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Human Resources Manager
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Human Resources Manager
About Goodwill SOLAC:
Goodwill, Southern Los Angeles County (SOLAC) is a 501(c)(3) nonprofit organization that transforms donated goods into job training, education, and placement services for individuals with barriers to employment. Goodwill SOLAC serves 22 cities and communities throughout Southern Los Angeles County.
Our skills training, education, job preparation, and placement programs build lives, families, and communities—one job at a time. Placing individuals in productive and competitive employment fills them with the value, joy, and dignity of a paycheck. We believe putting people to work benefits the individual and the community’s economic vitality through taxes, spending power, real estate values, quality of life, and relief from social services and welfare systems.
Goodwill SOLAC is one of 154 independent Goodwill’s with membership in Goodwill Industries International. Goodwill SOLAC’s campus in Long Beach houses its administrative offices, Goodwill Interpreting Services, various training programs, career center, retail store, processing operations, transportation, and e-commerce operations.
Summary Description:
Human Resources (HR) Manager reports to the VP of Human Resources and Compliance. With the assistance of VP of Human Resources and Compliance, the HR Manager oversees all HR functions for the organization: HR business operations, employee relations, talent acquisition, and learning and development.
Exemplary Duties / Responsibilities:
Policy Development:
- Responsible for creating, updating, and enforcing HR policies and procedures to ensure compliance with local, state and federal employment laws.
- Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
- Collaborates with senior leadership to develop and implement HR Strategies.
Employee Relations:
- Foster a positive work enviornment by addressing and investigating employees concern, mediating conflicts, and ensuring compliance with with local, state and federal employment laws.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Maintains complete confidentiality of all division records, employee files.
- Manages complete process of disciplinary process and procedures.
Talent Acquisition:
- Oversee the recruitment process.
- Perform difficult staffing duties, including dealing with understaffing, disputes, terminating employees, and administering disciplinary procedures.
- Oversee the evaluation, classification and rating of occupations and job positions.
- Responsible for processing all Personnel Transaction Authorization (PTA’s) for all managers and executive team.
Employee Development and Performance Management:
- Oversees the implemenation of training programs and career development initiatives to enhance employee skills and job satisfaction.
- Responsible for reviewing introductory and annual performance evaluations, to include promotion opportunity plans and performance improvement plans.
- Supervises, trains, and delegate’s duties and responsibilities of the HR Generalist and HR Business Coordinator.
Compensation and Benefits:
- Develops, analyzes, and administers competitive compensation packages and employee benefit programs to ensure compliance and that benefits are attractive to retain top talent.
- Oversee the health insurance benefits enrollment, termination, and changes for all employees.
- Manage health and welfare benefit programs for the company and annual open enrollment process
- Responsible for management of COBRA initial notification to third party administrator
- Audit all health insurance bills and request payment. Provide benefit reconciliation as needed.
HR Analytics:
- Utilize data to make informed decisions HR initiatives.
- Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices
- Responsible for creation in HRIS reports and distribution of reports to all division leaders.
- Assists staff with researching, compiling and analyzing data for special projects and reports.
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Leaves and Accomodation Process:
- Manages the entire process of federal and state leaves and accommodation requests. (FMLA/ CFRA/ FEHA / ADA/ PLOA / Worker’s Compensation)
- Performs other duties and special assignments as directed by the Director of Human Resources
Minimum Qualifications:
Education/Experience:
Any combination equivalent to education and experience that provides the required knowledge and skills is qualifying. Typical qualifications would be equivalent to:
- Four year degree from accredited college/university.
- Minimum five years work experience in the Human Resources field
- Mimiunim of two years of lead, supervisory, or management experience
Knowledge & Skills:
- Utmost ability to maintain confidentiality
- Working knowledge of employment law and regulations, and wage and hour and their application in the day-to-day HR working environment
- Possess applicable and administrative knowledge of all California and Federal employment and payroll laws, rules and regulations
- Shall be required to perform administrative duties requiring independent judgment with speed and accuracy.
- Good public/employee relations skills, problem-solving, analyses, and decision-making ability
- Apply organizational policies, procedures and practices.
- Excellent verbal and written communication skills
- Ability to partner with employees and executive level
- Candidate must be able to work under pressure with minimal supervision complying with time restrictions and deadlines.
- The HR Manager frequently interacts with upper management, and must be able to work well independently and as part of a team
- Ability to give consistent counsel to supervisors and managers
- Able to work well with diversified cultures, with the developmentally disabled population, and all persons with barriers to employment
License/Certifications:
- The Human Resources Manager must possess a valid California Driver’s License, must be willing to use their personal vehicle in the course of employment.
Desired Qualifications:
- Previous experience working in all areas related to human resources at the corporate level in a company size of 400+ employees
- PHR/SPHR Human Resources Certification
- Strong working knowledge and experience with Ceridian Dayforce employees and payroll software
Core Competencies:
To perform the job successfully an individual should demonstrate the following competencies:
- Confidentiality and Ethics - Maintains complete confidentiality of all divisions and employee records/files and employee verifications, reviewing the quarterly. Ensure personnel and legal files are compliant with document retention policies and HR standards. Decision making is based on fair, firm, and consistent processes and procedures.
- Leadership - Portrays up most professionalism and works well with various departments. Conducts require state, county, and city training for all employees. Fosters a collaborative environment for leaders to learn and grow.
- Budget - Uses resources efficiently, strives to reduce costs, participates in the budgeting process.
- Employee Management - Defines responsibilities, motivates employees, delegates effectively, and rewards appropriately.
- Risk Management - Worker’s compensation files are accurately documented, filed, and secured. Address risk exposures immediately and ensure repetitive issues are addressed. Analyzes data to implement preventive measures.
- Talent Development - Trains, coaches, and mentors interdepartmental and external departments on processes, policies, and procedure. Develops standard operating procedures to improve H.R. team effectiveness. Ensures alignment between HR Compliance and all departments.
- Operational Efficiency & Process Improvement - Develops processes and procedures to ensure efficiency and effectiveness. Implements best practices to maximize efficiency. Conducts routinely audits to inspect process and procedures.
- Performance Metrics & Accountability - Utilize KPIs for compliance and process efficiency. Uses data to drive decision-making and hold teams accountable. Continuously monitors progress and adjusts strategies as needed.
This job specification should not be construed to imply that these requirements are the exclusive standard of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required by their supervisor.
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