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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)

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hr and payroll coordinator Jobs in Los Angeles

hr and payroll coordinator

director of human resources recruitment and retention quality assurance

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)

Alliant Human Capital

<div>
 <strong>
  Vice President, Human Resources
  <br/>
  <br/>
 </strong>
 <strong>
  Hospital Association of Southern California (HASC)
  <br/>
  <br/>
 </strong>
 <strong>
  Location:
 </strong>
 Downtown Los Angeles, CA (515 S. Figueroa Street, Suite 1300)
 <br/>
 <br/>
 <strong>
  Compensation:
 </strong>
 $175,000&ndash;$200,000 (Full-time, Exempt)
 <br/>
 <br/>
 <strong>
  Benefits:
 </strong>
 Retirement plan, health/dental/vision insurance, paid sick leave, generous PTO, paid holidays, flexible scheduling
 <br/>
 <br/>
 <strong>
  Position Summary
  <br/>
  <br/>
 </strong>
 HASC&rsquo;s Vice President, Human Resources (VP &ndash; HR) is a strategic member of the Executive Team, reporting directly to the CEO. This leader is responsible for shaping a high-performance culture focused on quality, productivity, and workforce excellence. The VP &ndash; HR oversees HR operations and strategy, including organizational development, talent management, compliance, compensation and benefits, and legal risk mitigation.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Strategic Leadership
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner with the CEO and Executive Team on cultural transformation, workforce planning, leadership development, and strategic decision-making.
  </li>
  <li>
   Lead strategic initiatives to align HR functions with HASC&rsquo;s long-term goals.
  </li>
  <li>
   Serve as a key advisor on legal compliance, risk mitigation, and organizational effectiveness.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Human Resources Operations
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Oversee HR operations including recruitment, compensation, benefits, performance management, training, employee relations, and compliance.
  </li>
  <li>
   Drive innovation in HR practices through data-driven decision-making and implementation of HRIS and performance systems.
  </li>
  <li>
   Develop and evaluate HR metrics and analytics to inform planning and measure success.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Team Development &amp; Leadership
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead and develop the HR team, ensuring accountability and professional growth.
  </li>
  <li>
   Set and review performance goals and compensation for HR staff.
  </li>
  <li>
   Champion a diverse, inclusive, and engaging workplace culture.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Talent Management &amp; Workforce Planning
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead workforce planning, recruitment, and retention strategies.
  </li>
  <li>
   Oversee onboarding, succession planning, and leadership development.
  </li>
  <li>
   Drive initiatives that improve employee engagement and performance.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Legal, Risk &amp; Compliance
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Stay current on HR regulations; ensure policies reflect evolving employment laws and best practices.
  </li>
  <li>
   Work closely with legal counsel on employment litigation, workplace investigations, and dispute resolution.
  </li>
  <li>
   Ensure accurate, confidential HR recordkeeping and documentation.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Organizational Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Promote organizational effectiveness through performance management, education, training, and job redesign.
  </li>
  <li>
   Lead change management initiatives and help forecast HR needs.
  </li>
  <li>
   Support cross-functional collaboration and conflict resolution across departments.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Executive Team Contributions
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Collaborate with executive leadership on staffing strategy and organizational structure.
  </li>
  <li>
   Attend Board and Executive Committee meetings as needed.
  </li>
  <li>
   Represent HASC at external functions and in strategic partnerships.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 <strong>
  Education &amp; Credentials
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s in HR, Business Administration, or related field required; Master&rsquo;s or JD preferred.
  </li>
  <li>
   Preferred certifications: SHRM-SCP, SPHR, PHRca, SHRM California Law Specialty Credential.
  </li>
  <li>
   Ongoing professional development in employment law and DEI encouraged.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10+ years in senior HR management, with oversight of 75+ employees.
  </li>
  <li>
   Proven track record in strategic HR leadership, legal compliance, employment litigation, and workforce development.
  </li>
  <li>
   Healthcare or hospital association experience strongly preferred.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Skills &amp; Competencies
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Expertise in employment law, labor relations, employee engagement, compensation, and analytics.
  </li>
  <li>
   Strong leadership, communication, and influencing skills.
  </li>
  <li>
   Ability to manage risk, drive organizational change, and foster innovation.
  </li>
  <li>
   Proven experience leading high-performing, engaged teams.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Physical &amp; Cognitive Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Ability to sit, walk, or stand for extended periods; occasional lifting up to 25 lbs.
  </li>
  <li>
   Manual dexterity for computer use (70&ndash;85% of time).
  </li>
  <li>
   Strong analytical, verbal, and problem-solving skills.
  </li>
  <li>
   Ability to manage stress and multiple priorities effectively.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  TRAVEL
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Occasional travel to conferences, meetings, and HASC satellite offices required.
  </li>
  <li>
   Must have a valid driver&rsquo;s license and appropriate insurance if using personal vehicle.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  How To Apply
  <br/>
  <br/>
 </strong>
 Submit a cover letter, resume, and three professional references (name, title, affiliation, phone, and email).
</div>


Vice President of Human Resources

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

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

MLK Community Healthcare

<div><div><p>If you are interested apply online or send your resume to jamoreno@mlkch.org</p><p><b>
POSITION SUMMARY</b></p><p>
Under the direction of the Human Resources Director, the HR Communications and Engagement Specialist is responsible for developing and implementing effective internal communication strategies and engagement initiatives to foster a positive work environment, enhance employee performance and satisfaction, and support the professional growth and skill development of leaders and employees. This role will collaborate with various stakeholders, including Sr. Leadership, HR, leadership, Management and employees, to ensure effective communication and engagement across the organization. The HR Communications and Engagement Specialist will also assist in the creation and maintenance of a diverse range of HR-related communications and learning and development content, including intranet pages, screensavers, posters, and flyers. Additionally, they will plan and execute employee events and campaigns related to engagement and retention, aligning with MLKCH's strategic objectives of retaining high-quality staff and creating an exceptional employee experience. This role will also help assess and coordinate leadership development programs and in addition with time permitting to assisting with employee career development as well.</p><p><b>
ESSENTIAL DUTIES AND RESPONSIBILITIES
</b></p><ul><li>Create and implement a comprehensive HR internal communication plan, including newsletters, intranet, and email updates.</li><li>
Design and manage HR communication channels to ensure consistent and timely dissemination of information and company updates.Develop strategies, processes, and tools to swiftly and effectively respond to a variety of situations, both routine and emergent.
</li><li>Write and edit engaging content for various HR communication platforms. Help deliver clear, effective content to build employee awareness of initiatives such as wellness, compensation and benefits, onboarding, training, career development, and other employee engagement opportunities.
</li><li>Develop and implement employee engagement initiatives, such as recognition programs, team-building activities, and surveys.</li><li>
Organize and coordinate employee events, town halls, and meetings to promote transparency and open communication.</li><li>
Assess training needs and assist in the development of a learning and development strategy and execution of classes/acitivites to support learning for leaders and when possible, non management staff.
</li><li>Collaborate with subject matter experts to design and deliver engaging training programs.</li><li>
Evaluate the effectiveness of training programs through feedback collection and analysis.</li><li>
Assist in enhancing HR processes, policies, and employee onboarding and retention strategies.</li><li>
Partner with the Strategic Communications team to align internal messaging and maximize employee engagement.</li><li>
Actively engage with employees to understand their experiences and communicate relevant information.</li><li>
Use online content management systems and analytics tools to optimize communications strategy.</li><li>
Support employee retention initiatives and craft messaging for campaigns.</li><li>
Assist in creating and implementing a communication strategy around MLKCH being an employer of choice.
</li><li>Ensure MLKCH's culture and brand values are reflected in all communication.</li><li>
Assist in planning and executing internal events related to retention and employee well-being.</li><li>
Manage HR-related events calendar and coordinate vendors for design, photography, and video shoots.</li><li>
Collaborate with MLKCH's Strategic Communications team to avoid overlap and ensure smooth campaign execution.</li><li>
Maintain a flexible work schedule to accommodate employee engagement events.</li><li>
Other duties as assigned.</li></ul><p>
Given the nature of the work, some activities may require after or before normal work hours and weekend work, as appropriate.</p><br>
<p></p>
</div><div></div><div><div><p><b>POSITION REQUIREMENTS</b></p><p><b>
A. Education</b></p><ul><li>
Bachelor&rsquo;s degree required, preferably in journalism, public relations, marketing, communications or other related field</li></ul><p><b>
B. Qualifications/Experience</b></p><ul><li>
3-5 years of experience in internal communications, employee engagement, or related fields, preferably in healthcare or a similar industry.</li><li>
Proven track record in developing and executing effective internal communication strategies and initiatives.</li><li>
Strong written and verbal communication skills, with the ability to create engaging content for various communication channels.</li><li>
Excellent interpersonal skills with the ability to effectively communicate and collaborate with employees at all levels of the organization.</li><li>
Solid organizational and administrative skills, with the ability to manage multiple projects and deadlines.</li><li>
Demonstrated experience in coordinating and facilitating training programs, specifically for leadership and front-line staff.</li><li>
Proficiency in utilizing content management systems, social media platforms, and digital asset management tools.</li><li>
Knowledge of digital best practices and trends in internal communications and employee engagement.</li><li>
Basic graphic design skills and the ability to create visually appealing materials using existing design platforms.</li><li>
Familiarity with reporting tools such as Bananatag, Sharepoint, and Project Management.</li><li>
Ability to work independently, problem-solve, and achieve goals through teamwork and collaboration.</li><li>
Bilingualism in Spanish is highly preferred, but not mandatory.</li></ul><p><b>
C. Special Skills/Knowledge</b></p><ul><li>
 HR Certification Preferred.</li></ul>
</div></div><div>MLKCH Video</div></div><div></div>

HR Communications and Engagement Specialist

Sevan Multi-Site Solutions

<div><p>Sevan Multi-Site Solutions is a veteran-owned business that provides construction, program management, real estate &amp; site development, and architecture &amp; engineering services for restaurant, grocery, fuel and convenience store, retail, and government sectors nationwide. We work with leading brands like McDonald&rsquo;s, Starbucks, Sprouts, and BP, to name a few. At Sevan, we provide the talent, technology, and trusted expertise needed to consistently deliver excellence in multi-site construction.</p>
<p>Sevan is an INC. 5000 Fastest-Growing Company &ndash; Great Places to Work 2024 &ndash; 2024 HIRE Vets Gold Medallion Award - Best Places to work in Chicago &rsquo;20, &rsquo;21, &rsquo;22, &rsquo;23, &ndash; Best Places to Work in Construction 2023</p>
<p><b>Summary:
</b></p><p>The Operations Director, Construction Services, leads the delivery of general contracting services for the company throughout the nation. The Operations Director is responsible for growing new internal and external clients, developing winning bid packages, and delivering construction projects for government construction projects. This role leads a team responsible for all project phases including pre-bid and bid, preconstruction, construction, and closeout. The role is responsible for delivering profitable projects on schedule, on budget, within scope in a safe manner.</p>
<p><b>Strategy</b>: Understands strategy and contributes to development as appropriate for construction services. Responsible for executing policies and procedures that support the company&rsquo;s at-risk construction strategy.
</p><p><b>People</b>: Resources, programs, and projects including accountability for team utilization. Responsible for leading the recruitment, hiring, development, coaching, performance management, and retention for teams and individuals.
</p><p><b>Business Development:</b> Works with existing clients to generate additional business development/sales opportunities and backlog. Targets the generation of 6 months of continuous backlog.
</p><p><b>Client Satisfaction</b>: Ensures client satisfaction around programs and projects. Maintains consistent communication and receives feedback from clients.</p>
<p><b>Finance</b>: Responsible for profit and loss for the line of business. Responsible for establishing the necessary controls to ensure that all project financial targets are met.
</p><p><b>Operations</b>: Focuses on operational execution. Aligns projects and resources appropriately to ensure correct staffing, on-schedule execution, and timely delivery of all requirements.</p>
<p><b>Performance Excellence &amp; Safety</b>: Establishes the controls necessary to ensure all projects meet scope, schedule, budget, quality, and safety objectives. Ensures and elevates performance excellence and safety.</p>
<p><b>Essential Duties and Responsibilities:
</b></p><ul><li>Prepares, reviews, and submits program/project proposals that define goals, time frame, budget limitations, procedures for accomplishing project, staffing requirements, and allotment of resources.</li>
<li>Prepares, reviews, and submits program/project plans specifying goals, strategy, staffing, scheduling, identification of risks, contingency plans, and allocation of available resources.</li>
<li>Monitoring the activities of the project team to ensure project success through reviewing the processes, progress, and results of the following: client satisfaction, team effectiveness, employee development, financial goals, quality and schedule.</li>
<li>Responsible for the development of Standard Operational Procedures (SOP) for clients and Sevan.</li>
<li>Represents Sevan Team at leadership meetings and conferences both internally and externally.</li>
<li>Interacts on a regular basis with Sevan Leadership and Support Department Teams to assist in accomplishing objectives.</li>
<li>Identifies opportunities to increase support or services to existing clients.</li>
<li>Develops and maintains relationships with potential clients, subcontractors and vendors to help develop new opportunities.</li>
<li>Evaluates monthly program financial performance.</li>
<li>Encourages employee growth by mentoring and managing development plans.</li>
<li>Oversees the development of estimates of material, equipment, and production costs, performance requirements, and delivery schedules to ensure completeness and accuracy.</li>
<li>Sources contractors, vendors, and third-party providers as required for project success.</li>
<li>Prepares or oversees the preparation and evaluation of bids, process specifications, test and progress reports, and other exhibits that may be required.</li>
<li>Negotiates contract with customer or bidder.</li>
<li>Awards and administers contracts, including final approval of payment.</li>
<li>Other duties as assigned.</li>
</ul>
<p><b>Qualifications:
</b></p><ul><li>Minimum 4-year degree in an accredited construction related program or equivalent.</li>
<li>A minimum of fifteen years validated general contracting experience responsible for the delivery of at-risk construction projects between $500,000 and $10,000,000 in scope and size.</li>
<li>Demonstrated mastery in the skills of general construction services including all phases of construction &ndash; estimating, bid, preconstruction, construction, and closeout.</li>
<li>Demonstrated experience leading and managing multiple project teams delivering construction services on dispersed sites with diverse clients.</li>
<li>Proven experience delivering construction projects within our key sectors, including restaurant, retail, grocery, gas station/c-store, and/or government.</li>
<li>Multiple state General Contracting licenses preferred and / or ability and willingness to quickly acquire GC license in multiple states.</li>
<li>Demonstrated experience utilizing construction software including and not limited to Microsoft projects, Primavera P6, Procore and / or other PM software, RS Means and / or other estimating software, Building Connected, Trade Tap and / or other B2B solicitation and qualification software.</li>
</ul>
<p><b>Why Join Sevan?</b></p>
<p>At Sevan, we believe in creating a supportive and dynamic environment where your contributions truly matter. Here&rsquo;s what you can expect as part of our team:</p>
<ul><li>Live Our Values: Join a company that values integrity, respect, teamwork, excellence, and charity. These principles are at the heart of everything we do.</li>
<li>Champion Key Initiatives: Play a vital role in driving Sevan-wide initiatives like Safety and Sustainability, ensuring positive impacts for our people and the planet.</li>
<li>Inspire and Lead: Help us bring our vision to life by embracing our commitment to Service, Talent, and Choices&mdash;you&rsquo;ll have a voice in shaping the future.</li>
<li>Set the Standard: Be a role model for professional behavior, fostering a workplace culture that motivates and inspires others.</li>
<li>Grow With Us: Take charge of your personal and professional growth through hands-on experience, engaging training programs, and opportunities to mentor interns and co-ops.</li>
<li>Support Development of Top Brands: Opportunity to work behind the scenes supporting efforts for industry leaders like McDonald&rsquo;s, Starbucks, and 7-Eleven.</li>
</ul>
<p></p><p><b>Pay &amp; Benefits:</b><b>
</b></p><p>The anticipated compensation range for the position is $130,000 to $170,000, is based on a full-time schedule, market and business conditions, and is commensurate on individual education, qualifications, and experience. Benefits include medical, dental, vision, life, and disability insurances, flexible paid time off, paid holidays, sick time, and a matching 401K plan.</p>
<p><b>Work Conditions</b><b> &amp; Travel:</b></p>
<p>This is a remote based role with recurring travel as needed. A highly collaborative environment that flourishes when individual and team contributions combine to achieve target goals and objectives. Able to work remotely in a home office setting and manage time effectively with multiple projects and deadlines. Travel (30-50%) to job sites, meetings, and events as needed. Regularly required to sit; occasionally required to stand; walk; occasionally lift and/or move up to 15 pounds.</p>
<p><i>Sevan Multi-Site Solutions, Inc. is proud to be an equal opportunity employer committed to a diverse and inclusive work environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, marital status, genetics, disability, pregnancy, veteran status or any other basis protected by law.</i></p></div>

Operations Director, Government Construction Services

Center for Employment Opportunities

<div><p><b>People and Culture Specialist</b></p>
<p><b>
Los Angeles, CA</b></p>
<p><b>
Hybrid</b></p>
<p><b>
Anticipated deadline to submit application: September 16 at 12:00pm PST. Position may close early if application limit is met. Apply promptly for full consideration.</b></p>
<p><b>
The Opportunity</b></p>
<p>
The People and Culture Specialist will join the Employee Experience (EX) team whose mission is to promote an inclusive, engaging, and meaningful work experience for all of our employees through all areas of the talent lifecycle.</p>
<p>
The Specialist, People and Culture leads the design, development, delivery, and administration of programming and initiatives in support of CEO's organizational culture, employee engagement and retention, and belonging. They coach and support teams, leaders, and individuals to drive and embed CEO's values in our daily practice at CEO.</p>
<p>
As part of our mission, we strongly encourage individuals who have lived experience of incarceration or involvement in the justice system to apply for this role.</p>
<p><b>
Who We Are</b></p>
<p>
The Center for Employment Opportunities (CEO) provides employment services to people recently released from incarceration. Across the United States, 8,000-9,000 people participate in CEO each year, transitioning to employment that supports themselves, their families, and their communities.</p>
<p>
What began as a demonstration project of the Vera Institute of Justice in the 1970s to address employment barriers facing the formerly incarcerated following release in New York City has grown into the leading reentry employment organization in the country, where over 30,000 formerly incarcerated individuals have secured full-time employment since 1996.</p>
<p><b>
Who You Are</b></p>
<ul>
<li>You have 5+ years of experience in program management (in Human Resources preferred)</li>
<li>You have in-depth knowledge of best practices related to organizational culture, employee engagement, and fostering belonging in the workplace</li>
<li>You have demonstrated success in trust building and developing and managing initiatives that involve motivating, coordinating, and collaborating with geographically dispersed, diverse teams</li>
<li>You have demonstrated success in managing multiple projects and programs simultaneously, responding quickly and positively to shifting demands and opportunities</li>
<li>You are experienced in coaching others to short and long term outcomes in the area of organizational culture with creative, targeted, and sustainable solutions</li>
<li>You have the ability to streamline and optimize processes without compromising on impact</li>
<li>You are passionate about culture and equity-building work to ensure all employees have opportunities to achieve their full potential</li>
<li>You have a high degree of curiosity, empathy, and emotional intelligence</li>
<li>You are collaborative, resilient, open, and growth-minded when faced with difficult conversations and feedback</li>
<li>You have strong verbal and written communicator and facilitator, with the ability to communicate information through a variety of formats</li>
<li>You have the ability to focus on data and feedback to drive and inform drive strategy and decision-making</li>
<li>You are adept and skilled at maintaining confidentiality and trust as a member of the HR team</li>
</ul>
<p><b>What You'll Be Responsible For</b></p>
<p>
Responsibilities of the People and Culture Specialist will include, but are not limited to, the following:</p>
<p><i>
Initiative and Program Management (60%)</i></p>
<ul>
<li>Develop, implement, and manage CEO's Affinity Group Program and Inclusion Training Series</li>
<li>Create and manage schedules, identify facilitators, and provide tools, processes, communication, and resources to enable successful execution and administration of culture and engagement programs</li>
<li>Work effectively with leaders and cross-functional teams to design, develop, and implement additional initiatives and programs that drive organizational culture and engagement during all phases of the talent lifecycle, including hiring, onboarding, ongoing development, performance management, and retention</li>
<li>Project manage and support, sometimes in cross-organizational teams and groups, initiatives and programs that support the retention, development, and mobility of our justice-impacted staff, leading efforts to collect, organize, analyze, and share data that supports the organization's understanding of progress to goals and take action</li>
<li>Use employee feedback and data to assess the impact of learning and culture programs, support continuous improvement, and adapt to evolving development needs</li>
<li>Support the development and delivery of the full People Analytics strategy including surveys on onboarding, engagement, and exits, partnering with People Analytics on analysis, reporting, and sharing recommendations based on key findings</li>
</ul>
<p><i>Coaching and Consultation (20%)</i></p>
<ul>
<li>Serve as an advisor for Employee Experience team leadership, Senior Leadership, managers, and employees on culture, engagement, and belonging, helping to identify gaps and solutions that benefit teams and CEO</li>
<li>In partnership with and as a representative of Employee Experience, provide guidance to managers, situations, and projects relating to personnel and organizational culture matters, such as workplace performance and interpersonal challenges</li>
<li>Liaise with teams and managers across the organization to support team culture, engagement, and belonging, developing and recommending solutions to support progress</li>
<li>Maintain knowledge of current and emerging engagement, culture, belonging, and retention best practices</li>
</ul>
<p><i>Organizational Support and Team Management (20%)</i></p>
<ul>
<li>Represent CEO at conferences, professional associations, and other stakeholder meetings</li>
<li>Facilitate, schedule and lead effective team meetings</li>
<li>Support the Director II, Culture &amp; Engagement, as well as the broader Employee Growth &amp; Development and Employee Experience teams, in key strategic areas, including but not limited to: employee training and mobility efforts, developing and implementing systems for measuring the success of employee experience initiatives, and building visibility of the Employee Experience Team's work at all levels of the organization</li>
<li>Additional duties as needed related to core Employee Experience priorities</li>
</ul>
<p><b>Compensation and Benefits</b></p>
<p>
The salary range for this position is $79,600-$88,500/annually. CEO's compensation philosophy considers a variety of factors including experience, internal equity, and the labor market associated with the city in which the position is located. The labor markets associated with the cities in which CEO is based are variable, and the salary range included here reflects this. Our salary offer will fall within this range and will be reflective of the labor market of the city in which the position is based, as well the other factors named above.</p>
<p>
We recognize that salary is a part of the overall compensation package and also provide a comprehensive benefits package, including medical and dental coverage, as well as professional development opportunities to our staff.</p>
<p>
We also offer paid parental leave, participation in a retirement plan, sick and vacation leave, paid holidays and more. We are a workplace that promotes continual learning and teamwork, offering lunch and learns, team outings, holiday gatherings and more for our staff.</p>
<p><b>
More About Us</b></p>
<p>
Center for Employment Opportunities believes that everyone deserves the chance to shape a stronger future for themselves, their families, and their communities. People who are justice involved are highly encouraged to apply for vacant positions at all levels. CEO is committed to the CROWN Act, and creating an open space where our employees can present as their true authentic selves.</p>
<p>
All qualified applicants will be considered for employment without unlawful discrimination based on race, color, religion, national origin, sex, age, gender, gender identity, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, citizenship status, current employment status, caregiver status, or any other category protected by federal, state, or local law. We value diverse experiences, including with regard to educational background and justice system contact.</p><br>
<p></p>
<p></p>
<p><b>Please note that due to the volume of resumes received, we are unable to contact each applicant regarding the status of each position or reply to candidates' inquiries via phone or email.</b></p>
<p>
IND 1</p></div><p></p>

People and Culture Specialist

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