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assistant director of human resources Jobs in Los Angeles

assistant director of human resources

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hr manager

8Fleet Inc.

<div><h2 class="jobSectionHeader"><b>About 8Fleet</b></h2><p>
8Fleet is hiring! We are a rapidly growing LA-based technology and logistics startup building the operational infrastructure for both autonomous and non-autonomous rideshare fleets. With our anticipated growth, we are searching for driven, passionate team members to join our People team. You will be involved in every aspect of our operations as we rapidly expand across Los Angeles and beyond, playing a pivotal role in keeping our people operations running smoothly as we scale.</p><h2 class="jobSectionHeader"><b>
About the Role</b></h2><p>
We are seeking an LA-based <b>HR Specialist</b> to serve as a key player in our growing organization. This role sits at the center of our People Operations, with a primary focus on managing complex payroll operations and benefits administration for a dynamic, high-volume frontline workforce.</p><p></p><p>
In addition to being our go-to expert for accurate and compliant payroll and benefits processing, you will wear a generalist hat, stepping in to support adhoc HR functions such as onboarding, employee relations, and core compliance. If you are detail-oriented, highly analytical, process-driven, and comfortable in a fast-paced startup environment, you will thrive here.</p><h2 class="jobSectionHeader"><b>
Key Responsibilities</b></h2><h3 class="jobSectionHeader"><b>
Payroll and compliance</b></h3><ul><li><p><b>
End-to-End Processing:</b> Oversee and manage the weekly payroll process for a high volume of non-exempt employees in California, validating hours, overtime, differentials, and PTO.</p></li><li><p><b>
Exempt Payroll:</b> Reconcile and approve semi-monthly payroll for exempt employees in partnership with our PEO, managing reimbursement processes as needed.</p></li><li><p><b>
Compliance Expert:</b> Serve as the subject matter expert on California state wage and hour laws, proactively monitoring changes and ensuring deep adherence.</p></li><li><p><b>
Issue Resolution:</b> Partner with operations managers to resolve timekeeping discrepancies and proactively identify/resolve complex payroll data issues.</p></li><li><p><b>
Tax &amp; Deductions:</b> Manage the preparation and submission of payroll tax filings, and oversee employee deductions, complex benefit deductions, and garnishments.</p></li></ul><h3 class="jobSectionHeader"><b>
Benefits Administration</b></h3><ul><li><p><b>
Program Management:</b> Administer all employee benefit programs (medical, dental, vision, 401(k), life insurance, FSA/HSA), processing accurate enrollments, changes, and terminations.</p></li><li><p><b>
Employee Support:</b> Serve as the primary point of contact for escalated benefits and payroll inquiries, assisting employees with claims and liaising with brokers and carriers.</p></li><li><p><b>
Open Enrollment:</b> Manage annual open enrollment from initial planning and communication to system configuration and deduction audits.</p></li><li><p><b>
Audits &amp; Integrations:</b> Ensure seamless integration between HRIS/Payroll and vendor platforms. Lead internal and external audits (e.g., 401(k), Workers' Comp).</p></li></ul><h3 class="jobSectionHeader"><b>
Onboarding/Employee Relations/HRIS administration</b></h3><ul><li><p><b>
Onboarding &amp; Offboarding:</b> Facilitate new hire paperwork, conduct HR orientations, and coordinate offboarding procedures (exit interviews, final paperwork).</p></li><li><p><b>
Employee Relations &amp; Support:</b> Provide guidance on HR policies, assist the HR Manager with resolving tier-1 employee relations issues, and support engagement initiatives.</p></li><li><p><b>
HR Administration:</b> Maintain clean data across HRIS, timekeeping, and PEO systems. Process routine HR paperwork (new hires, job changes).</p></li><li><p><b>
Talent Acquisition &amp; Performance:</b> Occasionally assist with background checks, onboarding, and supporting managers with performance documentation.</p></li></ul><h2 class="jobSectionHeader"><b>
Qualifications</b></h2><ul><li><p>
1-2+ years of HR/People Operations experience.</p></li><li><p>
Bachelor&rsquo;s Degree in Finance, Accounting, Economics, or Business Administration.</p></li><li><p>
Strong attention to detail, analytical skills, and comfort handling highly sensitive employee data.</p></li><li><p>
A low-ego, service-oriented mindset with the agility to pivot between high-level payroll strategy and routine HR administrative tasks.</p></li><li><p>
Clear, friendly communication skills with the ability to build trust quickly across all levels of the organization.</p></li></ul><h2 class="jobSectionHeader"><b>
Compensation</b></h2><ul><li><p><b>
Base Salary Range:</b> $65,000 to $75,000 plus equity.</p></li></ul><h2 class="jobSectionHeader"><b>
Equal Opportunity Employer</b></h2><p>
8Fleet is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.</p><p></p><p><i>
Disclaimer: This job description may be updated at any time without prior notice.</i></p><p>
Compensation Range: $65K - $75K</p></div>

HR Specialist

One Haus

<div>
 <p>
  About the Company
 </p>
 <p>
  A globally recognized hospitality and entertainment company is launching an ambitious U.S. growth platform beginning in Los Angeles. With hundreds of successful international locations and a strong reputation for operational excellence, guest experience, and innovative consumer concepts, the company is seeking an
  <strong>
   HR &amp; People Operations Manager
  </strong>
  to help build the people infrastructure that will support rapid expansion across the United States.
 </p>
 <p>
  <br/>
 </p>
 <p>
  This is an opportunity to join at the ground floor of a proven global brand entering a high-growth U.S. phase.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Position Overview
 </p>
 <p>
  <br/>
 </p>
 <p>
  The HR &amp; People Operations Manager will lead day-to-day Human Resources operations for the U.S. business while helping build scalable systems, processes, and infrastructure for future growth.
 </p>
 <p>
  <br/>
 </p>
 <p>
  This is a true
  <strong>
   player-coach
  </strong>
  role requiring both strategic thinking and hands-on execution. The ideal candidate will be equally comfortable managing payroll implementation, recruiting, compliance, onboarding, employee relations, and HR systems while partnering with leadership on long-term workforce planning.
 </p>
 <p>
  The successful candidate will thrive in entrepreneurial environments, understand California employment complexity, and know how to build practical systems that support multi-unit expansion.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Key Responsibilities
 </p>
 <p>
  HR Operations + Hands-On Execution
 </p>
 <ul>
  <li>
   Lead all day-to-day U.S. Human Resources functions
  </li>
  <li>
   Directly manage early-stage payroll coordination, onboarding, benefits administration, and employee records
  </li>
  <li>
   Operate independently in a lean environment before a larger HR team is built
  </li>
  <li>
   Support future hiring and development of HR support staff as the company grows
  </li>
  <li>
   Manage employee files, documentation, and HR administration processes
  </li>
 </ul>
 <p>
  California Compliance + Risk Management
 </p>
 <ul>
  <li>
   Ensure compliance with federal, California, and local employment laws
  </li>
  <li>
   Manage wage/hour compliance including overtime, meal/rest break requirements, scheduling, timekeeping, and final pay rules
  </li>
  <li>
   Help reduce risk related to PAGA claims, employee relations exposure, and labor disputes
  </li>
  <li>
   Stay current on California labor developments including AB 1228 and other industry-specific regulations where applicable
  </li>
  <li>
   Maintain compliant handbooks, policies, postings, leave programs, and documentation practices
  </li>
 </ul>
 <p>
  HR Infrastructure + Systems
 </p>
 <ul>
  <li>
   Build the HR technology stack including payroll, HRIS, benefits administration, time tracking, and recruiting systems
  </li>
  <li>
   Create scalable onboarding, training, and employee lifecycle processes
  </li>
  <li>
   Design compensation bands, hourly wage structures, and internal leveling frameworks
  </li>
  <li>
   Develop SOPs and people processes that can support multiple future locations
  </li>
  <li>
   Standardize HR workflows across expanding operations
  </li>
 </ul>
 <p>
  Recruiting + Talent Acquisition
 </p>
 <ul>
  <li>
   Lead recruiting strategy for current operations and future store openings
  </li>
  <li>
   Build pipelines for hourly, management, and leadership-level talent
  </li>
  <li>
   Create hiring workflows, interview processes, and selection standards
  </li>
  <li>
   Partner with operations leadership while owning recruiting systems and execution
  </li>
  <li>
   Improve hiring efficiency, time-to-fill, and candidate experience
  </li>
 </ul>
 <p>
  Data + Financial Ownership
 </p>
 <ul>
  <li>
   Track and improve KPIs including turnover, retention, labor cost %, productivity, attendance, and hiring metrics
  </li>
  <li>
   Use workforce data to support executive decision-making and growth planning
  </li>
  <li>
   Assist with HR budget planning and vendor cost management
  </li>
  <li>
   Support labor cost optimization and scheduling efficiency initiatives
  </li>
  <li>
   Evaluate HR investments with an ROI-focused mindset
  </li>
 </ul>
 <p>
  Multi-Unit Growth + Leadership Support
 </p>
 <ul>
  <li>
   Build people systems that can scale to support 5&ndash;10+ locations over time
  </li>
  <li>
   Partner with ownership and leadership on workforce planning and organizational design
  </li>
  <li>
   Help shape company culture during early U.S. growth stage
  </li>
  <li>
   Support future expansion across California and additional markets
  </li>
  <li>
   Serve as a trusted internal partner on all people-related matters
  </li>
 </ul>
 <p>
  Qualifications
 </p>
 <ul>
  <li>
   5+ years of progressive Human Resources / People Operations experience
  </li>
  <li>
   Strong California labor law knowledge required
  </li>
  <li>
   Experience in hospitality, restaurants, retail, entertainment, or multi-unit consumer businesses strongly preferred
  </li>
  <li>
   Experience in startup, turnaround, or growth-stage environments preferred
  </li>
  <li>
   Experience supporting hourly and salaried employee populations
  </li>
  <li>
   Hands-on payroll, HRIS, benefits, and recruiting experience preferred
  </li>
  <li>
   Strong communication, organization, and conflict-resolution skills
  </li>
  <li>
   Financial acumen related to labor cost management and workforce planning
  </li>
  <li>
   Bilingual Japanese / English a plus, but not required
  </li>
 </ul>
 <p>
  Ideal Candidate Profile
 </p>
 <ul>
  <li>
   Builder mentality with no ego
  </li>
  <li>
   Strategic thinker who enjoys execution
  </li>
  <li>
   Comfortable working independently in a lean environment
  </li>
  <li>
   Strong business acumen, not just HR theory
  </li>
  <li>
   Highly organized and process-oriented
  </li>
  <li>
   Warm, professional, and people-focused leadership style
  </li>
  <li>
   Adaptable and calm under pressure
  </li>
  <li>
   Excited by growth and creating systems from the ground up
  </li>
 </ul>
 <p>
  Why This Role
 </p>
 <ul>
  <li>
   Join an internationally successful brand entering the U.S. market
  </li>
  <li>
   Build the HR function from an early stage
  </li>
  <li>
   High visibility with ownership and executive leadership
  </li>
  <li>
   Significant runway for growth and advancement
  </li>
  <li>
   Blend strategic ownership with day-to-day impact
  </li>
 </ul>
 <p>
 </p>
</div>


Human Resources Manager

Sonesta

<div><p><b>We&rsquo;re Sonesta International Hotels.</b>
<br>
The 8th largest hotel company in the U.S.&mdash;and growing fast.</p>
<p></p><p>An epic blend of full-service and focused hotels in major cities, Sonesta&rsquo;s uniquely diverse portfolio of owned, managed, and franchised properties makes us everywhere you want to be. Driven by the human side of hospitality, we deliver service with passion, loyalty with purpose, and experiences that truly connect.</p>
<p></p><p><b>Together We Thrive</b>&mdash;bringing quality, value, and amazing hospitality to every guest, every stay, across 1000+ properties in eight countries and counting.</p>
<p></p><p><b>Job Description Summary</b></p>
<p></p>Provides human resources leadership, strategic support, consultation, coaching, direction and advice to Hotel Executive Committee and all Hotel employees on all human resources related topics as well as Sonesta and Hotel Culture and Values. Supports California Human Resources teams in all matters relating to HR and Employee/Labor Relations. Works with senior management supporting business goals and objectives.
<p></p><p><b>Job Description</b></p>
<div><div><ul><li><b>Job Description</b></li>
</ul><p></p><p>The focus of this role is to connect with hotel leadership and employees and motivate and inspire them to achieve results. The work involves driving toward results by enrolling the commitment and buy-in of others. While the job requires strong initiative and self-direction, results are only achieved with and through people, so the ability to successfully influence and persuade others by understanding how their individual needs and motivations link to goals is essential.</p>
<p>The role has a variety of responsibilities and tasks and with at times conflicting responsibilities and tied deadlines. Since goals and desired results can quickly change, the job requires regularly meeting with and proactively establishing relationships with new groups and people. The ability to understand, quickly react, and motivate others to adapt to the changing organization is a critical key to success. In general, the core of this position requires a motivated and motivating team builder and organization developer.</p>
<p>Decisions will often have to be made in ambiguous situations under pressure and will generally need the ideas and advice of others. Details will need to be handled quickly and accurately. Good judgment is essential in the recruitment process as well as the employee relations process.</p>
<p></p><p><b>Job Description</b></p>
<p><b>Principle duties and responsibilities (Essential Functions) include:
</b></p><p><b>Operational/Functional:</b></p>
<ul><li>Support the hotel&rsquo;s efforts in continuing to deliver outstanding guest services, employee engagement and financial profitability by ensuring the team has a clear understanding of accountability of expectations and results.</li>
<li>Lead the hotel in Employee Engagement strategies and activities to ensure the hotel is continually assessing and improving its management and leadership practices to ensure a highly engaged workforce.</li>
<li>Manage and resolve complex employee relations issues. Conducts timely, effective, thorough and objective investigations. Make recommendations to Corporate Human Resources regarding follow-up actions.</li>
<li>Ensure compliance with all Company policies and procedures, Federal, State, and Local employment requirements.</li>
<li>Responsible for completing and overseeing corporate compliance initiatives</li>
<li>Ensure that all managers are trained on the performance management process and related management programs and initiatives.</li>
<li>Coach, support and hold accountable managers for creating and maintaining a work environment with high morale and productivity.</li>
<li>Effectively deliver and support service training and efforts.</li>
<li>Responsible for all training relating to employee full cycle experience.</li>
<li>Where applicable manage labor relations processes and represent the hotel accordingly if required.</li>
</ul><p></p><p><b>What you will bring:</b></p>
<ul><li>You will have 5 to 10 years of progressive HR leadership experience in the hotel industry including supporting multi-site HR teams. Minimum 5 years in a leadership role with understanding this will be a hands-on position.</li>
<li>Deep understanding of HR practices, policies, employment law and compliance.</li>
<li>Required highly proficient in HRIS systems (preferable Workday) and Microsoft Office Suite.</li>
<li>Strong knowledge and hands on experience in employee/labor relations, talent acquisition, performance management and talent development.</li>
<li>Demonstrated ability to handle multiple priorities in a fast-paced, demanding environment.</li>
<li>Highly approachable demeanor and effective communication leadership style.</li>
<li>Required college degree in a related field</li>
<li>Spanish speaker highly preferred</li>
</ul></div></div><p></p><p><b>Additional Job </b><b>Information/Anticipated</b><b>
</b></p><p><b>Pay Range</b></p>
<div>Pay Salary Range from $160,000 to $175,000. Base pay offered may vary depending on various factors including but not limited to job related knowledge, skills, and job specific experience/overall experience.</div>
<p></p><p><b>Benefits</b></p>
<p></p><p>Sonesta recognizes that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a variety of benefits to our employees including:</p>
<p></p><ul><li>Medical, Dental and Vision Insurance</li>
<li>Health Savings Account with Company Match</li>
<li>401(k) Retirement Plan with Company Match</li>
<li>Paid Vacation and Sick Days</li>
<li>Sonesta Hotel Discounts</li>
<li>Educational Assistance</li>
<li>Paid Parental Leave</li>
<li>Company Paid Life Insurance</li>
<li>Company Paid Short Term and Long Term Disability Insurance</li>
<li>Various Employee Perks and Discounts</li>
<li>Hospital Indemnity</li>
<li>Critical Illness Insurance</li>
<li>Accident Insurance</li>
</ul><p></p><p><b>Sonesta is an equal opportunity employer. </b><b>Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other characteristics protected by law.</b></p>
<p></p><p><b>Upon submitting your application, please ensure you complete a full application in addition to attaching a resume. Incomplete applications received will not be considered.</b></p>
<p></p><p><b>Qualified applicants with arrest or conviction records will be considered for employment in accordance with the
</b></p><p><b>Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.</b></p></div>

Area Director of Human Resources

Community Partners

<div>Description:<p><br>
</p><p><b>Title</b>: Assistant Director of Human Resources</p><p><b>
Reports to</b>: Senior Director of Organizational Development and Change Management</p><p><b>
Classification</b>: Full-Time, 40 hours, Exempt, Benefits Eligible</p><p><b>
Schedule</b>: hybrid 1-3 days/week in office</p><p><b>
Anticipated Hiring Range</b>: $115,000 - $130,000</p><p></p><p><b><br>
The Organization</b></p><p>
Community Partners offers expert guidance, essential services, and a strong dose of passion to help foster, launch, and grow creative solutions to community challenges. For almost 30 years, hundreds of individuals, groups, foundations, and other institutions have worked with Community Partners to create new nonprofit projects, establish coalitions, and manage major philanthropic initiatives to benefit the region. Across all program areas, Community Partners works toward our organizational vision: A vibrant society in which individuals and institutions use knowledge, resources, and relationships to build equitable, democratic, and thriving communities.</p><p>
Our work includes:</p><p><b>
Intermediary Programs</b></p><p>
We help foundations, corporations, government agencies and other institutions achieve greater impact.</p><p><b>
Fiscal Sponsorship</b></p><p>
We provide the structure, finance and administrative services, expert counsel that help nonprofit leaders succeed.</p><p><b>
Knowledge Sharing</b></p><p>
We offer workshops, reports, speaking engagements and a range of publications to help strengthen the field.</p><p>
Community Partners today works with upwards of 180 projects and initiatives and manages roughly $90 million in revenues annually. Our work spans the fields of civic engagement, arts and culture, education, racial and social justice, health, public policy, social services, and youth. To learn more, please visit us at www.CommunityPartners.org.</p><p><b>
Position Summary:</b></p><p>
Reporting to the Senior Director of Organizational Development and Change Management, the Assistant Director of Human Resources oversees the day-to-day functions of the People and Culture (Human Resources) department for a national nonprofit with approximately 700 employees. This role partners with the Senior Director to deliver consistent, compliant, and equitable HR services across the organization, and takes a hands-on approach to lead and execute key programs including benefits administration, employee relations, talent processes, policy and compliance, and HR operations. The Assistant Director builds strong relationships with leaders and staff, supports continuous improvement, and helps advance an inclusive, mission-driven culture.</p><p><b>
Essential Duties and Responsibilities:</b></p><ul><li>
Manage day-to-day activities for core all human resources functions, ensuring timely, high-quality service delivery and a consistent employee experience across the organization. Serves as functional lead across HR disciplines, directly supervising the HR Manager and Benefits Specialist II.</li><li>
Directly supervises and develops HR team members; sets priorities, assigns work, and ensures accountability and growth.</li><li>
Collaborate with department leadership to develop, implement, and maintain people policies, procedures, and practices that reflect organizational values, promote equity, and meet compliance requirements (federal, state, and local).</li><li>
Lead human resources operations; partner with Senior Director to support HR continuous improvement projects.</li><li>
Support manager capability and engagement by contributing to training, toolkits, communications, and change management related to people processes.</li><li>
Serve as a human resources compliance subject matter expert for the organization, ensuring policies and practices comply with applicable provisions of federal, state and local labor laws in a manner that keeps at the forefront the social causes spearheaded by Community Partners and the directors of fiscally sponsored projects</li><li>
Identify and mitigate employee-related risk; partner with legal counsel and insurers on complex matters as needed.</li><li>
Manage sensitive and confidential information with discretion; ensure accurate documentation and records retention. Serve as HR point of contact for any compliance audits.</li><li>
Lead and serve as an organizational expert for benefits and leave administration (including state and federal leave programs, EDD-related programs, ADA accommodations, and worker&rsquo;s compensation) and ensure consistent practices, documentation, and communication in partnership with benefits/leave vendors or internal specialists. Manage complex benefits issues, coordinating with carriers, brokers, and technology partners to ensure seamless implementation and rate validation.</li><li>
Plan and execute organization-wide open enrollment for 400+ employees. Develop and update benefits educational materials, communication, and system configurations.</li><li>
Oversee administration of the 403(b) plan, including employee opt-outs, deferral changes, funding submissions, supplemental payments, and employer match audits. Co-lead the annual 403(b) audit with the Senior Director, including report preparation and reconciliation.</li><li>
Perform other duties as assigned.</li></ul>
Requirements:
<p><b>
Required Qualifications:</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent combination of education and experience.</li><li>
Minimum 7 years of HR experience, including progressive supervisory experience.</li><li>
Demonstrated experience interpreting and applying employment laws and regulations (e.g., wage and hour, anti-discrimination/harassment, leaves of absence, ADA accommodations).</li><li>
Experience supporting a multi-site and/or hybrid workforce with consistent HR practices. Collaboration and relationship management across diverse teams and geographies.</li><li>
Proficiency with HRIS systems, HR operations workflows, and reporting/analytics (advanced Excel preferred).</li><li>
Ability to demonstrate exceptional client service to the needs and opportunities presented by a diverse range of independent thinkers and social entrepreneurs.</li><li>
Sound judgment, discretion, and confidentiality.</li><li>
Clear written and verbal communication; ability to simplify complex topics.</li><li>
Commitment to diversity, equity, inclusion, and belonging principles and practices.</li></ul><p><b>
Preferred Qualifications:</b></p><ul><li>
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).</li><li>
Experience in the nonprofit sector and/or mission-driven organizations.</li><li>
Experience supporting multiple states and partnering with outside counsel on employment matters.</li><li>
Analytical and process-improvement mindset; comfort using data to identify trends and recommend action.</li><li>
Demonstrated ability to prioritize in a fast-paced environment.</li></ul><p><b>
Work Environment and Physical Demands:</b> This role is primarily performed in a professional office environment and/or remote setting. Community Partners is a hybrid work environment, and this role would be expected to be in the office one - two days per week. The position routinely uses standard office equipment and requires the ability to sit for extended periods, communicate effectively, and occasionally lift or move materials up to 25 pounds.</p><p><b>
Travel:</b> Occasional travel may be required for regional or national meetings, trainings, and in-person employee support.</p><p><b>
Compensation and Benefits:</b> Salary is commensurate with experience. The organization offers a comprehensive benefits package.</p><p><b>
Equal Employment Opportunity:</b> The organization is an equal opportunity employer and is committed to creating an inclusive environment for all employees. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other status protected by law. Reasonable accommodations are available for qualified individuals with disabilities throughout the application and employment process.</p><p>
Review of applications will continue until the position is filled; however, the position may close when an adequate number of qualified applications are received.</p><p>
A Live Scan (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position.</p></div>

Assistant Director of Human Resources

The California Endowment

<div><div><b>The California Endowment is seeking a </b><b>Total Rewards Manager</b><b>. Reporting to the Director, People Operations, the hybrid role will report 2 days in our Los Angeles Office.</b></div><div></div><div><br>
We expect to accept applications until <b>May 10.</b> However, because we review candidates as they apply, the role may be filled before this date. To ensure your application is considered in the first wave of interviews, please submit your materials as soon as possible.</div><div></div><div><br>
The California Endowment (The Endowment) is a private, statewide health foundation established in 1996 whose mission is to expand access to affordable, quality health care for underserved individuals and communities and to promote fundamental improvements in the health status of all Californians. We envision a California that leads the nation as a powerful and conscientious voice for wellness, inclusion, and shared prosperity.</div><div></div><div><br>
Headquartered in downtown Los Angeles, the Endowment has regional offices in Sacramento, Oakland, Fresno and San Diego, with staff working throughout the state. We challenge the conventional wisdom that medical settings and individual choices are solely responsible for people&rsquo;s health. We believe that health happens in neighborhoods, schools, and with prevention<b>.</b></div><div></div><div><b><br>
Application Process:</b></div><div><b>
In lieu of a traditional cover letter, we would like to better understand your experience by answering a question around benefits strategy. Please respond to the following prompt and upload as &quot;additional document&quot;.</b></div><div></div><div><i><br>
Describe your experience leading the strategy and execution of a benefits program (such as an annual renewal, new plan implementation, or redesign). </i><i>In your response, be sure to include A) how you assess employee needs, B) make decisions on plan design, C) manage vendors, and D) measure success.</i></div><div></div><p><b><br>
Position Summary:</b></p><div></div><div><br>
The Total Rewards Manager is a strategic partner who leads the effective delivery and management of The Endowment&rsquo;s total rewards programs, including benefits, wellness initiatives, compensation administration, and HR systems. With deep expertise in benefits strategy, this role is responsible for delivering competitive, equitable, and compliant total rewards programs that enhance the employee experience and support organizational performance. In addition, the Total Rewards Manager plays a key role in advancing operational excellence through continuous improvement, leveraging data and technology to inform decision-making, and supporting future HRIS enhancements or migration.</div><div></div><div><br>
This role partners closely with internal stakeholders and external vendors to ensure programs are market-competitive, cost-effective, equitable, and aligned with The Endowment&rsquo;s mission, values, and workforce needs. This role requires strong project management capabilities to plan, prioritize, and drive multiple cross-functional initiatives such as annual benefits renewals, compensation cycles, system enhancements, compliance filings, and wellness programs, ensuring timely, high-quality delivery.</div><div></div><div><br>
The ideal candidate brings both the technical acumen to design scalable processes and a generalist mindset, with the ability to flex across priorities, contribute to broader organizational efforts, and translate strategy into people-centered practices.</div><div></div><div><b><br>
Key Responsibilities:</b></div><div></div><div><b><br>
Benefits Strategy and Administration</b></div><div><ul><li>
Leads end to end project management of the annual benefits lifecycle, including planning, design, renewal, implementation, and post-implementation evaluation.</li><li>
Researches, develops, recommends and implements new innovative plans or plan modifications, employee benefits policies and supervises the administration of existing plans.</li><li>
Serves as The Endowment&rsquo;s subject matter expert and primary point of contact for all benefits-related matters, providing guidance and resolving complex employee inquiries with a high level of responsiveness and service.</li><li>
Leads and manages the strategic relationship with the Benefits Broker, driving plan design, renewal strategy, cost management, and continuous program optimization. This includes premium evaluation and cost share recommendations.</li><li>
Develops and executes communication and education plans, incorporating employee feedback loops and engagement strategies to improve understanding and utilization of benefits.</li><li>
Ensures compliance with all applicable federal and state regulations, staying current on market trends, regulatory changes, and emerging best practices to proactively recommend enhancements and maintain a competitive total rewards offering.</li><li>
Oversees the administration of all benefit programs, including health and welfare plans, FSA/HSA, life, disability, supplemental health plans, 401(k) Plan, 457(b) Deferred Compensation Plan, EAP and employee recognition programs.</li><li>
Manages benefits billing, including auditing, reconciliation, vendor invoice validation, and ensuring accuracy and timeliness of payments in partnership with Finance.</li><li>
Ensures accuracy of eligibility, enrollments, and payroll deductions through strong partnership with Payroll and proactive system audits.</li><li>
Manages DOL and IRS regulatory reporting and disclosure requirements for Section 125 and Retirement Plans including PBGC premium filings, non-discrimination testing plan amendments, and distribution of Summary Annual Reports, Summary Plan Documents and CMS reporting.</li><li>
Supervises filing of annual Internal Revenue Form 5500 and 8955-SSA reports for Section 125 Plans, 401(k). Oversees the administration of the annual plan audits for the 401(k).</li><li>
Administers leave of absence programs (FMLA/CFRA and personal leaves) and disability claims, including tracking, communication, and coordination with Payroll.</li><li>
Oversees workers&rsquo; compensation program, ensuring timely filing of claims with the insurance carrier. Complies with OSHA regulations and coordinates ergonomic assessments and related accommodations as required, in partnership with Facilities as needed.</li></ul></div><div></div><div><b><br>
Compensation Administration</b></div><ul><li>
Supports the planning and execution of the annual compensation cycle, including merit increases, promotions, and incentive programs, ensuring alignment with performance, internal equity, and budget parameters.</li><li>
Participates in and analyzes compensation surveys to benchmark roles and maintain competitive positioning.</li><li>
Promotes internal equity and consistency, identifying and addressing gaps through data-driven analysis and recommendations.</li><li>
Partners with People &amp; Culture leadership to enhance compensation frameworks, processes, and transparency.</li></ul><div></div><div><b><br>
Employee Experience and Wellness</b></div><div><ul><li>
Leads the design, planning, and execution of The Endowment&rsquo;s wellness strategy by chairing the wellness committee and implementing innovative, inclusive programs that support employee well-being, engagement, and align with total rewards philosophy.</li></ul></div><ul><li>
Integrates wellness initiatives with broader total rewards and employee experience strategies.</li><li>
Partners with vendors and internal teams to enhance awareness, accessibility, and utilization of benefits and wellness offerings.</li><li>
Gathers employee feedback to inform continuous improvement of programs and overall employee experience.</li><li>
Supports planning and execution of company-wide events, managing logistics, timelines, and coordination with other stakeholders.</li></ul><div></div><div><b><br>
Onboarding, Offboarding and Employee Lifecycle</b></div><ul><li>
Manages the onboarding cycle end to end, including the audit of required documents (I-9s, tax forms, acknowledgements) via HRIS; tracks progress and close out tasks.</li><li>
Ensures accurate and timely data entry for all transactions in HRIS system, including data changes, new hires, transfers, promotions, and separations, and runs and distributes weekly change reports.</li><li>
Notifies Facilities, Finance, IT, Legal and Grants Management to ensure smooth new hire readiness.</li><li>
Provides overview of benefits and enrollment timelines and maintains up to date onboarding resources and materials.</li><li>
Identifies gaps in onboarding workflows and leads cross-functional solutions that improve quality.</li><li>
Manages and coordinates the full offboarding cycle, including exit logistics, final paperwork, and compliance steps.</li><li>
Partners with IT/Payroll/Managers to disable access, retrieve assets, and update systems.</li></ul><p></p><div><b><br>
HRIS, Data and Compliance</b></div><div><ul><li>
Leads efforts to modernize HR systems, including identifying opportunities for automation, process improvement, and future HRIS enhancements or migration.</li><li>
Optimizes HRIS functionality related to benefits and compensation, ensuring data integrity, system efficiency, and user accessibility.</li><li>
Leverages HRIS and other systems to manage compensation and benefits data effectively while analyzing trends to provide insights to inform decision-making.</li><li>
Develops census data for insurance company benchmarking, partners with brokers in evaluating premiums, develops company cost information and makes premium cost share recommendations to management.</li><li>
Identifies and implements opportunities to incorporate technology and AI for automation to streamline HR processes and enhance employee experience.</li></ul></div><div></div><div><b><br>
Operational and Strategic Engagement</b></div><div><ul><li>
Provides flexible, ad hoc support on enterprise-wide initiatives, contributing total rewards expertise to cross-functional projects and organizational priorities.</li><li>
Translates broader organizational and People &amp; Culture goals into actionable support within benefits, compensation, wellness and HR systems.</li><li>
Partners across teams (e.g., Finance, Payroll, IT, Legal) to support the successful execution of initiatives that intersect with total rewards.</li><li>
Contributes to project implementation by coordinating timelines, managing dependencies, and ensuring follow-through on key deliverables.</li><li>
Applies a generalist mindset to step in where needed, supporting evolving priorities and filling gaps to advance team and organizational goals.</li><li>
Identifies opportunities to streamline processes and improve how total rewards work is integrated across the enterprise.</li><li>
Supports a culture of accountability and trust by communicating clearly, adapting to changing needs, and delivering high-quality work across a range of projects.</li></ul></div><p></p><div><b><br>
Desired Knowledge, Skills &amp; Abilities:</b></div><div></div><div><br>
<ul><li>
Excellent management, organizational, analytical, and interpersonal skills.</li><li>
Experience in leveraging analytics, data, and insights to drive decision-making.</li><li>
Thorough understanding of legal requirements of DOL, COBRA, HIPAA, ERISA, FMLA, CFRA and IRS rules on pertinent benefit programs.</li><li>
Demonstrated understanding of California Wage &amp; Hour laws.</li><li>
Thorough understanding of legal requirements of workers&rsquo; compensation.</li></ul></div><div><ul><li>
Demonstrated ability to maintain employee information confidentially.</li><li>
Demonstrated effectiveness in written and verbal communication.</li><li>
Proficiency in Microsoft Office Suite (particularly Word and Excel) and Human Resources Information Systems (HRIS)</li><li>
Experience with creating a culture of engagement, collaboration and teamwork.</li><li>
Commitment to continuous learning for personal and professional growth and development.</li><li>
Skilled in compiling, analyzing and presenting employee data to support decision making.</li></ul></div><div></div><div><b><br>
Minimum Experience:</b></div><div></div><div><br>
<ul><li>
Minimum five (5) years of human resources generalist experience, with minimum of three (3) years of focused experience in compensation and benefits administration.</li><li>
A bachelor's degree in human resource management or related field is equivalent to four years of relevant experience.</li><li>
Any appropriate combination of education and experience.</li><li>
Experience in non-profit, philanthropy, or mission-drive organizations, preferred but not required.</li></ul></div><div>
 <b>Core Competencies:</b></div><div><ul><li>
Communicates Effectively: Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.</li><li>
Plans and Aligns: Plans and prioritizes work to meet commitments aligned with organizational goals. For example, stays focused on plans and improvises in response to changes, including risks and contingencies. Aligns own team's work with other workgroups. Looks ahead to determine and obtain needed resources to complete plans.</li><li>
Drives Results: Consistently achieves results, even under tough circumstances. For example, holds self to high standards of performance; sets some challenging goals; wants to achieve meaningful results; pursues initiatives/efforts to successful completion and closure. Focuses on key goals, even during setbacks and obstacles</li></ul></div><div></div><div><b><br>
Salary Range:</b></div><div></div><div><br>
Target Hiring Range: $116,781-$145,976</div><div></div><div><br>
Salary Full Range: $116,781-$175,172<br>
<br>
<i>Compensation offers are determined based on the candidate&rsquo;s relevant experience, market data, and internal equity. Most offers fall within the target hiring range, with the full salary range reserved to support growth and progression over time in the role.</i></div><div></div><div><b><br>
 TCE Benefits and Perks</b></div><div></div><div><br>
<ul><li>
Shared medical and dental premiums for employees and eligible dependents</li><li>
100% employer-paid benefits: vision, life and AD&amp;D, STD, LTD and employee assistance program</li><li>
Health Care and Dependent Care Flexible Spending Accounts</li><li>
Reimbursement towards gym fees and/or wellness program and mental health care</li><li>
9-80 schedule with synchronized off days</li><li>
Hybrid work schedule available for most positions</li><li>
11 paid holidays + paid winter holiday closure</li><li>
Generous paid time off (PTO)</li><li>
401k plan with generous employer match and contributions</li><li>
Matching gifts program</li><li>
Paid parking or public transportation subsidy</li><li>
Professional development and training opportunities</li><li>
Tuition Reimbursement Program</li><li>
Monthly BYOD stipend</li></ul></div><div></div><div><br>
The California Endowment&rsquo;s goal is to hire qualified staff reflecting the rich diversity of all Californians. We are proud to be an equal opportunity employer committed to advancing health and racial equity in California. We are committed to creating a work environment in which all individuals are valued and respected. We encourage applicants from diverse backgrounds. We define diversity in broad terms to include race, ethnicity, age, gender, religion, sexual orientation, gender identity and expression, disability, geography, socio-economic status, veteran status, and prior criminal history, in accordance with local, state and/or federal laws.</div><div></div><div><br>
If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, please connect with us at hrforms@calendow.org and describe the specific accommodation request for a disability-related limitation.</div></div>

Manager, Total Rewards

Intercare Therapy

<b>Posted Salary Range:</b> $115,000 - $130,000 (DOE) + Variable Bonus
<br><b>Location:</b> Remote
<br><br>
Join a Mission-Driven Organization Transforming Lives!
<br><br>
At Intercare Therapy, we've been family-owned and family-focused since 1979, dedicated to empowering families through exceptional care. Our core mission is to accelerate a life of independence for children and young adults impacted by autism and related needs. Through evidence-based ABA therapy delivered in homes, centers, and schools, we create real, lasting impact—helping children thrive, families flourish, and communities grow stronger. We foster a supportive, collaborative culture where innovation meets heart. Here, you'll be part of a people-first environment that values work-life balance, ongoing professional growth, and genuine connections—because when our team thrives, so do the families we serve.
<br><br>
The Role
<br><br>
As the Senior Manager, People Operations you’ll be a trusted advisor to both seasoned and emerging leaders—empowering them with the tools, insights, and coaching they need to build high-performing teams and navigate complex people challenges. You’ll lead critical programs in employee relations, performance management, project execution, and manager development, ensuring consistency, clarity, and impact across the organization. This role balances strategic partnership with hands-on execution and is ideal for someone who thrives in a dynamic, people-centered environment.
<br><br>
Your Responsibilities
<br><br>
The following outlines the core areas of focus for Senior Manager, People Operations role.
<br><br>
<ul>
<li>Serve as a trusted advisor to leaders on employee relations, performance, and team effectiveness</li>
<li>Translate business goals into people strategies that drive engagement, retention, and performance</li>
<li>Lead complex employee relations matters and investigations with sound judgment and care</li>
<li>Ensure compliance with federal, state, and local employment laws, and apply strong foundational HR knowledge in decision-making</li>
<li>Design and execute performance management practices, including feedback and development frameworks</li>
<li>Coach and develop managers to build strong, consistent leadership capability</li>
<li>Lead cross-functional People Operations projects from concept through execution</li>
<li>Partner with clinical and operational leaders on workforce planning and staffing needs</li>
<li>Use data and insights to identify trends and inform strategic decisions</li>
<li>Ensure consistent, fair application of policies and practices across the organization</li>
<li>Support change management efforts with clear communication and thoughtful guidance</li>
<li>Collaborate across People functions to deliver seamless, integrated processes</li>
<li>Continuously improve programs and systems to support growth and scale</li>
<li>Champion an inclusive, high-performing, and values-driven culture</li>
</ul>
We’re excited if you have
<br><br>
The following outlines the ideal attributes for the individual fulfilling the responsibilities of the Sr. Manager, People Operations.
<br><ul>
<li>6-10+ years of progressive experience in People Operations, HR Business Partnering, or related HR roles</li>
<li>Strong foundation in core HR disciplines, including employee relations, performance management, and employment law compliance (federal, state, and local)</li>
<li>Demonstrated experience managing complex employee relations matters and investigations with sound judgment and discretion</li>
<li>Proven ability to influence and advise leaders at multiple levels of the organization</li>
<li>Experience designing and implementing people programs, processes, and initiatives in a growing or evolving environment</li>
<li>Strong coaching skills with a track record of developing manager capability and leadership effectiveness</li>
<li>Ability to balance strategic thinking with hands-on execution in a fast-paced environment</li>
<li>Data-driven mindset with the ability to analyze trends and translate insights into actionable recommendations</li>
<li>Excellent communication skills, with the ability to navigate sensitive topics with clarity and empathy</li>
<li>Strong project management and organizational skills, with the ability to manage multiple priorities simultaneously</li>
<li>High level of emotional intelligence, integrity, and professionalism</li>
<li>Experience working in multi-state environments; California employment law knowledge strongly preferred</li>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience); HR certification (e.g., SHRM-CP, PHR) is a plus</li>
</ul>


Senior Manager, People Operations

Working Nurse

<div>
 RN Job
 <br/>
 <br/>
 Case Manager **$7,500 Sign on Bonus**
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 Shift
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 Full Time 8 hr shifts Mon - Fri, 8am - 4:30pm
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 Pay Range
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 $50 - $58.65 depends on experience
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 Location
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 <br/>
 Los Angeles, 90067
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 <br/>
 Apply at Website
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 Email Recruiter
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 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 The Case Manager is responsible for the coordination of health care decisions by using a systematic approach to assure treatment plans that improve quality and outcomes, coordination of care across the continuum; promotion of cost-effective care within the allotted time frame; assuring payments of hospital-based services meeting patient-related utilization management criteria, and implementation of safe and appropriate discharge plans.
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 <strong>
  The Primary Job Functions In Case Management Include
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  <br/>
 </strong>
 <ul>
  <li>
   Responsible for leading hospital-based discharge planning and care coordination to ensure safe, timely, and appropriate transitions across the continuum.
  </li>
  <li>
   Care Planning Management
  </li>
  <li>
   Fiscal Management
  </li>
  <li>
   Payer/Referral Management
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
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  <br/>
 </strong>
 <strong>
  Minimum Qualifications
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 </strong>
 <ul>
  <li>
   Current Licensure per sate guidelines in a clinical or related discipline OR a Bachelor's or Master's in health or human services discipline.
  </li>
  <li>
   Required hospital-based discharge planning and care coordination.
   <br/>
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  </li>
 </ul>
 <strong>
  Previous Experience
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 <ul>
  <li>
   Previous experience in Case Management and Discharge Planning preferred.
  </li>
  <li>
   CCM Certification Preferred.
   <br/>
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  </li>
 </ul>
 <strong>
  About The Hospital
  <br/>
  <br/>
 </strong>
 A partnership between Cedars-Sinai, UCLA Health and Select Medical, California Rehabilitation Institute is the largest acute inpatient rehabilitation hospital on the West Coast.
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 Led by a physiatrist &ndash; a physician board certified in physical medicine and rehabilitation &ndash; our team includes rehabilitation nurses; physical, occupational and speech-language therapists; dietitians; case managers and other clinical and support staff.
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 Together, as part of a national network of approximately 30 inpatient rehabilitation hospitals, we leverage best practices to help patients recover the strength, skills and functional ability to return home and rebuild their lives.
</div>


Case Manager **$7,500 Sign on Bonus**

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