in accordance with company policy.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Leads the annual performance evaluation process.
• Manage any outsourced HR services and any updates or implementation of human resources tools, as needed.
• Performs other duties as assigned.

Requirements

Minimum Qualifications (Knowledge, Skills, and Abilities)

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• A minimum of five years of human resource management experience preferred.
• SHRM-CP or SHRM-SCP highly desired.
• Thorough knowledge of employment-related laws and regulations (federal, multi- states and local) strongly preferred.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.