American Clean Power Association (ACP)

Compensation

Full Description

About Us The American Clean Power Association (ACP) is the leading voice of today’s multi-tech clean energy industry, representing energy storage, wind, utility-scale solar, clean hydrogen, and transmission companies. ACP is committed to meeting America’s energy and national security goals and building our economy with fast-growing, low-cost, and reliable domestic power. Learn more at cleanpower.org. Position Summary The Senior Manager, Human Resources plays a key role in delivering a best-in-class employee experience and ensuring the accuracy, reliability, and integrity of ACP’s HR operations. This role serves as the operational core of the HR function, with oversight of payroll administration, benefits and leave management, HRIS optimization, and employee recognition and rewards programs. The Senior Manager leads end-to-end processes that are essential to ACP’s day-to-day operation and ensures accuracy, compliance, and strong internal controls while also building trusted relationships with employees and leaders across the organization. This role blends technical expertise with sound judgment, clear communication, and a proactive approach to supporting staff needs throughout the employee lifecycle. This is an ideal opportunity for an HR professional who is energized by improving systems, elevating employee-facing programs, and contributing to a mission-driven organization experiencing thoughtful growth and evolution. Essential Functions/Major Responsibilities To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned to meet business needs. Payroll, Benefits & Leave Administration Manage full-cycle payroll processing, ensuring accuracy, timeliness, and compliance with all federal, state, and local wage and tax laws. Validate payroll data including hours worked, leave adjustments, deductions, overtime, and special payments; resolve discrepancies proactively. Oversee all employee benefits programs, including health, dental, vision, disability plans, FSA/HSA, 401(k), and wellness initiatives. Support employees with benefits questions, enrollment changes, qualifying life events, and claims escalation. Ensure accurate benefits deductions and seamless integration between HRIS, benefits carriers, and payroll. Lead annual open enrollment and partner with brokers to optimize plan design and employee understanding. Manage COBRA administration and all leave programs (FMLA, STD, LTD), ensuring compliance and a supportive employee experience. Coordinate workers’ compensation matters, unemployment claims, and required reporting. Lead and support year-end processes such as W-2 reconciliation, 401(k) audit, workers' compensation audit, and other compliance-driven reviews. Partner closely with Finance/Accounting to reconcile payroll/benefits expenses and ensure accuracy in accounting entries. Manage relationships with HR vendors, brokers, and service providers to ensure quality support, accurate data flow, and consistent service delivery. Identify opportunities to streamline payroll and benefits workflows, enhancing efficiency, accuracy, and user experience. HRIS & Data Integrity Serve as primary HRIS (Paylocity) administrator, ensuring accurate and confidential employee data and efficient system functionality. Maintain and enhance HRIS workflows, configurations, and integrations across payroll, benefits, and timekeeping. Generate, analyze, and maintain HR metrics, dashboards, and reports for leadership decision-making. Conduct routine audits of payroll, benefits, and employee data; identify and resolve discrepancies. Implement system upgrades, new features, and process automations that improve HR operations and employee experience. Ensure all system configurations align with organizational policies, compliance regulations, and best practices. Support data gathering for annual audits, compliance filings, and internal reviews. Develop workforce insights and trend reporting that support HR planning, leadership discussions, and organizational decision-making. Identify areas where technology can simplify processes, reduce manual work, and enhance employee self-service. Employee Lifecycle, Rewards & HR Operations Support Lead new hire onboarding and orientation, ensuring employees have a seamless and welcoming start. Maintain and continuously improve onboarding tools, templates, and checklists. Support employees and managers with HR inquiries related to policies, benefits, leave, payroll, and general HR procedures. Support employee engagement and recognition programs, including tools like Nectar and ERG-driven initiatives. Contribute to updating HR policies and procedures and ensure staff awareness of changes. Partner with the VP of HR on special projects, HR initiatives, annual planning, and process improvement efforts. Maintain high levels of confidentiality and provide clear, empathetic communication throughout the employee lifecycle. Ensure HR operational practices support ACP values, culture, and employee wellbeing. Deliver timely, accurate, and high-quality service to employees and internal partners, strengthening trust and consistency across the organization. Identify opportunities to simplify or improve HR programs, workflows, and employee touchpoints. Collaborate cross-functionally to support organizational initiatives, ensuring HR operations remain aligned with evolving business needs. Experience, Education & Skills Bachelor’s degree in human resources, business administration, or a related field; equivalent experience considered. 6+ years of progressive HR experience with demonstrated expertise in payroll, benefits administration, HRIS management, and employee lifecycle support at a similar level of complexity. Experience managing multi-state payroll and benefit programs, with a strong understanding of related regulations and compliance requirements. Proficiency with HRIS platforms; including configuration, reporting, integrations, and workflow optimization. Strong analytical and problem-solving skills with the ability to interpret data, diagnose issues, and recommend improvements. Excellent communication, relationship-building, and customer service skills, with the ability to build trust across all levels of the organization. High degree of integrity, confidentiality, and sound judgment; able to navigate sensitive employee matters with professionalism. Strong organizational skills with the ability to manage competing priorities in a fast-paced environment. Experience improving or automating HR workflows, implementing systems enhancements, or strengthening operational efficiencies preferred. Experience partnering with Finance/Accounting teams and external HR vendors, brokers, or service providers. Familiarity with employee rewards, recognition programs, or engagement initiatives preferred. Job Conditions We are a fast-paced, high-energy organization with a very ambitious agenda and a staff that is highly motivated. This position may experience high-level work demands and independent decision-making under tight timelines. Occasional travel outside of the Washington, DC area for meetings or events may be required. Applicants must be currently authorized to work in the United States on a full-time basis. ACP will not sponsor applicants for work visas. We reasonably believe that the base salary range for this position is $110,000- 130,000 annually. At ACP, a wide range of factors are considered when making compensation decisions including and not limited to skill set, experience, training, education, knowledge, and other business and organizational needs. ACP offers 401k, PTO and sick leave, commuter benefits, wellness reimbursement, and professional development/tuition reimbursements for eligible employees. This privacy notice applies to the processing of personal information that ACP collects about candidates for employment. Throughout the application process, ACP may collect some or all of the following categories of personal information: name and address; email address; age or date of birth; race or other demographic information; occupation and employment history; phone number; education; and/or social security number or other identification data. ACP provides this information to third-party service providers to store and process this data on our behalf, for background checks, and for regulatory compliance. ACP does not sell any applicant personal information.