Divisional Human Resources Specialist

OVERVIEW:

The HR Specialist is a key contributor to ensuring the organization’s compliance with labor laws and regulations, as well as fostering a culture of continuous learning and professional growth. This role plays a critical part in maintaining organizational compliance, conducting audits, and implementing training programs that align with The Salvation Army’s mission and objectives.

DUTIES AND RESPONSIBILITIES:

• Monitor and manage compliance with federal, state, and local labor laws, including nonprofit-specific regulations
• Conduct regular audits of HR practices, policies, and procedures to ensure compliance and mitigate risks
• Act as the primary point of contact during external audits, inspections, or investigations
• Develop, deliver, and track employee training programs, including mandatory compliance training and professional development opportunities
• Evaluate the effectiveness of training programs and recommend improvements based on feedback and outcomes
• Collaborate with hiring managers and HR Staff to identify training needs based on performance trends and compliance requirements
• Maintain and update HR SOP, policies, and procedures to reflect current regulations and organizational changes
• Provide guidance and training to staff on HR policies and best practices
• Partner with the HR team to support strategic HR initiatives and organizational goals
• Work closely with all locations and HR Generalists to oversee the Kettle Season process, including training, background checks, payroll matters, and other related tasks
• Responsible for the Annual Trainings
• Other related duties as required

EDUCATION AND EXPERIENCE:

• AA degree (required)
• CA driver’s license (required)
• Experience working in Human resources 1 year (required)
• Experience in HR compliance, training, or a related area, with a preference for nonprofit
• Experience with HRIS

SKILLS AND ABILITIES:

• Ability to lead
• Great communication skills
• Team player
• Knowledge of federal, state, and local labor regulations, including those specific to nonprofit organizations

EQUIPMENT USED:

• Modern Office Equipment and Relevant Software

PHYSICAL REQUIREMENTS:

• Ability to lift up to 25 lbs. (usually file boxes)

ADA Statement:

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.

Acknowledgment of Religious Purposes of The Salvation Army:

Please note that The Salvation Army has a religious purpose and status as a church. We ask our employees that they do nothing to their relationship with The Salvation Army to undermine its religious mission. Employees must agree and understand that their services are a necessary part of The Army’s religious purposes and their work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army’s religious purposes.

At-Will:

Any employment relationship with this organization is of an “at-will” nature, which means that an Employee may resign at any time and the Employer may discharge an Employee at any time with or without cause. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.

Experience

• 1 year(s): Experience working in Human resources

• Experience with HRIS
• Experience in HR compliance, training, or a related area, with a preference for nonprofit

Education

• Associates or better

Licenses & Certifications

• Driver's License

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)