hr operations manager Jobs in Los Angeles

hr operations manager

hr business partner

Talent Xpanse

<div><div><p><b>Director, HR Business Partner (Corporate &amp; Field Support)
</b><br>
<b>Location: </b>Hybrid (Orange County-based) Southern California Region<br>
<br>
<br>
</p><p><b>Client: </b>We have partnered with a notable organization to seek a Human Resources leader with expertise across Human Resources.
</p><p><b>Overview: </b>As a Director, HR Business Partner, a successful candidate will serve as the connective leader between field operations and corporate strategy translating people goals into business outcomes. This role supports a multi-unit, multi-site operation across dynamic, customer-facing industries such as retail, grocery, and hospitality. The ideal candidate is an experienced HR operator who thrives in fast-paced environments, blends strategic foresight with hands-on execution, and builds trusted partnerships at every level of the organization. You&rsquo;ll champion a culture of accountability, inclusion, and performance by ensuring that HR operations in the field are not just compliant, but collaborative, proactive, and people-centered.
</p><p><b>Core Responsibilities:
</b></p><div><ul><li><b>Strategic Partnership &amp; Business Alignment: </b>Serve as a strategic and hands-on HR leader to both corporate and field leadership, aligning HR strategy with business objectives to drive results across all locations. Collaborate with regional and site leaders to anticipate business/operations needs and ensure HR operations are fully integrated into daily business performance. Partner with operations and leadership for optimal business alignment and future growth. Lead through influence, relationship management, and leveraging HR insights to recommend continuous improvements and operational adjustments.
</li></ul></div><ul><li><b>Field Support &amp; Operational Excellence: </b>Provide direct support to multi-unit and field leaders, ensuring consistent and compliant HR practices across all locations. Champion HR administration excellence, including policy adherence, safety compliance, investigations, and employee relations, elevating leadership acceptability, accountability, and performance. Build and sustain strong relationships at all levels, from executive level, district managers, to hourly associates, serving as both a coach and conduit between field and corporate. Lead HR field audits, action planning, and follow-up execution to ensure continuous improvement in performance and compliance.
</li><li><b>Talent Development &amp; Engagement: </b>Drive leadership development, performance calibration, and succession planning for field management and emerging leaders.
</li></ul><p><b>Employee Relations &amp; Compliance: </b>Manage and resolve complex employee relations issues with discretion and consistency. Ensure compliance with all federal, state, and local employment laws (including FMLA, CFRA, ADA, wage/hour, and EEO) across multiple jurisdictions. Proactively identify and mitigate risks through ongoing coaching, policy interpretation, and alignment with corporate counsel.
</p><div><b>Qualifications:
</b></div><div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business, or related field required; Master&rsquo;s degree or HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.
</li><li>Progressive HR experience with substantial exposure to multi-unit, multi-site operations in industries such as retail, grocery, hospitality, or food service.
</li><li>Demonstrated success as a strategic HR business partner supporting both field and corporate teams.
</li><li>Proven ability to influence leadership, lead change initiatives, and execute HR strategies across business units.
</li><li>Strong knowledge of employment laws, HR systems, and field HR operations best practices.
</li><li>High emotional intelligence, customer-centric, and a genuine passion for building relationships that enable organizational success.
</li><li>Willingness to travel to various sites to ensure HR maintains visibility, partnership, and follow-through in corporate and field support.
</li></ul></div><p><b>Why candidates lean in: </b>This is an opportunity to amplify a successful people-centric organization with a high-performing Human Resources function that balances business strategy with connection and ensures that sites, leaders, and employees thrive.
</p><p>(This is a truncated job description and may be expanded or revised.)
</p><p><b>Compensation:
</b></p><p>The projected annual salary is estimated at $130,000 - $150,000 per year, based on years of demonstrated experience, representing the span of the range. The actual compensation will be formulated by the client and may vary based on factors that include, but are not limited to, the position offered, work experience, education, training, and commensurate experience.
</p><p>If your salary expectations are different, please let us know your ideal compensation range.
</p><p><b>Equal Opportunity Employer:
</b></p><p>Talent Xpanse and our clients are equal opportunity employers and are committed to providing a workplace that is inclusive and free of discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. We encourage individuals of all backgrounds to apply, fostering a diverse and inclusive workplace where all employees feel valued and respected.</p></div></div>

Director, HR Business Partner (Corporate & Field Support)

Clay Lacy Aviation

<div>
 <strong>
  Position Summary
  <br/>
  <br/>
 </strong>
 The
 <strong>
  Human Resources Business Partner (HRBP)
 </strong>
 reports to the Director of Human Resources and plays a key role in aligning HR practices with business goals across designated business units, particularly within Flight Operations. This role is instrumental in supporting leaders, enabling teams, and enhancing the employee experience. While anchored in the effective delivery of essential HR operations, the HRBP also operates with a strategic, service-oriented approach, ensuring consistency, care, and responsiveness in all people-related practices. The HRBP serves as a trusted advisor to managers, a resource to employees, and a partner in culture stewardship. This role is responsible for proactively identifying HR needs, solving complex people challenges, and advancing employee development initiatives that support engagement, growth, and retention. The HRBP builds internal partnerships across the organization and collaborates closely with the broader HR team to deliver programs and services that reflect organizational values and goals. Maintaining a high level of business acumen is essential, including financial performance, operational priorities, and cultural dynamics. This role requires a balance of systems thinking, operational excellence, and relational effectiveness to support the organization&rsquo;s evolving people strategy.
 <br/>
 <br/>
 <ul>
  <li>
   Location: Van Nuys, CA
  </li>
  <li>
   Compensation: $114,100.00 - $141,00.00; Eligible for comprehensive benefits including medical, dental and vision.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Duties And Responsibilities
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  <br/>
 </strong>
 <ul>
  <li>
   Serve as the primary HR contact for designated business units; conduct regular meetings with business leaders to build rapport, understand challenges, and provide proactive guidance.
  </li>
  <li>
   Provide strategic and practical HR support, including employee relations, organizational design, performance management, and talent development.
  </li>
  <li>
   Manage and resolve complex employee relations matters; conduct thorough, fair, and timely investigations and recommend solutions that align with company values and legal compliance.
  </li>
  <li>
   Interpret and apply HR policies, procedures, and labor laws consistently and equitably, partner with legal counsel when appropriate.
  </li>
  <li>
   Provide performance coaching to leaders and managers to support accountability, team effectiveness, and individual growth.
  </li>
  <li>
   Collaborate with leaders to foster a positive work environment by identifying drivers of engagement, addressing friction points, and promoting recognition and inclusion.
  </li>
  <li>
   Assist in organizational changes, restructures, workforce planning, and succession planning, ensuring thoughtful execution and employee impact mitigation.
  </li>
  <li>
   Identify and address training and development needs within business units; support the design, delivery, and follow-up of learning initiatives.
  </li>
  <li>
   Support the performance review process, helping leaders apply fair evaluation practices and translate feedback into actionable development plans.
  </li>
  <li>
   Partner with HR team members on program design and rollout related to onboarding, integration, benefits, and employee experience.
  </li>
  <li>
   Coordinate and support all stages of the employee lifecycle within assigned business units, including hiring, onboarding, job changes, and offboarding.
  </li>
  <li>
   Monitor and analyze HR metrics and trends to identify and drive data-informed decisions and recommend improvements to HR programs and business practices.
  </li>
  <li>
   Assist with compensation planning, salary reviews, and pay equity practices; ensure job changes and compensation adjustments are appropriately documented.
  </li>
  <li>
   Maintain accurate records in HRIS systems and prepare reports as needed to support compliance and decision-making.
  </li>
  <li>
   Monitor compliance with federal, state, and local employment laws and maintain relevant documentation, including EEO/AA reporting.
  </li>
  <li>
   Contribute to the continuous improvement of HR services, tools, templates, and workflows in collaboration with the broader HR team.
  </li>
  <li>
   Participate in team meetings, strategic planning sessions, and cross-functional initiatives as required. - Perform other HR duties and special projects as assigned.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Competencies And Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Create strong customer relations and deliver customer-centric solutions.
  </li>
  <li>
   Take on new opportunities and challenges with a sense of urgency and enthusiasm.
  </li>
  <li>
   Work collaboratively with others to meet shared objectives.
  </li>
  <li>
   Communicate a clear understanding of the needs of varied audiences and modes.
  </li>
  <li>
   Gain the trust and confidence of others through honesty, integrity, and authenticity.
  </li>
  <li>
   Make well-informed, timely decisions that keep the organization moving forward.
  </li>
  <li>
   Hold self and others accountable to commitments.
  </li>
  <li>
   Be results-driven, consistently achieving objectives.
  </li>
  <li>
   Be interpersonally savvy, relating openly and comfortably to all people.
  </li>
  <li>
   Build teams that apply their diverse perspectives to achieve common goals.
  </li>
  <li>
   Use feedback and reflection to gain self-awareness of strengths and weaknesses.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Essential Job Functions
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Ability to operate designated technology devices and programs.
  </li>
  <li>
   Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, land side facilities, and terminal buildings.
  </li>
  <li>
   Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
  </li>
  <li>
   If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
  </li>
  <li>
   Ability to work extended hours and in a flex schedule to meet the demands of the position.
  </li>
  <li>
   Able to comply with any and all safety requirements necessary to perform the job safely.
  </li>
  <li>
   Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Travel Expectations
  <br/>
  <br/>
 </strong>
 Travel can be as high as 10% of work time. Travel may occur seven days per week with possible prolonged overnight stays in national and international locations. A current passport and other possible travel documentation may be required.
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 <br/>
 <strong>
  Required Education And Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field, OR a combination of equivalent education and professional experience will be considered.
  </li>
  <li>
   Required minimum of seven years of progressive HR experience, including direct work in:
  </li>
  <ul>
   <li>
    Employee relations
   </li>
   <li>
    Performance management
   </li>
   <li>
    HR advisory/partnering
   </li>
  </ul>
  <li>
   Proven ability to balance both strategic and transactional HR responsibilities.
  </li>
  <li>
   Strong organizational and time-management skills; able to manage multiple priorities independently
  </li>
  <li>
   Demonstrated ability to assess data, identify patterns, and make evidence-based recommendations
  </li>
  <li>
   High level of integrity and confidentiality in handling sensitive employee information
  </li>
  <li>
   Proficiency in Microsoft Office Suite, especially Excel and Word (intermediate&ndash;advanced)
  </li>
  <li>
   Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
  </li>
  <li>
   Experience supporting operational leaders or working within complex, fast-paced environments
  </li>
  <li>
   Prior experience in aviation, transportation, or other safety-regulated industries
  </li>
  <li>
   Experience using HRIS platforms (Workday preferred) to maintain data integrity and generate reports
  </li>
  <li>
   Experience coordinating employee leaves of absence while ensuring compliance with applicable laws
  </li>
  <li>
   Demonstrated commitment to improving the employee experience and People Operations service delivery.
   <br/>
  </li>
 </ul>
 <strong>
  Disclaimer Statement
  <br/>
  <br/>
 </strong>
 Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. This job description may not cover or contain a comprehensive listing of all assigned activities, duties, or responsibilities, and may be amended at any time. Employees may be required to perform other job-related assignments as requested.
 <br/>
 <br/>
 <strong>
  Americans With Disabilities Act (ADA) Statement
  <br/>
  <br/>
 </strong>
 In compliance with the Americans with Disabilities Act (ADA), Clay Lacy Aviation provides reasonable accommodation when requested by qualified individuals with disabilities unless such accommodation would cause an undue hardship. We encourage both prospective and current employees to discuss potential accommodation with a representative of the Office of Human Resources.
 <br/>
 <br/>
 <strong>
  Equal Employment Opportunity (EEO) Statements
  <br/>
  <br/>
 </strong>
 Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
</div>


Human Resources Business Partner | KVNY

JM Eagle

<div><h3 class="jobSectionHeader"><b>Why Join Us:</b></h3><ul><li><b>
Location:</b> Onsite role located at JM Eagle HQ, 5200 W Century Blvd. Los Angeles.</li><li><b>
Work Hours</b>: Monday to Thursday 8:30 am to 5:30 PM (flexibility may be extended). Remote work on Fridays.
</li><li><b>Competitive Compensation:</b> Receive a salary that reflects your experience and expertise.</li><li><b>
Outstanding Benefits:</b><ul><li>
Comprehensive medical, dental, and vision coverage.</li><li><b>
Pension plan</b> and <b>retirement match plan</b> to help you secure your financial future.</li></ul></li><li><b>
On-Site Gym Access:</b> Stay fit and active with our fully equipped gym, featuring a trainer-led class schedule from Monday to Thursday.</li></ul><p><b>
SUMMARY
</b></p><p>The HR Operations Manager is responsible for designing and implementing new HR programs, polices and procedures as well as improving and optimizing current HR processes in support of organizational needs and goals. This role is focused on change management, continuous improvement of HR operations, managing HR technology (Paycom, Lattice) while ensuring legal compliance and supporting overall business objectives. Additionally, this role will be directly involved in various aspects of HR and employee lifecycle, including but not limited to: training, employee relations, performance management, and compensation.
</p><p></p><p><b>ESSENTIAL DUTIES AND RESPONSIBILITIES</b> <b>include the following. Other job-related duties may be assigned.
</b></p><div><b>HR Operations &amp; Compliance
</b></div><ul><li><div>Manages the deployment and administration of operational processes used to deliver HR programs and projects.
</div></li><li><div>Oversee and manage the daily operations of the HR department, ensuring alignment with company goals.
</div></li><li><div>Develop, implement, and maintain HR policies and procedures to ensure compliance with federal, state, and local labor laws.
</div></li><li><div>Ensure accurate record-keeping and HR documentation in line with legal requirements.
</div></li><li><div>Manage HR audits and ensure compliance with data privacy regulations.
</div></li></ul><div><b>HR Systems &amp; Process Optimization
</b></div><ul><li>Maintains HRIS (Paycom and Lattice) and other HR-related technology platforms.
</li><li><div>Continuously evaluate and improve HR processes, leveraging technology and best practices.
</div></li><li><div>Generate HR reports and analytics to support business decision-making.
</div></li></ul><div><b>Employee Relations &amp; Support</b>
</div><ul><li><div>Act as a point of contact for employee inquiries related to HR policies, benefits, and HR systems.
</div></li><li><div>Ensure smooth onboarding and offboarding processes.
</div></li><li><div>Provide guidance to managers and employees on employee relations issues, ensuring fair and consistent application of company policies and procedures</div></li><li><div>
Conduct thorough and confidential investigations into workplace concerns, including harassment, discrimination, and policy violations</div></li><li><div>
Draft and deliver disciplinary actions and performance improvement plans in alignment with HR best practices and legal standards</div></li><li><div>
Partner with leadership to proactively address workplace conflict, fostering a positive and productive environment</div></li><li><div>
Maintain detailed documentation of employee relations cases to ensure compliance and support legal defense if necessary</div></li><li><div>
Facilitate resolution of interpersonal disputes through coaching, mediation, and conflict resolution techniques</div></li><li><div>
Collaborate with legal counsel and senior HR leadership on complex or high-risk cases</div></li><li><div>
Track trends and provide data-driven insights to improve policies, reduce turnover, and enhance organizational culture</div></li></ul><div><b>
Performance Management &amp; Reviews
</b></div><ul><li><div>Manages the company&rsquo;s performance review process, ensuring consistency and fairness.
</div></li><li><div>Administer and maintain the performance management platform (Lattice).
</div></li><li><div>Work with leadership to set performance review timelines, templates, and guidelines.
</div></li><li><div>Train managers and employees on performance review best practices and system navigation.
</div></li><li><div>Generate reports and analytics to assess performance trends and provide insights for leadership.
</div></li><li><div>Continuously evaluate and improve the performance review process to align with company objectives and employee development goals.
</div></li></ul><div><b>Vendor Relationship &amp; Contract Management
</b></div><ul><li><div>Work with external vendors to maintain strong, ongoing relationships and ensure high-quality service.
</div></li><li><div>Manage vendor contracts, including reviewing terms, renewals, and ensuring compliance with agreed-upon services.
</div></li><li><div>Monitor vendor performance and provide feedback to ensure consistent service delivery.
</div></li></ul><div><b>Leadership &amp; Collaboration</b>
</div><ul><li><div>Partner with department heads and leadership to drive HR initiatives and improve workforce productivity.
</div></li><li><div>Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives like compensation, benefits, performance management, or training.
</div></li><li><div>Provide guidance to HR staff and ensure consistency in HR service delivery.
</div></li></ul><div><b>Workers Compensation
</b></div><ul><li><div>Administer workers&rsquo; compensation claims with HR Generalist from initial report through resolution, ensuring compliance with state and federal regulations</div></li><li><div>
Serve as primary point of contact for injured employees, insurance carriers, and medical providers to coordinate care and claim documentation</div></li><li><div>
Monitor open claims and collaborate with adjusters to facilitate timely return-to-work plans and case closures</div></li><li><div>
Maintain accurate records of all claims, correspondence, and medical reports in accordance with confidentiality and legal standards</div></li><li><div>
Review and analyze workers&rsquo; comp data to identify trends, reduce incidents, and improve workplace safety initiatives</div></li><li><div>
Coordinate the annual workers&rsquo; compensation policy renewal process, including reviewing prior claim history, updating payroll data, and working with brokers to ensure adequate coverage and competitive rates</div></li><li><div>
Participate in annual audits by preparing required documentation and supporting insurance carrier reviews</div></li><li><div>
Educate managers and employees on injury reporting procedures and best practices to minimize risk and enhance workplace safety awareness</div></li></ul><div><b>
Compensation Analysis</b></div><ul><li>
Analyze internal and external data to develop and maintain salary structures, pay grades, and compensation ranges</li><li>
Conduct job evaluations and market pricing for new and existing roles to ensure competitive compensation.</li><li>
Assist in the annual compensation review process, including merit increases, bonus planning, and compensation modeling.</li><li>
Monitor legal and regulatory developments related to compensation (e.g., pay transparency, FLSA) and ensure compliance.</li><li>
Assist in the development of compensation policies, procedures, and communication materials.</li></ul><div><p><b>
Training Experience</b></p><ul><li>
Design and deliver engaging training programs for employees and managers on topics such as compliance, leadership, and performance management</li><li>
Conduct onboarding sessions to ensure new hires are equipped with the tools, knowledge, and resources to succeed</li><li>
Assess organizational training needs through surveys, performance data, and feedback from department heads</li><li>
Create training materials, presentations, and job aids tailored to various learning styles and roles</li><li>
Facilitate in-person and virtual training sessions using interactive methods to maximize engagement and retention</li><li>
Partner with subject matter experts to develop role-specific learning paths and upskill employees</li><li>
Utilize learning management systems (LMS) to schedule, assign, and monitor training programs</li></ul></div><div>
</div><div><b>SUPERVISORY RESPONSIBILITIES
</b></div><div>This role has no supervisory responsibilities
</div><p></p><p><b>QUALIFICATIONS
</b></p><p>To perform this job successfully, an individual must be able to perform each essential duty satisfactorily as listed above as well as below:
</p><ul><li><p>Minimum 8 years of progressive HR experience with strong focus on Performance Management and Compensation.
</p></li><li><p>Experience with creating and executing new HR programs.</p></li><li><p>
Strong knowledge of HR laws, compliance, and best practices.
</p></li><li><p>Experience with Paycom, Lattice, Power BI and other data management tools.
</p></li><li><p>Excellent problem-solving, analytical, and communication skills.
</p></li><li><p>Ability to work cross-functionally and manage multiple priorities effectively.
</p></li><li><p>Strong understanding of industry trends and strategies.</p></li></ul></div>

HR Operations Manager

Akido

<div><div><p>Akido is rebuilding the healthcare experience from the ground up. Through early interventions designed around social determinants of health (SDoH), world-class care focused on chronic disease, and human-centered technology, we believe we can build a healthcare model that allows for all patients to live their fullest lives. We are a fast-growing, impact-focused, Y Combinator company created out of the University of Southern California's D-Health Lab with the idea that empowering government, healthcare, and nonprofit services with population-based data could help usher in a new era of preventive public health. Today we are building a full stack medical network that leverages our predictive capabilities to provide a frictionless experience for both our patients and care providers.</p></div><p><b>
The Opportunity</b></p><br>
<p></p>
<p>
We're looking for a hands-on HR Manager to support our growing network of clinics serving Medicaid members across California. This position is responsible for supporting clinic teams with a strong focus on fostering a culture defined by accountability, respect, and inclusion. The ideal candidate will demonstrate expertise in employee relations and the development of HR processes that establish clear guidelines regarding roles and responsibilities.</p><br>
<p></p>
<p><b>
What you'll do</b></p><br>
<p></p>
<ul>
<li><p>Act as a trusted advisor to managers and staff on all HR matters, including performance, employee relations, and professional development.</p>
</li>
<li><p>Lead and resolve employee relations issues with fairness, discretion, and compliance with employment laws.</p>
</li>
<li><p>Oversee onboarding to ensure new hires are set up for success and aligned with Akido's mission.</p>
</li>
<li><p>Drive performance management processes that promote feedback, growth, and business outcomes.</p>
</li>
<li><p>Partner with leadership to implement initiatives that foster engagement, accountability, and a positive culture.</p>
</li>
<li><p>Collaborate with Finance and People teams on compensation, benefits, and workforce planning.</p>
</li>
<li><p>Design and deliver training programs that strengthen leadership, communication, and collaboration.</p>
</li>
<li><p>Maintain visibility across clinical sites through regular visits and relationship-building.</p>
</li>
<li><p>Support the Head of People in advancing staff development and organizational effectiveness initiatives.</p></li></ul><br>
<p></p>
<p>
</p><p><b>Who you are</b></p><br>
<p></p>
<ul>
<li><p>An experienced HR professional with 6+ years in progressive roles, including 3+ years focused on employee relations.</p>
</li>
<li><p>Hold a Bachelor's degree in Business Administration, Human Resources, or a related field.</p>
</li>
<li><p>Skilled across core HR functions such as employee relations, compensation, performance management, and compliance.</p>
</li>
<li><p>Experienced in healthcare, community-based, or mission-driven environments (strongly preferred).</p>
</li>
<li><p>A strong communicator who builds trust and credibility at all levels of the organization.</p>
</li>
<li><p>Dedicated to fostering an inclusive and supportive workplace culture.</p>
</li>
<li><p>Known for handling complex and sensitive matters with discretion and sound judgment.</p>
</li>
<li><p>Comfortable traveling between Los Angeles and Kern County clinics (1&ndash;2 days per week).</p>
</li>
<li><p>Spanish-speaking ability and HR certifications (PHRca, PHR, SPHR, SHRM-CP, or SHRM-SCP) are a plus.</p>
</li>
<li><p>Familiarity with Rippling HRIS or similar systems preferred.</p></li></ul><br>
<p></p>
<p>
</p><p><b>Benefits</b></p>
<ul>
<li>Stock-options package</li>
<li>Health benefits include medical, dental and vision</li>
<li>401K</li>
<li>Long-term disability</li>
<li>Unlimited PTO</li>
<li>Life insurance</li>
<li>Paid Leave Program</li></ul><p></p><div><p><br>
Akido Labs, Inc. is an equal opportunity employer, and we encourage qualified applicants of every background, ability, and life experience to contact us about appropriate employment opportunities.</p></div></div>

Senior HR Manager

Marriott International

<div><b>Additional Information</b><br>
<b>Job Number</b>25180904<br>
<b>Job Category</b>Human Resources<br>
<b>Location</b>Sheraton Grand Los Angeles, 711 S Hope St, Los Angeles, California, United States, 90017<br>
<b>Schedule</b>Full Time<br>
<b>Located Remotely?</b>N<br>
<b>Position Type</b> Management<br>
<b>Pay Range:</b> $138,000 - $178,000 annually<br>
<b>Bonus Eligible:</b> Y<p></p><div><div>
<p><b>JOB SUMMARY</b></p><p><br>
</p><p>The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.</p><p><br>
</p><p><b>CANDIDATE PROFILE</b></p><p><br>
</p><p><b>Education and Experience</b></p>
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.</li></ul>
<p>OR</p>
<ul><li>4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.</li></ul><p><br>
</p><p><b>CORE WORK ACTIVITIES</b></p><p><br>
</p><p><b>Managing the Human Resources Strategy</b></p>
<ul><li>Executes and follows-up on engagement survey related activities.</li></ul>
<ul><li>Champions and builds the talent management ranks in support of property and region diversity strategy.</li></ul>
<ul><li>Translates business priorities into property Human Resources strategies, plans and actions</li></ul>
<ul><li>Implements and sustains Human Resources initiatives at the property.</li></ul>
<ul><li>Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.</li></ul>
<ul><li>Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.</li></ul>
<ul><li>Creates value through proactive approaches that will affect performance outcome or control cost.</li></ul>
<ul><li>Monitors effective use of myHR by property managers and employees.</li></ul>
<ul><li>Leads and participates in succession management and workforce planning.</li></ul>
<ul><li>Responsible for Human Resources strategy and execution.</li></ul>
<ul><li>Serves as key change manager for initiatives that have high employee impact.</li></ul>
<ul><li>Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.</li></ul>
<ul><li>Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.</li></ul><p><br>
</p><p><b>Managing Staffing and Recruitment Process</b></p>
<ul><li>Analyzes open positions to balance the development of existing talent and business needs.</li></ul>
<ul><li>Serves as coach and expert facilitator of the selection and interviewing process.</li></ul>
<ul><li>Surfaces opportunities in work processes and staffing optimization.</li></ul>
<ul><li>Makes staffing decisions to manage the talent cadre and pipeline at the property.</li></ul>
<ul><li>Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.</li></ul>
<ul><li>Monitors sourcing process and outcomes of staffing process.</li></ul>
<ul><li>Ensures managers are competent in assessing and evaluating hourly staff.</li></ul><p><br>
</p><p><b>Managing Employee Compensation Strategy</b></p>
<ul><li>Remains current and knowledgeable in the internal and external compensation and work competitive environments.</li></ul>
<ul><li>Leads the planning of the hourly employee total compensation strategy.</li></ul>
<ul><li>Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.</li></ul>
<ul><li>Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.</li></ul>
<ul><li>Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.</li></ul><p><br>
</p><p><b>Managing Staff Development Activities</b></p>
<ul><li>Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).</li></ul>
<ul><li>Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.</li></ul>
<ul><li>Serves as resource to property Human Resources staff on employee relations questions and issues.</li></ul>
<ul><li>Continually reinforces positive employee relations concepts.</li></ul></div><p></p><div><br>
</div><p><i>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.</i></p><p></p><p>
When you join the Sheraton family, you become a member of its global community. We&rsquo;ve been a place to gather and connect since 1937. At Sheraton, associates create a sense of belonging in more than 400 communities around the world. We invite, we welcome, and we connect guests through engaging experiences and thoughtful service. If you&rsquo;re a team player who is excited to deliver a meaningful guest experience, we encourage you to explore your next career opportunity with Sheraton. Join us on our mission to be &lsquo;The World&rsquo;s Gathering Place&rsquo;. In joining Sheraton Hotels &amp; Resorts, you join a portfolio of brands with Marriott International. <b>Be</b> where you can do your best work, <b>begin</b> your purpose, <b>belong</b> to an amazing global team, and <b>become</b> the best version of you.</p></div></div>

Director of Human Resources

Tres LA Group

<div><p><b>About the Role</b><br>
Tr&egrave;s LA Group is seeking a detail-oriented and highly organized <b>Human Resources Administrator</b> to join our People Team. This position serves as the central support hub for HR operations across multiple Los Angeles locations, ensuring compliance, accuracy, and an exceptional employee experience from onboarding through ongoing administration.</p><p>
The ideal candidate is proactive, collaborative, and thrives in a dynamic, hospitality-driven environment. This is a <b>full-time, onsite position</b>.</p><p></p><p><b>
Key Responsibilities</b></p><p><b>
Onboarding &amp; New Hire Support</b></p><ul><li><p>
Coordinate onboarding for new hires, including processing paperwork, assigning equipment, and ensuring completion of training and certifications</p></li><li><p>
Maintain and update employee records and rosters in HR systems</p></li><li><p>
Track required certifications such as Food Handler Cards and DEI/Harassment Prevention training</p></li></ul><p><b>
HR Administration &amp; Compliance</b></p><ul><li><p>
Manage HR documentation including job requisitions, I-9s, background checks, and benefits enrollment</p></li><li><p>
Maintain accurate and compliant record-keeping practices in alignment with company policies and state/federal laws</p></li><li><p>
Oversee timekeeping, payroll entries, and direct deposit setup in ADP and related systems</p></li></ul><p><b>
Reporting &amp; Data Management</b></p><ul><li><p>
Prepare and manage HR reports, including labor tracking, attendance, and compliance documentation</p></li><li><p>
Organize and streamline digital files and shared drives for HR and management</p></li></ul><p><b>
Collaboration &amp; Communication</b></p><ul><li><p>
Partner with management, culinary, and facilities teams to support HR initiatives and staffing needs across multiple venues</p></li><li><p>
Provide administrative support for HR meetings, training sessions, and employee engagement activities</p></li></ul><p></p><p><b>
Qualifications</b></p><ul><li><p>
Minimum <b>2 years of Human Resources experience</b> and <b>5 years of office or administrative coordination</b></p></li><li><p>
Proficient in Google Workspace (Docs, Sheets, Slides, Forms)</p></li><li><p>
Familiarity with Applicant Tracking Systems (ATS) and HRIS; <b>experience with ADP Workforce Now highly preferred</b></p></li><li><p>
Strong communication and organization skills with the ability to multitask in a fast-paced environment</p></li><li><p>
B<b>ilingual in English and Spanish</b> (read, write, and speak fluently) <b>Highly Preferred</b></p></li><li><p>
Authorized to work in the U.S.</p></li><li><p>
Valid driver&rsquo;s license and clean driving record</p></li></ul><p><b>
Compensation:</b> $24 - $28 per hour - Based on experience<br>
<b>Status:</b> Non-exempt, full-time</p><p><b>
About Tres LA Group</b><br>
Tres LA Group is a leading hospitality and catering company based in Los Angeles, known for delivering sophisticated dining experiences at iconic venues. Our team is passionate about hospitality, teamwork, and excellence in every detail.</p><p>
Tres LA Group is an <b>Equal Opportunity Employer</b>, a <b>drug-free workplace</b>, and complies with all <b>ADA regulations</b> as applicable.</p><p>
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Human Resources Administrator

Insperity

<div><p><b>Insperity</b> provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide.</p><p></p><p>
Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen.</p><p></p><p>
We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor&rsquo;s &ldquo;Best Places to Work in the U.S. 2024&rdquo; list, and U.S. News &amp; World Report&rsquo;s &ldquo;Best Companies to Work for 2024&rdquo; list. In addition, we have been recognized for having one of the country&rsquo;s Top 50 Midsize Early Talent Programs by RippleMatch&rsquo;s 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com.</p><p></p><p><b>
Why Insperity?</b></p><p></p><p><b>
Flexibility:</b> Over 80% of Insperity&rsquo;s jobs have flexibility. We want your time to have balance, whether it&rsquo;s spent with coworkers, clients, family or your community.</p><p></p><p><b>
Career Growth:</b> Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training.</p><p></p><p><b>
Well-Being:</b> Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health &amp; wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work.</p><p></p><p><b>
Competitive Compensation:</b> In addition to a competitive base salary, enrollment bonuses and residual income, you&rsquo;ll have access to an expense allowance and additional incentive compensation, and be eligible to compete for annual awards and trips.</p><p></p><p>
First year on-target earnings <b>(OTE) range is from $102,500.00 - $117,500.00 </b>(base salary plus targeted commission plan earnings). This role features uncapped commission potential and a residual income program, enabling top performers to earn above the stated OTE. Actual earnings may vary based on individual performance.</p><p></p><p><b>
Outside Sales Consultant (Business Performance Advisor)</b></p><p>
We&rsquo;re in search of salespeople who know that making a sale is about being an advisor &ndash; helping the client find the right solution for their unique human resource needs. You&rsquo;ll have the backing of an organization dedicated to helping you make the deal and a service team committed to keeping your clients happy &ndash; even after the sale is complete.</p><p></p><p><b>
You&rsquo;ll get:</b></p><ul><li>
The resources needed to be successful, including training at corporate headquarters, face-to-face leadership and small-team mentorship/collaboration.</li><li>
Marketing support, and a team to help nurture your network through company-sponsored events.</li><li>
The stability of a recession-proof industry, and the excitement of a growing company!</li></ul><p></p><p><b>
You are:</b></p><ul><li>
Consultative &ndash; You&rsquo;d rather build relationships and recommend the best solution based on needs and challenges.</li><li>
Motivated by a big payoff &ndash; We&rsquo;re talking long-term residual income.</li><li>
Business savvy &ndash; Maybe you&rsquo;ve had your own business or have the spirit of an entrepreneur. Either way, you know the heart of a business owner.</li><li>
Good with people &ndash; You&rsquo;re able to take on an advisory role with the C-suite in a professional manner.</li><li>
Connected &ndash; You&rsquo;re growing a network of business executives who can help expand your sales pipeline.</li></ul><p></p><p><b>
What you&rsquo;ll do:</b></p><ul><li>
Identify small and midsized businesses to offer Insperity&rsquo;s human resource services and technology.</li><li>
Call on business owners virtually and in person to explain how Insperity&rsquo;s HR solutions can help solve their challenges.</li><li>
Engage your network and build lasting partnerships.</li><li>
Accomplish sales goals determined by management.</li><li>
Complete bid paperwork for new client contracts.</li><li>
Facilitates new client process with information gathered from new clients.</li></ul><p><i>
Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is:</i></p><p></p>
$82,500 - $82,500<p></p><p><i>
At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.</i></p></div><p></p>

Outside Sales Consultant / Business Performance Advisor

Explore 218+ Hr business partner in Los Angeles this November. Find roles across top companies and apply now to boost your career.