human resources coordinator Jobs in Los Angeles

human resources coordinator

human resources expert Jobs in Los Angeles

human resources expert

human resources manager Jobs in Los Angeles

human resources manager

director of human resources ( recruitment and retention; quality assurance) Jobs in Los Angeles

director of human resources ( recruitment and retention; quality assurance)

director, human resources Jobs in Los Angeles

director, human resources

director human resources

Los Angeles Homeless Services Authority

<p></p><div><div><div><p>The Los Angeles Homeless Services Authority (LAHSA) seeks motivated professionals who want to use their talents and skills to make a difference. Our 750+ FTE staff are adaptive problem solvers and passionate about enriching people&rsquo;s lives. If you are mission-driven, dedicated to superior service and support, can diligently work independently and in a collaborative environment, join our team. LAHSA is leading the fight to end homelessness in LA County. Here, not only would your work have a real impact on the community, but we also offer a comprehensive and competitive benefits package.</p><div>
Created in 1993, LAHSA is a joint powers authority of the city and county of Los Angeles. As the lead agency in the HUD-funded Los Angeles Continuum of Care, we coordinate and manage over $800 million annually in federal, state, county, and city funds for programs providing shelter, housing, and services to people experiencing homelessness.</div><p>
Under the direction of the Deputy Chief Talent Officer, serves as the leading thought partner for all Human Resources functions and plans, directs, and implements policies relating to talent acquisition, employee relations, benefits administration, professional development and training, and safety and compliance. This position assists in the development and execution of programs to support an inclusive and equitable culture to help attain organizational goals, including LAHSA&rsquo;s core values of accountability, compassion, collaboration, equity, and integrity.</p><b><i>
The functions listed below are intended to describe the general nature and level of work being performed and are not to be interpreted as an exhaustive list of responsibilities.</i></b></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Essential Job Functions</b></h2></div>
<p></p><div><ul><li>Directs areas of HR, such as recruitment, training, professional development, benefits, leaves, employee relations, labor relations, performance management, compensation, and personnel related compliance.</li><li>
Develops and implements human resources program strategies and initiatives to accomplish short and long terms goals and recommends enhancing effectiveness and integrity.</li><li>
Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures to identify impact of trends, root causes, and potential solutions to HR issues.</li><li>
Works with leadership team to implement HR policies, practices, new training programs and initiatives that align with the agency&rsquo;s goals.</li><li>
Creates a classification system that ensures that positions are properly classified, initiates classification studies, screens study requests from organizational departments, provides results of studies to Executive Director for approval.</li><li>
Makes recommendations on the build out of the performance management system, evaluates the effectiveness, and recommends changes needed for improvement, ensuring a high quality, culturally aligned process that drives individual and agency performance.</li><li>
Serves as the onsite labor relations management expert, provides guidance on grievances, and consults on investigations.</li><li>
Collaborates with the Associate Director of Training and LAHSA's leadership to identify and analyze organizational learning and development needs.</li><li>
Provides thought leadership to shape and execute organizational culture and performance initiatives.</li><li>
Evaluates and directs changes to organizational-wide human resources policies and best practices to comply with local, state, and Federal human resources/employment laws and labor contracts.</li><li>
Leads meetings with LAHSA management team meetings.</li><li>
Assures a fare, impartial and competitive recruitment process.</li><li>
Manages the maintenance of employee records and filing system.</li><li>
Certifies accuracy of HRIS system and reports for distribution upon request.</li><li>
Oversight of benefits administration and employee relations.</li><li>
Maintains, supports, and promotes a safe work environment while complying with all LAHSA policies and procedures.</li><li>
Perform other duties and special projects as assigned.</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Knowledge, Skills &amp; Abilities</b></h2></div>
<p></p><div><ul><li>Build successful, collaborative relationships across the organization.</li><li>
Be a strategic, process-oriented change agent, collaborator, and inclusive leader.</li><li>
Plan, organize, and implement initiatives and projects according to priority.</li><li>
Able to manage in the union environment, experience with collective bargaining and negotiations.</li><li>
Strong knowledge of personnel and human resources management and best practices.</li><li>
Knowledgeable in compensation management, wage and hour laws, labor laws, legal compliance and investigations, and prevention and awareness programs.</li><li>
Incorporate diversity, equity, and inclusion in all aspects of work.</li><li>
Work well under pressure to meet firm deadlines.</li><li>
Strong conflict resolution skills.</li><li>
Use technology to manage projects, communicate, and effectively manage the team.</li><li>
Communicate effectively both orally and in writing using technology.</li><li>
Create and present effective reports.</li><li>
Maintain confidentiality and integrity.</li><li>
Work independently and exercise initiative and sound judgment.</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Training &amp; Experience</b></h2></div>
<p></p><div><ul><li>A bachelor&rsquo;s degree is strongly preferred, however, any combination of extensive and applicable work experience and educational credentials performing the above duties successfully.</li><li>
Five (5) five years of experience in similar Human Resources leadership positions and a demonstrated record of accomplishments in those positions.</li><li>
Proven experience in the union environment</li><li>
Advanced in MS Office Suite (Word, Excel, PowerPoint, and Outlook)</li><li>
Any combination of extensive and applicable work experience and educational credentials to perform the above duties successfully.</li></ul><p></p><p><b><br>
Additional Information: </b>LAHSA has adopted a hybrid telework policy requiring employees to work onsite at our Los Angeles office a minimum of two (2) days per week. Applicants must be able to meet this onsite requirement, with or without a reasonable accommodation. LAHSA is committed to providing equal employment opportunities and reasonable accommodations to qualified individuals with disabilities. If you require an accommodation, please contact Human Resources at humanresources@lahsa.org to initiate the interactive process.<br>
<br>
<b>We are an Equal Opportunity / E-Verify Employer</b></p><i><br>
Applicants may make a reasonable accommodation request for this job by calling the Human Resources Department at (213) 683-3333; or via email at humanresources@lahsa.org.</i></div></div></div><p></p>
<br><p></p><div><div><div>We want to support all staff in reaching their personal and professional goals. Working for LAHSA has many benefits. Join our LAHSA team!<br>
<br>
<b>Medical Insurance</b><br>
LAHSA pays a portion of the premiums for medical for all full-time employees and their dependents. Employees are responsible for the difference in the premiums through automatic bi-monthly payroll deductions.<br>
<br>
Medical plans are administered through ADP Workforce. The following are enrollment options:<br>
<br>
<b>Medical</b><br>
HMO/PPO: <b>Kaiser Permanente, Aetna</b><br>
 <br>
<b>Dental Insurance</b><br>
LAHSA pays a portion of the premiums for selected dental benefits for all full-time employees and their dependents. Employees are responsible for the difference in the premiums through automatic bi-monthly payroll deductions.<br>
Dental plans are administered through ADP Workforce. The following are enrollment options:<br>
<br>
<b>Dental</b><br>
HMO/PPO: <b>Guardian Dental</b><br>
<br>
<b>VSP Vision Plan </b><br>
LAHSA offers this voluntary comprehensive vision plan to all full-time employees through ADP Workforce. It includes yearly comprehensive exams, lenses, frames and contact lenses. All premiums are pre-taxed and paid 100% by the employee through automatic bi-monthly payroll deductions.<br>
<br>
<b>AFLAC Supplemental Insurance </b><br>
LAHSA offers this voluntary supplemental insurance to all full-time employees. Plan options include personal accident, personal cancer indemnity, personal short-term disability, and personal life insurance plans. Most premiums are pre taxed and paid 100% by the employee through automatic bi-monthly payroll deductions.<br>
<br>
<b>ADP Flexible Spending Accounts </b><br>
LAHSA offers employees this voluntary flexible spending account plan through ADP Workforce. Employees may elect to participate in dependent care or health care expense accounts. All premiums are pre-taxed and paid 100% by the employee through automatic bimonthly payroll deductions.<br>
<br>
<b>Life Insurance</b><br>
LAHSA pays 100% of the premium for $50,000 basic life insurance coverage through ADP.<br>
 <br>
<b>Voluntary Group Life Insurance</b><br>
LAHSA offers employees this voluntary group life insurance through Lincoln Financial. Employees may elect to participate in dependent care or health care expense accounts. All premiums are pre-taxed and paid 100% by the employee through automatic bimonthly payroll deductions. <br>
<br>
<b>Long Term Disability</b><br>
LAHSA pays 100% of the premium for long term disability coverage through ADP. <br>
<br>
<b>Public Service Loan Forgiveness (PSLF) Program Eligibility</b><br>
LAHSA is considered a government employer for the PSLF Program. <br>
<br>
<b>Pension Plan</b><br>
LAHSA provides a 401A pension plan through Lincoln Financial. After 6 months of employment, employees are eligible for contributions of 6% of the employee&rsquo;s salary with a qualification date of 500 hours or 6 months after the date of hire. <br>
<br>
<b>Deferred Compensation Plan</b><br>
LAHSA provides a 457 Deferred Compensation plan through Lincoln Financial. Employees may elect to defer up to IRS maximum limit per year of their earned salary for income tax purposes.<br>
<br>
<b>Time Off Administrative Leave</b><br>
Chief Executive Officer, chiefs, and directors receive five (5) days of admin leave each calendar year in addition to the time-off below.<br>
<br>
<b>Vacation</b><br>
Vacation is earned according to each month of service commencing with the employee&rsquo;s initial date of hire.<ul><li>Less than three (3) years of employment, eighty (80) hours per year.</li><li>Three (3) to six (6) years of employment, one hundred twenty (120) hours per year.</li><li>More than six (6) years of employment, the one hundred twenty (120) hour total shall be supplemented by one (1) workday of paid leave for each twelve (12) months greater than seventy-two (72) months of employment. This vacation accrual is capped at thirty (30) workdays per year</li></ul>Maximum accrual of vacation leave is 240 hours.<br>
<br>
<b>Sick Leave</b><br>
Full-time employees accrue sick leave at a rate of 12 days per year. Maximum accrual of sick leave is 160 hours.<br>
<br>
<b>Paid Holidays</b><br>
All employees receive the following observed company holidays off:<br>
New Year&rsquo;s Day<br>
Martin Luther King Jr. Day<br>
President&rsquo;s Day<br>
Cesar Chavez Day<br>
Memorial Day<br>
Juneteenth Day<br>
Independence Day<br>
Labor Day<br>
Indigenous People&rsquo;s Day<br>
Veteran&rsquo;s Day<br>
Thanksgiving Day<br>
Day After Thanksgiving<br>
Christmas Day<br>
<br>
In addition to the above holidays, full-time regular employees are entitled to two (2) &quot;Floating Holidays&quot; during the calendar year.<br>
<br>
<br>
<i>Updated 01/15/2025</i></div></div></div><p></p>

Director, Human Resources

East Baton Rouge Parish School System

<div></div><div><ul><div><div>JobID: 13570</div></div><br>
<p></p><div><div><b>
Position Type:</b><br>
 DISTRICT ADMINISTRATION<br>
</div><div><b>
Date Posted:</b><br>
 9/9/2025<br>
</div><div><b>
Location:</b><br>
 Central Office<br>
</div><div><b>
Closing Date:
</b><br>
 09/23/2025</div><br>
<div><b>Job Title: Director of Human Resources</b></div><br>
<div><b>Reports To: Immediate Supervisor</b></div><br>
<div><b>Prepared By: The Division of Human Resources</b></div><br>
<div><b>Board Approved Date:</b></div><br>
<div><b>Pay Grade Range: AD104</b></div><br>
<div></div>
<div><b>Summary: The Director of Human Resources directs and coordinates the human resource functions which include recruitment, selection, placement, transfer, evaluation, discipline, and dismissal procedures in accordance with Board policies, federal, state and judicial mandates. Assists the Chief Officer for Human Resource in the dissemination, interpretation, and administration of approved personnel policies and procedures.</b></div><br>
<div><b>Essential Duties and Responsibilities:</b></div><br>
<ul><li><div><b>Directs the staffing of elementary and secondary schools and the placement of classified personnel in accordance with approved policies and procedures.</b></div>
</li><li><div><b>Directs the preparation of statistical reports to meet various system, state and federal requirements.</b></div>
</li><li><div><b>Coordinates leadership development activities for prospective school administrators.</b></div>
</li><li><div><b>Assists in maintaining personnel records, files and documents and supervises the maintenance of such.</b></div>
</li><li><div><b>Directs, in conjunction with the director of staff development, leadership development programs to meet the administrative needs of the school system.</b></div>
</li><li><div><b>Works with the Coordinator of Retention and Employee Accountability to direct, coordinate and monitor the appraisal process to assure compliance with approved policies and procedures.</b></div>
</li><li><div><b>Works with the Risk Manager to assure compliance with workers&rsquo; compensation and A.D.A. regulations and to assure compliance with procedures related to internal investigations.</b></div>
</li><li><div><b>Directs the implementation of the system&rsquo;s drug testing program.</b></div>
</li><li><div><b>Supervises the daily work of the human resources supervisors.</b></div>
</li><li><div><b>Directs dismissal procedures leading up to a recommendation.</b></div>
</li><li><div><b>Writes and sends correspondence as required to employees.</b></div></li><br>
</ul><div><b>Other Duties:</b></div><br>
<div><b>Other duties as assigned that are related to the functions of the position.</b></div><br>
<div><b>Essential Functions/Qualifications/Requirements:</b></div><br>
<div><b>Education and Experience:</b></div><br>
<div><b>Master&rsquo;s Degree in Education or related field is required with additional five years of successful professional experience in supervision, administration, or management role. HR certification preferred but not required.</b></div><br>
<div><b>Work Environment Conditions:</b></div><br>
<div><b>The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</b></div><br>
<div><b>Professional Conduct:</b></div><br>
<div><b>The Employees are required to maintain a high standard of professional conduct. Breach of said professional conduct includes, but is not limited to, neglect of duty, dishonesty, engagement in acts that are contrary to East Baton Rouge Parish School System policy, unlawful activities, or any other conduct which is seriously prejudicial to the school system.</b></div><br>
<div><b>Technological Abilities:</b></div><br>
<div><b>To perform this job successfully, an individual must be proficient in general use of a computer, the use of Email as a form of communication, and other job-specific equipment, software, and/or applications.</b></div><br>
<div><b>Note: New employees coming to EBRPSS/current employees new to a position, must use the Verifent website to verify qualifying years of experience (outside of EBRPSS) aligned to the job description. All new employees to the district/current employees new to a position will receive 0 years of experience aligned to the job description until the verification of previous experience aligned to the job description is received.</b></div><br>
<div><b>Verifient Link</b></div><br>
<div><b>Experience verifications must be received in the Office of Human Resources within the first 6 months of employment in order to be eligible for a retroactive payment.</b><br>
<br>
<br>
<b>The East Baton Rouge Parish School System and all of its entities (including Career and Technical Education Programs) do not discriminate on the basis of age, race, religion, national origin, disability, or gender in its educational programs and activities (including employment and application for employment), and it is prohibited from discriminating on the basis of gender by Title IX (20 USC 168) and on the basis of disability by Section 504 (42 USC 794). The Title IX Coordinator is Andrew Davis, Director of Risk Management &ndash; ADavis6@ebrschools.org, (225) 929-8705. The Section 504 Coordinator is Danielle Staten-Ojo &ndash; DStaten@ebrschools.org, (225) 326-5668.</b></div></div></ul></div><p></p>

Director of Human Resources ( Recruitment and Retention; Quality Assurance)

The Hollywood Roosevelt

<div><p><b>Position Title:</b> Human Resources Manager</p><div><p><b>
Department:</b> Human Resources</p><p><b>
Pay Rate:</b> $69,000-$75,000</p><h2 class="jobSectionHeader"><b>
Position Summary</b></h2><p>
The Human Resources Manager is a key member of the HR team, reporting directly to the Director of Human Resources. This role supports hotel leadership and the HR team in fostering a positive workplace culture. The position focuses on employee relations, investigations, health and safety, wellness programs, participation in benefits administration, employee engagement and recognition, Worker&rsquo;s Compensation, and special projects as assigned.</p><h2 class="jobSectionHeader"><b>
Essential Duties and Responsibilities</b></h2><ul><li>
Provide guidance to employees and managers on a wide range of HR-related questions and issues.</li><li>
Serve as the primary contact for employee relations matters, ensuring concerns are handled in a timely, fair, and consistent manner.</li><li>
Under the direction of the Director of HR, oversee the lifecycle of hotel investigations, including claims of misconduct, harassment, discrimination, and retaliation.</li><li>
Oversee the hotel&rsquo;s Progressive Disciplinary Action Process.</li><li>
Assist with annual audits including retirement plan, group health, and Worker&rsquo;s Compensation.</li><li>
Manage Worker&rsquo;s Compensation claims and coordinate responses to third-party or insurer requests.</li><li>
Monitor and follow up on employee health or injury-related absences.</li><li>
Participate in the administration of employee benefits programs, working in partnership with the Payroll and Benefits Manager.</li><li>
Supervise and mentor the HR Generalist, supporting their growth and development.</li><li>
Assist the Director of HR with projects such as documenting policies, implementing HR programs, preparing turnover reports, and creating other ad hoc reports.</li><li>
Plan and ensure the successful execution of employee engagement initiatives, including appreciation events, celebrations, and recognition programs, while adhering to budget.</li><li>
Support wellness initiatives and foster a culture of inclusion, recognition, and engagement throughout the hotel.</li><li>
Handle other duties as assigned.</li></ul><h2 class="jobSectionHeader"><b>
Education, Work Experience, and Requirements</b></h2><ul><li>
Bachelor&rsquo;s degree or equivalent education/experience in business or human resources.</li><li>
Previous experience as an HR Generalist for at least 2 years.</li><li>
Hotel experience required (HR or operational department).</li><li>
Strong knowledge of federal, California, and Los Angeles employment laws and practices.</li><li>
Excellent written and verbal communication skills.</li><li>
Strong analytical, problem-solving, and organizational skills.</li><li>
Bilingual a plus (English/Spanish).</li><li>
Advanced Microsoft Office skills required (especially Excel).</li><li>
Proven success in human resources leadership and employee engagement.</li></ul><h2 class="jobSectionHeader"><b>
Supervisory Responsibilities</b></h2><p>
Directly manages the Human Resources Generalist. Works in partnership with the Payroll and Benefits Manager to support benefits administration.</p><h2 class="jobSectionHeader"><b>
Physical Demands</b></h2><ul><li>
Ability to sit, stand, or walk for extended periods.</li><li>
Frequent need to stoop, kneel, or crouch during an eight-hour shift or longer.</li><li>
Regular use of hands for handling, reaching, and operating office equipment.</li><li>
Ability to lift, move, and push up to 50 pounds without assistance.</li></ul><h2 class="jobSectionHeader"><b>
Qualifications</b></h2><ul><li>
Strong attention to detail and organizational skills.</li><li>
Ability to multitask and manage time effectively.</li><li>
Flexibility to work weekdays, weekends, holidays, and evenings as needed.</li></ul><h2 class="jobSectionHeader"><b>
Language Skills</b></h2><p>
Ability to read and interpret hotel documents. Ability to communicate effectively in English in one-on-one and small group settings with employees, managers, and guests.</p><h2 class="jobSectionHeader"><b>
Reasoning Ability and Computer Skills</b></h2><p>
Ability to define problems, collect data, establish facts, and draw valid conclusions. Strong proficiency in Microsoft Office programs.</p><h2 class="jobSectionHeader"><b>
Work Environment</b></h2><p>
The work environment characteristics are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made for individuals with disabilities.</p></div></div>

Human Resources Manager

Cedars-Sinai Medical Center

<div><h2 class="jobSectionHeader"><b>Job Description</b></h2><div><p>
The Manager of MN Physician Compensation supports the Director in managing the compensation review and reconciliation process across all medical groups, including those under HHP. This position maintains and assists in making recommendations related to physician compensation plans. The Manager provides leadership and proficiency on physician compensation matters. Under the direction of the Director, this role will be planning, development and implementation of specific pay practices to ensure fair market value, legal compliance with company policies, state and federal regulations. Will be processing of all payroll-related functions for physicians in the medical groups affiliated with the Cedars-Sinai Medical Care Foundation. The Manager will handle and mentor staff in the data analysis and implementation of physician compensation and physician payroll.</p>
Duties and Responsibilities:<ul><li>
Assist in the development and evaluation of physician compensation strategies and models which align with financial and organization objectives and incentivizes physician efficiency and performance.</li><li>
Is responsible for the implementation of physician compensation plans.</li><li>
Works in conjunction with executive management, legal counsel and human resources to develop new agreements and make vital revisions to existing agreements.</li><li>
May serve as a representative on all group compensation committees to provide committee support and mentorship.</li><li>
Maintains the database of all existing agreements and is responsible for managing communication of all changes with financial and/or budgetary impact.</li><li>
Will be managing payments made to contracted physicians as outlined in individual physician contracts</li><li>
Will be handling monthly charge backs made related to medical director, administrative and other duties that may be performed by employed physicians.</li><li>
Performs financial modeling, conducts internal valuations and assessments and/or acquires external valuations for each agreement to ensure compliance with policies and regulatory requirements.</li><li>
Serves as communication liaison with Medical Network Leadership, Business Development, Recruiting, and Finance departments, as well as Medical Network Human Resources and Payroll departments.</li><li>
Manages scheduled changes to physician compensation as indicated in each Employment Agreement (i.e. base rate changes, transitions from guaranteed compensation periods, changes to stipends, incentives, etc.). Ensures that systems are in place to allow for timely notification of these issues</li><li>
Works closely with physician recruitment and leadership to ensure compensation programs are market competitive. Ensures that programs are modified as needed due to competitive market criteria and/or changes in business strategy</li><li>
Leads all aspects of audits of salary changes within each specialty to ensure conformance with established guidelines and procedures.</li><li>
Manages the Physician Payroll process to include oversight over ADP and other third-party HR/Payroll vendors such as MMC and Trinet.</li><li>
Ensures staff is maintaining and updating HR/Payroll records, processing bi-weekly and ad-hoc payrolls, routine and ad-hoc reporting of payroll data, preparing year-end adjustment payrolls, coordinating input of benefits-related data, government reporting, development of payroll processes and policies following all applicable federal, state and local laws and ordinances, and other relevant payroll duties as assigned.</li></ul></div><h2 class="jobSectionHeader"><b><br>
Qualifications</b></h2><div><h2 class="jobSectionHeader"><b>
Education:</b></h2><p>
Bachelor's or Master's degree in Healthcare, Business Administration, or related field with courses in Healthcare, Finance, Accounting, Statistical Analysis preferred.</p><h2 class="jobSectionHeader"><b>
Experience:</b></h2><p>
Five (5) years of experience in Healthcare Finance and physician compensation required.</p></div><h2 class="jobSectionHeader"><b><br>
About Us</b></h2><div>
Cedars-Sinai is a leader in providing high-quality healthcare encompassing primary care, specialized medicine and research. Since 1902, Cedars-Sinai has evolved to meet the needs of one of the most diverse regions in the nation, setting standards in quality and innovative patient care, research, teaching and community service. Today, Cedars- Sinai is known for its national leadership in transforming healthcare for the benefit of patients. Cedars-Sinai impacts the future of healthcare by developing new approaches to treatment and educating tomorrow's health professionals. Additionally, Cedars-Sinai demonstrates a commitment to the community through programs that improve the health of its most vulnerable residents.</div><h2 class="jobSectionHeader"><b><br>
About the Team</b></h2><div>
With a growing number of primary urgent and specialty care locations across Southern California, Cedars-Sinai&rsquo;s medical network serves people near where they live. Delivering coordinated, compassionate healthcare you can join our network of clinicians and physicians to improve the healthcare people throughout Los Angeles and beyond.</div><br>
<b>
Req ID</b> : 12021<br>
<b>Working Title</b> : Manager, MN Physician Compensation - Accounting/Compensation<br>
<b>Department</b> : MNS Accounting<br>
<b>Business Entity</b> : Cedars-Sinai Medical Center<br>
<b>Job Category</b> : Human Resources<br>
<b>Job Specialty</b> : Compensation<br>
<b>Overtime Status</b> : EXEMPT<br>
<b>Primary Shift</b> : Day<br>
<b>Shift Duration</b> : 8 hour<br>
<b>Base Pay</b> : $57.33 - $94.60</div>

Manager, MN Physician Compensation - Accounting/Compensation

New Horizons

<div>
 Are you passionate about making a meaningful impact in the lives of individuals with special needs? Do you thrive in a fast-paced, people-centered environment where collaboration and purpose drive every day?
 <br/>
 <br/>
 We're seeking a dedicated
 <strong>
  HR Generalist
 </strong>
 to join our passionate, mission-driven team. In this vital role, you'll partner with staff, supervisors, and external partners to manage core HR functions&mdash;including payroll, benefits, training, and employee support&mdash;while ensuring compliance and maintaining accurate, up-to-date records. If you're a proactive, relationship-focused professional who values teamwork and meaningful work, we want to hear from you!
 <br/>
 <br/>
 <strong>
  Pay Rate: $30.00-$32.00
  <br/>
  <br/>
 </strong>
 <strong>
  ESSENTIAL DUTIES AND RESPONSIBILITIES
 </strong>
 include the following:
 <br/>
 <br/>
 <strong>
  HR Operations:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Tracks performance evaluations and other required time-sensitive employee credentials. Monitors due dates and sends monthly or annual reminders
  </li>
  <li>
   Responsible to maintain and update employee required documents in Workable (ATS). This includes nursing licenses, annual physicals, vaccine shots as well as proof of employment such as work permit and proof of permanent residence
  </li>
  <li>
   Maintain records of personnel-related data in both paper and e-file and ensure all employment requirements are met
  </li>
  <li>
   Serves as Liaison between NH employees and current PEO for any system issues as needed - Employee Portal, iSolve, Novatime, Synerion
  </li>
  <li>
   Conducts initial investigation on occupational injuries and prepares reports for the ADHR's review as needed
  </li>
  <li>
   Manages the processes of completing VOE, EDD, employee inquiries including benefits
  </li>
  <li>
   Serves as back up to the ADHR in processing LOAs as needed
  </li>
  <li>
   Works closely with HR Team members in coordinating all new hires and staff changes are properly entered into HRIS system before processing the next payroll
  </li>
  <li>
   Coordinates the processing of the final checks, conducts exit interviews and retrieval of the Agency's properties such as keys, badge, phone, laptop, etc
  </li>
  <li>
   Reviews and confirms separating employees with the ADHR or Sr. Director of Human Resources (SDHR) prior to submitting final check request to Payroll
  </li>
  <li>
   Serves as back up to the ADHR for reporting employee vehicle accidents and conducting investigation as needed
  </li>
  <li>
   Oversees agency key management and its distribution approved by the ADHR or SDHR
  </li>
  <li>
   Provides direction to the office clerk with clerical duties and other administrative functions in accordance with skill level
  </li>
  <li>
   Redirects HR related calls or distribute correspondence to the appropriate person of the team
  </li>
  <li>
   Arrange special events such as EE recognition and morale-boosting activities approved by SDHR
  </li>
  <li>
   Creates and maintains an annual calendar of all HR activities which includes special events and compliance dates
  </li>
  <li>
   Participates and records HR-related committee meetings as requested
  </li>
  <li>
   Informs the SDHR of all significant matters relating to internal controls, compliance and ethical-related matters as needed
  </li>
  <li>
   Maintains and oversees strict confidentiality and security of all employee personnel files and other confidential information within the HR department
  </li>
  <li>
   Under the supervision of ADHR, coordinates the long-term storage and/or destruction of records in accordance with Record Storage policy. Ensures fulfillment of HIPAA requirements in relation to HR information, contracts, and records
  </li>
  <li>
   Serves as back up to HR team as needed
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Benefits And Retirement Plan
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Assist with benefit enrollments
  </li>
  <li>
   Works closely with PEO before, during and after annual Open Enrollment to ensure smooth transition
  </li>
  <li>
   Works closely with payroll to ensure employer benefit contribution and 401(k) match is according to agency policy
  </li>
  <li>
   Serves as Liaison between NH employees and current PEO for any benefits - related matters
  </li>
  <li>
   Coordinates employee benefit deductions with SDHR during an approved leave of absence. The employee's portion may be paid by either benefit pay or employee's personal payment to ensure continuance of benefits
  </li>
  <li>
   Coordinates with PEO or provider representatives to resolve benefit issues
  </li>
  <li>
   Provides reports and analyses as directed by the ADHR, SDHR and/or by the COO
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Accrued Vacation and Sick Liability
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Confirms accuracy of individual employee accruals according to agency policy and employee's classification
  </li>
  <li>
   During an approved leave of absence, ensures that employee does not continue to accrue sick or vacation hours.
  </li>
  <li>
   Trains staff and supervisors on how to check for amount of available vacation and sick time as requested
  </li>
  <li>
   Provides analysis and reports on employee vacation and sick balances as requested
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Recruitment And Retention Functions
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Processes background checks including reference checks on selected candidates and documents all responses for ADHR's or SDHR's review and approval
  </li>
  <li>
   Follows up with applicant to ensure each step of the post-offer process has been completed
  </li>
  <li>
   Conduct new hire orientation, including a campus tour, to introduce employees to company culture, policies, and facilities as needed
  </li>
  <li>
   Conducts follow-up with new hires at 30, 90, and 120 days to ensure their success in the role, addressing any concerns and providing support. Collaborates with supervisors as needed to facilitate smooth integration and ongoing development
  </li>
  <li>
   Compiles HR metrics and prepares reports that pertain to recruitment, hiring and retention statistics
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The core competencies listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
 <br/>
 <br/>
 <ul>
  <li>
   Compliance &amp; Legal Knowledge - In-depth understanding of applicable state, federal, and auditing agency regulations, ensuring compliance with all relevant laws and standards
  </li>
  <li>
   Adherence to Standards - Ability to pursue and maintain the established operational standards, ensuring consistency and alignment with organizational goals
  </li>
  <li>
   Payroll &amp; HR Regulations - Competent knowledge of payroll processes, human resources regulations, and procedures specific to assigned areas of responsibility
  </li>
  <li>
   HR Technology - Proficiency with HR systems and tools for data management and reporting
  </li>
  <li>
   Time Management &amp; Multi-tasking - Prioritizing tasks and managing multiple responsibilities
  </li>
  <li>
   Ethical &amp; Professional Conduct - Commitment to upholding the ethical, professional, and technical expectations outlined in the job description, ensuring integrity in all HR activities
  </li>
  <li>
   Collaboration &amp; Coordination - Strong ability to effectively coordinate and collaborate with other employees and departments to ensure timely and accurate completion of tasks
  </li>
  <li>
   Communication Skills - Excellent written and verbal communication skills, capable of clearly conveying information to employees, management, and external stakeholders
  </li>
  <li>
   Independent Judgment &amp; Problem Solving - Ability to work independently, exercising sound judgment to resolve issues and make decisions with minimal supervision
  </li>
  <li>
   Cross-Functional Teamwork - Skilled in working with the Administrative Team and collaborating with all levels of management to meet organizational objectives.
   <br/>
   <br/>
  </li>
 </ul>
 EDUCATION and/or EXPERIENCE:
 <strong>
  The Human Resources Generalist must possess an associate's degree. Bachelor's degree is preferred. At least three years of progressive human resources experience. Experience may be substituted for education at the discretion of the Sr. Director of Human Resources.
  <br/>
  <br/>
 </strong>
 <strong>
  Benefits
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Medical Insurance
  </li>
  <li>
   Dental Insurance
  </li>
  <li>
   Vision Insurance
  </li>
  <li>
   Life Insurance
  </li>
  <li>
   401K Matching
  </li>
  <li>
   Vacation Hours
  </li>
  <li>
   Paid Sick Leave
  </li>
  <li>
   Holiday Pay
  </li>
  <li>
   Discounts Program
  </li>
  <li>
   FSA
  </li>
  <li>
   And more..
  </li>
 </ul>
</div>


HR Generalist

TruAmerica Multifamily, LLC

<div><p>porting to the Chief People Officer, the People Operations Project Manager will be responsible for special projects within the People Operations function. This role is crucial in assisting the team to complete essential projects that impact day-to-day operations. The ideal candidate will have a foundational understanding of human resource (HR) operations and a passion for improving operational efficiency.</p><br>
<p><b>
Tasks and Responsibilities</b><br>
The People Operations Project Manager will advance multiple essential projects while handling various HR tasks as assigned by the Chief People Officer.
<br>
<br>
Key responsibilities include:</p>
<ul><li>
Developing comprehensive onboarding guides for colleagues, managers, and interns to enhance the onboarding experience and support new employees.</li><li>
Creating a specialized Leave of Absence Guide for California, focusing on disability and baby bonding time, as well as a General Leave of Absence Guide summarizing types of leaves across different states. These guides will replicate company handbook information, detail workflow processes in the UKG system, and provide guidelines for accessing leave of absence counseling.</li><li>
Collaborating with the People Operations Director to develop a concise orientation guide for new hires, incorporating relevant snippets and URLs from the detailed onboarding guide.</li><li>
Assisting in configuring the UKG system to ensure notifications function correctly, provide valuable information, and present text in a user-friendly manner, educating users and admins about the sequence of events.</li><li>
Developing and maintaining dashboards and reports to track key metrics and performance indicators, presenting data-driven insights and recommendations to the Chief People Officer.</li><li>
Handling various HR tasks as needed, supporting the development and execution of change management plans for new initiatives. This includes communicating changes effectively to stakeholders, providing training documents, and facilitating smooth transitions and adoption of new processes and systems.</li><li>
Assisting with People Operations projects and initiatives that comply with relevant laws, regulations, and company policies. This involves identifying and mitigating risks associated with People Operations activities and maintaining accurate and up-to-date project documentation and records.</li></ul><br>
<p><b>
Abilities/Qualifications</b><br>
A candidate pursuing a bachelor&rsquo;s degree in human resources, business administration, or a related field is preferred but not required. Relevant coursework or certification is also preferred. Candidates should have:</p>
<ul><li>
A basic understanding of human resources processes, policies, and best practices.</li><li>
Strong organizational, analytical, and problem-solving skills.</li><li>
Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels.</li><li>
Basic data analysis skills and familiarity with HR metrics and reporting.</li><li>
The ability to manage multiple priorities effectively in a fast-paced, dynamic environment.</li></ul><br>
<p><b>
Physical Demands</b><br>
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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</p>
<ul><li>
Ability to sit for up to 10 hours per day at a desk or working on a computer.</li><li>
Ability to move freely around the office for up to 10 hours per day.</li><li>
Ability to communicate verbally and in writing.</li></ul><br>
<p><b>
Equal Opportunity Employer</b><br>
TruAmerica Multifamily is an equal opportunity employer committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws.</p>
<p>
This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and internships. TruAmerica Multifamily makes hiring decisions based solely on qualifications, merit, and business needs at the time.</p><br>
<p>
NO RECRUITERS PLEASE.</p></div>

HR Project Manager

<div></div><div><ul><div><div>JobID: 13573</div></div><br>
<p></p><div><div><b>
Position Type:</b><br>
 DISTRICT ADMINISTRATION<br>
</div><div><b>
Date Posted:</b><br>
 9/9/2025<br>
</div><div><b>
Location:</b><br>
 TBD<br>
</div><div><b>
Closing Date:
</b><br>
 09/23/2025</div><div><b><br>
Job Title: Director of Labor Relations</b></div><br>
<div><b>Reports To: Immediate Supervisor</b></div><br>
<div><b>Prepared By: The Division of Human Resources</b></div><br>
<div><b>Board Approved Date:</b></div><br>
<div><b>Pay Grade Range: AD104</b></div><br>
<div></div>
<div><b>Summary: The job of Director of Labor Relations is done for the purpose/s of planning, implementing, directing and maintaining the district's negotiations, labor relations and contract management including processing grievances; serving as chief negotiator for the District; and maintaining staffing to ensure that all related functions conform to district, state, and federal requirements.</b></div><br>
<div><b>Essential Duties and Responsibilities:</b></div><br>
<ul><li><div><b>Manages a range of labor relations and negotiations processes for the purpose of ensuring compliance with district, state and/or federal regulations.</b></div>
</li><li><div><b>Serves as chief negotiator for the District and hearing officer for grievances processes for the purpose of representing the District&rsquo;s interest in labor negotiations and/or resolving grievance issues.</b></div>
</li><li><div><b>Administers provisions of labor and/or professional association negotiated agreements for the purpose of maintaining a fair and positive relationship with various labor unions and ensuring compliance with all relevant local, state and federal regulations.</b></div>
</li><li><div><b>Participates in meetings (e.g. Board meetings, workshops, seminars, conferences, negotiations, hearings, etc.) for the purpose of conveying and gathering information regarding a wide variety of subjects required to carry out their administrative responsibilities.</b></div>
</li><li><div><b>Monitors personnel policies for the purpose of ensuring conformance to relevant agreements.</b></div>
</li><li><div><b>Interprets contract language, Education Code and employment regulations for the purpose of ensuring compliance with district, local, state and federal requirements.</b></div>
</li><li><div><b>Collaborates and provides assistance to administrators and managers regarding contract interpretation and evaluation of staff for the purpose of ensuring compliance with established practices and regulations.</b></div>
</li><li><div><b>Communicates with other employees, departments, administrators and the public for the purpose of providing information and assistance concerning.</b></div>
</li><li><div><b>District employment, labor relations and negotiations procedures and related legal requirements.</b></div>
</li><li><div><b>Responds to written and verbal inquiries from a variety of internal and external sources (e.g. staffing, conflicts in policies and regulations, community concerns, parental requests, etc.) for the purpose of identifying the relevant issues and recommending or implementing a remediation plan.</b></div>
</li><li><div><b>Maintains manual and electronic documents, files and records for the purpose of providing accurate information in compliance with district regulations.</b></div>
</li><li><div><b>Prepares a wide variety of materials in written and electronic formats (e.g. reports, memos, letters, policies, presentations, etc.) for the purpose of documenting activities, providing written reference and/or conveying information.</b></div>
</li><li><div><b>Research information for the purpose of providing additional information and/or recommendations, to address a variety of labor relations and negotiations requirements.</b></div></li><br>
</ul><div><b>Other Duties:</b></div><br>
<div><b>Other duties as assigned that are related to the functions of the position.</b></div><br>
<div><b>Essential Functions/Qualifications/Requirements:</b></div><br>
<div><b>Education and Experience:</b></div><br>
<div><b>Bachelor's degree from an accredited college or university with major course work in personnel and industrial relations or related field. A Master&rsquo;s degree is desirable. Five (5) years of successful professional occupational experience including principles and practices of labor negotiations, preferably in an educational setting. A Master&rsquo;s degree in one of the above-identified fields may substitute for two (2) years of the required experience. Any other combination of education, training and experience which proves the candidate is likely to have the skill, knowledge, and ability essential for this position may be considered.</b></div><br>
<div><b>Work Environment Conditions:</b></div><br>
<div><b>The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</b></div><br>
<div><b>Professional Conduct:</b></div><br>
<div><b>The Employees are required to maintain a high standard of professional conduct. Breach of said professional conduct includes, but is not limited to, neglect of duty, dishonesty, engagement in acts that are contrary to East Baton Rouge Parish School System policy, unlawful activities, or any other conduct which is seriously prejudicial to the school system.</b></div><br>
<div><b>Technological Abilities:</b></div><br>
<div><b>To perform this job successfully, an individual must be proficient in general use of a computer, the use of Email as a form of communication, and other job-specific equipment, software, and/or applications.</b></div><br>
<div><b>Note: New employees coming to EBRPSS/current employees new to a position, must use the Verifent website to verify qualifying years of experience (outside of EBRPSS) aligned to the job description. All new employees to the district/current employees new to a position will receive 0 years of experience aligned to the job description until the verification of previous experience aligned to the job description is received.</b></div><br>
<div><b>Verifient Link</b></div><br>
<div><b>Experience verifications must be received in the Office of Human Resources within the first 6 months of employment in order to be eligible for a retroactive payment.</b><br>
<br>
<br>
<b>The East Baton Rouge Parish School System and all of its entities (including Career and Technical Education Programs) do not discriminate on the basis of age, race, religion, national origin, disability, or gender in its educational programs and activities (including employment and application for employment), and it is prohibited from discriminating on the basis of gender by Title IX (20 USC 168) and on the basis of disability by Section 504 (42 USC 794). The Title IX Coordinator is Andrew Davis, Director of Risk Management &ndash; ADavis6@ebrschools.org, (225) 929-8705. The Section 504 Coordinator is Danielle Staten-Ojo &ndash; DStaten@ebrschools.org, (225) 326-5668.</b></div></div></ul></div><p></p>

Director of Labor Relations

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