Employee Relations and Training Manager

Description

People & Culture

Employee Relations and Training Manager

In this role, the Employee Relations and Training Manager in the People & Culture Department takes the lead in ensuring a strong agency culture by (a) investigating and resolving employee relations issues, (b) overseeing training opportunities and agency-wide meetings, (c) managing new hire onboarding and the exit process for departing staff, (d) managing the annual goals and performance evaluation process, and (e) leading internal committees. This exempt position reports to the Chief Operating Officer, who serves as the operations and program leader for CAP OC. This management position ensures best practices within the People & Culture function and positions the agency as an industry leader in valuing all staff.  Due to the nature of the work performed, this position is on-site, Monday through Friday.

The annual salary range for this exempt position is $69,680 - $80,080.

WHAT YOU WILL ACCOMPLISH IN THIS ROLE

Under the direction of the Chief Operating Officer, the Employee Relations and Training Manager in People & Culture will work as a strategic business partner with all other CAP OC department staff to resolve issues, support professional development, and oversee the performance evaluation process. This manager is expected to stay well educated in both state and federal labor laws, keep detailed documentation of employee relations issues and will make disciplinary recommendations, if needed. This management position may need to represent the agency in arbitration hearings if necessary. This position will manage agency-wide professional development including overseeing the CAP OC Leadership Academy, all legally mandated training, Linked-In Learning education, and other trainings.  By guiding the agency’s internal committees—including the CAP OC Change Agents and EPIC Ambassadors, the manager guides each of the committee staff members to meet goals. This position ensures all staff have designated annual goals that support the agency’s Strategic Plan and manages the annual performance evaluation process, assisting both management and staff in filling out the proper documentation and review delivery. The Employee Relations and Training Manager also oversees agency-wide event execution, including all-staff Town Halls, Management Masterminds, employee events and the annual Holiday Luncheon.

ROLES AND RESPONSIBILITIES

People Management

• Oversees and manages all employee relations matters, and recommends needed actions; involves the Chief Operating Officer on outcomes, next steps and any legal involvement necessary to resolve issues.
• Works with appropriate management staff to be as efficient as possible in reporting issues, completing necessary investigations, incident reports and required steps to find a solution.
• Works with appropriate management staff to execute any necessary discipline and documentation and assists departments to ensure proper timeliness.
• By utilizing the HRIS system, manage the annual staff goal-setting process, ensuring all staff have submitted goals and all goals have been approved by management prior to February 1 of each year.
• By utilizing the HRIS system, manages the annual performance evaluation process, overseeing forms, self-evaluation completion, management review, and employee-manager meetings; provides necessary training to support this process to both staff and managers.
• Supports all logistics for internal agency-wide meetings for managers and all staff.

Culture

• By taking over from the Human Resources Manager after a new hire has completed background checks, oversees the onboarding of new hires, including introduction to CAP OC culture, internal committees, agency-wide meetings, and EPIC values.
• Involves hiring departments, I.T. and the Facilities and Safety Manager on ensuring a smooth new hire onboarding experience.
• Oversees the exiting employee process, including managing exit interviews, communicating with responsible managers, monitoring themes in exit data and making recommendations to improve the employee working environment.
• Is the People & Culture lead on guiding CAP OC’s internal Change Agents and EPIC Ambassador Committees.
• Provides professional development and ongoing training to meet the Strategic goals of the agency and manages the agency’s implementation of the CAP OC Succession Plan.
• Provides detailed reports on ongoing professional development and training completion by staff to the Senior Leadership Team.
• Ensures best practices for onboarding, exiting, professional development, staff retention and employee relations, and present such practices at industry conferences.

Technology and Training

• Becomes an expert on the HRIS system (currently Paycom) so that performance evaluations, annual goals, handbook receipts, professional development/training, and Succession Plan details can be reported on in real time.
• In collaboration with the Chief Operating Officer, plans the dissemination of the annual EPIC Guide to Performance through the HRIS system, ensuring all staff have received and acknowledged the revised handbook.
• Develops and provides training and staff development programs, through outside vendors, Learning Management Systems, and internal development.
• Monitors use of Linked-In Learning and communicates all training opportunities, internal and external, to appropriate staff.
• Partners with the Human Resources Manager to oversee the HRIS system, including identifying system improvements and enhancements.
• Participates in networking conferences and events.

Oversight

• Represents the agency within the community, public, other agencies, vendors, and brokers to identify best practices in the areas of professional development, culture, and employee job satisfaction.
• Implements, oversees, and reports on an agency-wide Succession Plan.
• Reports on organizational morale and defines key tactics for retention and work environment improvement.
• Keeps detailed documentation on employee relations issues and their outcomes.

Compliance

• Works with the Facilities and Safety Manager to update the IIPP.
• Ensures compliance with any and all federal, state and/or Cal OSHA regulations regarding workplace health, including COVID-19 regulations and any similar regulations that may be necessary in the future.
• Stays current in all local, state, and federal employment law changes and updates.
• Other duties as assigned.

IDEAL CANDIDATE MUST BE

• Able to confidentially and objectively handle employee relations issues and be detailed-oriented to maintain appropriate documentation.
• Seen as a problem solver for all levels of staff.
• Customer Service Focused: able to establish and maintain rapport with staff, government agencies, private industry business partners, and vendors.
• A Cultural Advocate: able to focus agency policies and procedures to create an inclusive environment for all staff.
• Ethically Focused: Understand ethical behavior and business practices and ensure own behavior and the behavior of others are consistent with these standards and aligns with the values of the organization.
• Inclusive: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness.
• Task Oriented: Work independently, manage multiple tasks, and demonstrate good judgement skills.
• Creative and Innovative: Develop new and unique ways to improve the processes of the organization and to create new opportunities.
• A Decision Maker: Assess situations to determine the importance, urgency, and risks, and make clear decisions which are timely and in the best interests of CAP OC.
• Flexible: Willing to learn and share new legal requirements and make necessary internal guideline and process changes to remain compliant.
• Language Skilled: Demonstrate verbal, reading and written fluency with English; if bi-lingual must be able to translate orally and in writing from/to English and a second language.
• Mathematical: Ability to add, subtract, multiply, divide, and determine percentages in order to have sound calculations for reporting, statistical data, and billing purposes.
• Computer Literate: Competently use the Internet, Microsoft Office (Word, PowerPoint, Excel Teams, Outlook) via an office/laptop computer, PC Tablet/Notebook, I-Pad. Ability to operate printer, projector, copier, cell phone and/or other electronic devices.
• Familiar with HRIS systems.

Qualifications

EDUCATION AND EXPERIENCE

• Bachelor's Degree required.
• Minimum of four years of experience in Human Resources leadership roles.
• Familiarity with counseling all levels of employees to solve issues fairly, timely, and lawfully.

TRAVEL

Possess a valid California Driver’s License with a driving record that meets minimum standards established by CAP OC insurance carrier, proof of vehicle insurance, access to a vehicle and willingness to drive/travel when required.

Typically, travel is local during the business day to/from CAP OC locations and within Orange County. Incumbent will use personal vehicle. Possible travel may be during evening hours, out-of-the-area, and overnight travel.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to bend, stoop, reach, pull, push, stand, kneel, sit, twist, turn, walk, bend at the waist, talk and hear, fine dexterity of fingers and wrists, vision abilities include close vision, distance vision, color vision, ability to adjust focus. Prolong computer work, manual dexterity of fingers and wrists, and sitting. The employee must regularly lift and/or move objects up to twenty (20) pounds. Work environment is predominately indoors, incumbent may be called upon to work outdoors in varying temperatures and weather conditions.

MEDICAL EXAMINATION AND BACKGROUND CHECK

A medical examination is required of each new employee whose physical condition must meet the minimum requirements prescribed for the position. In addition, prospective employees must pass a pre-employment physical, drug screen, Live Scan, and background check. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

THE PROMISE OF COMMUNITY ACTION

Community Action changes people’s lives, embodies the spirit of hope, improves communities, and makes America a better place to live. We care about the entire community, and we are dedicated to helping people help themselves and each other.

Salary : $69,680 - $80,080