LEAP: Learn. Engage. Advocate Partner is seeking a Human Resources Manger to support our organizational expansion. The ideal candidate will have a strong background in Human Resource management and administration. To succeed in this position, you will need excellent communication and organizational skills as well as a commitment to LEAP’s values of Integrity, Respect, Collaboration, Creativity. Curiosity and Joy. The ability to understand and respond to the needs of a diverse population of employees, while keeping current on trends and compliance in human resource management is essential.
The Human Resources Manager at LEAP is responsible for administering all processes and procedures related to the organization’s employees. The HR Manager oversees daily HR activities (such as payroll, performance management, leaves of absence and onboarding new employees) and Employee Relations and Performance, as well as managing all HR functions for a busy and active non-profit 501(c)(3) organization.
Ongoing organizational expectations for this role include managing employee relations, leading performance management, developing and implementing recruiting strategies, and providing compliance support and direction for the leadership of the organization, all with the mission and values of the organization as a north star. The ideal HR Manager has a strong sense of organization, solid experience doing Human Resources in a mission-driven not-for profit environment, a keen grasp on the principles of HR management, and a positive and deeply respectful demeanor, and is bi-lingual in English and Spanish.
Employee Relations and Performance
Manages the employee relations process, including discipline and performance
- Provides coaching and guidance to managers on conducting ongoing and annual performance management, handling disciplinary issues, handling investigations and administering performance improvement plans
- Oversees annual performance review process to update reviews and process, as company grows
- Investigates employee issues and conflicts and brings them to resolution, including written and verbal warnings, suspensions and terminations
- Holds performance management discussions with employees and their managers, creates Performance Improvement Plans and performance coaching plans
- Works with external consultant (and/or the organization legal team) to handle any large-scale issues or complaints that may have a legal component that may arise
Staffing
Manages the staffing process, including recruiting, interviewing, hiring and onboarding
- Works with company leadership to determine correct staffing levels and develop hiring plans
- Posts open jobs on appropriate job boards, screens candidate resumes and phone screens candidates (or coordinates working with recruiters to do so)
- Works with leadership to set up interviews with top candidates
- Provides offer letters, conducts background checking and provides hiring documentation (collects on first day)
- Creates, develops and implements best practices in Employee Onboarding
- Works with new employees to administer new hire benefits by appropriate California laws
HR Administration
Handles the daily HR tasks integral to the organization.
- Leads HR department, including supervision of payroll manager.
- Ensures that payroll is processed accurately and thoroughly; interacts with payroll company/vendor for all questions, issues and problems
- Tracks time off and attendance/tardiness through payroll software
- Administers and tracks all Leaves of Absence including; FMLA, CFRA, and PDL.
- Leads annual benefits open enrollment and ongoing qualified status changes
- Develops training materials and performance management programs to help ensure employees understand their job responsibilities
- Works with external HR consultant or legal department, as needed, on complex, unusual or new situations
Compliance
Ensures the organization’s compliance with local, state and federal laws and regulations
- Reviews and maintains company documents, policies and procedures for compliance with appropriate labor laws and practices; including Employee Handbook.
- Ensures job descriptions are up to date and compliant with all local, state and federal regulations
- Provides (or arranges for) state and federal compliant HR trainings (including anti-harassment and anti-discrimination training)
- Establishes safety committee
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Provides completion tracking support for all employee safety and regulatory training and for all external Safety and First Aid/CPR/AED training employees receive
- Demonstrated ability to serve as a knowledgeable resource to the Executive Director and the Board of Directors who provide overall organization leadership and direction.
- Knowledge and general experience in HR practices within the Non-profit workspace including employment laws, employee relations, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
- Outstanding interpersonal relationship building and employee coaching skills.
- Superior written and spoken communication skills and ability to speak to groups of employees and individual employees
- Demonstrated ability to lead and develop future HR department staff members.
- Excellent computer skills in a Word/Mac environment. Must include knowledge of Excel, Power Point, and Google Docs
- Strong HR software and payroll software experience
- General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
- Experience in the administration of benefits and compensation programs and other Human Resourcesrecognition and engagement programs and processes.
- Evidence of the ability to practice and coach organization managers in the practice of a high level of
confidentiality.
- Excellent organizational management skills.
- Degree in Human Resource Management or equivalent work experience
- 5 to 7 years HR Generalist or Manager experience required, at least 2 years within non-profit organizations
- 2+ years payroll experience
- CAPHR or SHRM-CP (or higher) human resources certification preferred
Category of Light Work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
Completion of job duties also includes:
- Seated positions
- Standing positions
- Conveying
- Moving
- Lifting
- Reaching
- Fine motor skills (typing)
- Communication (talking, hearing)
Mission/Vision-Focused: Catalyze others’ commitment to our vision of a community where all children are loved, valued and respected and all families are supported to reach their highest potential. This drives their performance and professional motivations.
Relationship-Oriented: Understands that people come before process and is astute in cultivating and managing relationships toward a common goal.
Collaborator: understands the roles and contributions of all sectors of the community and can mobilize resources (financial and human) through meaningful engagement.
Results-Driven: Dedicated to shared and measurable goals for the common good.
Ethical: Understands his/her role in growing and protecting the reputation of the organization. Upholds our highest values of integrity, honesty and transparency.
Salary range is $80,000 – $100,000 annually. This is a full-time, exempt position. LEAP provides a competitive compensation package; including:
• Medical, dental and vision
• Discounted child care
• Generous Vacation and Sick
• Education assistance and reimbursement
- Must pass the DOJ/FBI/Child Abuse Index fingerprint process.
- Must pass a pre-employment physical examination and tuberculosis clearance.
- Show verification for the Measles, Mumps and Rubella (MMR) and the Diphtheria, Tetanus and Pertussis (DTaP) vaccinations.
Please submit a cover letter and resume to LoriG@LEAPcentralcoast.org.