Role Summary

Duties and Responsibilities

1. Develop strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers
2. Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with all people managers, develop and standardize onboarding expectations, schedules, protocols, and procedures across organization,
3. Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to executive group/President & GM for corrective action and continuous improvement
4. Review and make recommendations to President & GM, and leadership for improvement of the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management
5. Assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with leadership to identify personnel challenges or talent gaps and collaborate to develop solutions to address them
6. Oversee performance management activities including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans.
7. Identify and coordinate ongoing training for staff members, including annual trainings (e.g. Workers Comp Topics, Safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed.
8. Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required
9. Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance to identify and reduce the organization’s legal risks
10. Collaborate with Executive Liaison on employee events and appreciation activities such as social events, and group activities, tracking anniversaries, birthdays, and other milestones
11. Assess and advance employee engagement and satisfaction
12. Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other important information
13. Manage and resolve complex employee relations issues; where applicable, conducts effective, discreet, thorough and objective investigations
14. Develop and administer a consistent and fair compensation program including salary surveys and market research to ensure compliance with CA regulations 
15. Manage all HR administration, including the organization’s benefits programs, process payroll; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce
16. Maintain knowledge of industry trends and best practices in workforce development and change management such as USL Safeguarding program and affiliate initiatives. 

Required Qualifications (Job Knowledge, Skills, and Education):

1. Resiliency to expect, and ultimately overcome, adversity.
2. Team player with an understanding of ever-evolving nature of team dynamics.
3. Driven to prove oneself every day.
4. Bachelors degree in Human Resources, Business Administration, or related field required.
5. Excellent interpersonal and negotiation skills.
6. High attention to detail and organization skills.
7. Excellent time management skills with a proven ability to meet deadlines.
8. Strong analytical and problem-solving skills.
9. Strong supervisory and leadership skills.
10. Ability to adapt to the needs of the organization and employees.
11. Ability to prioritize tasks and to delegate them when appropriate.
12. Thorough knowledge of employment-related laws and regulations.
13. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
14. Works with a high sense of urgency, ability to remain flexible within a highly dynamic changing environment and still deliver on deadlines. Works well with ambiguity.
15. Possesses excellent interpersonal and organizational skills with a positive attitude and high level of initiative.
16. Exhibits nuanced and strong communication skills with the ability to provide clear and direct feedback.
17. Proficiency with Microsoft Office Products (Word, Excel, Outlook, PowerPoint) with the ability to learn required business systems.

Preferred Qualifications (if applicable):