(usa) ft - temp - hr generalist Jobs in Los Angeles

(usa) ft - temp - hr generalist

administrative assistant, hr (marcomms) Jobs in Los Angeles

administrative assistant, hr (marcomms)

area director of human resources Jobs in Los Angeles

area director of human resources

assistant director of human resources Jobs in Los Angeles

assistant director of human resources

hr specialist

human resources manager

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

UCLA

<div>
 <strong>
  Special Instructions to Applicants
  <br/>
  <br/>
 </strong>
 This position requires that a resume and cover letter be submitted in addition to the application. Please have these two files ready when applying.
 <br/>
 <br/>
 Salary will be commensurate with the final candidate&rsquo;s qualification and experience, and internal equity within the position classification at UCLA.
 <br/>
 <br/>
 This position is eligible for hybrid work schedule - a combination of teleworking and performing work on-site at the UCLA campus, a minimum of two (2) days per week. Additional on-site presence may be required based on business needs, including team meetings, in-person events, or client-facing activities. The ability to flex work location in response to operational and stakeholder needs is an essential aspect of this role. The hybrid work model is reviewed on an annual basis and remains subject to evolving business needs.
 <br/>
 <br/>
 <strong>
  Department Summary
  <br/>
  <br/>
 </strong>
 The Jane and Terry Semel Institute for Neuroscience and Human Behavior at UCLA is a world leader in human neuroscience research, education, and clinical services designed to advance wellbeing and mental health. The Institute provides a collaborative home for preeminent researchers and faculty across many disciplines to study complex human behavior. Their research includes the genetic, biological, behavioral, and sociocultural underpinnings of behavior and the causes and consequences of neuropsychiatric disorders. This transdisciplinary work leads to breakthroughs and developments of new and effective interventions that improve the lives of those around us and across the world.
 <br/>
 <br/>
 <strong>
  Position Summary
  <br/>
  <br/>
 </strong>
 Are you ready to grow your HR career at one of the world&rsquo;s most respected universities? UCLA Semel Institute is seeking a motivated Human Resources Generalist to provide essential support to staff and leadership in a collaborative, mission-driven environment. In this role, you&rsquo;ll assist with recruitment, onboarding, and other HR initiatives that enhance the employee experience. You&rsquo;ll have the opportunity to problem solve, support staff, and help the UCLA Semel Institute community succeed every day.
 <br/>
 <br/>
 <strong>
  Salary &amp; Compensation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   UCLA provides a full pay range. Actual salary offers consider factors, including budget, prior experience, skills, knowledge, abilities, education, licensure and certifications, and other business considerations. Salary offers at the top of the range are not common. Visit UC Benefit package to discover benefits that start on day one, and UC Total Compensation Estimator to calculate the total compensation value with benefits.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   2-4 years Thorough knowledge of organizational policies and procedures, knowledge of functional area and understands how work may affect other areas. (Required)
  </li>
  <li>
   2-4 years Experience in General Human Resources or in a specific HR area, including areas of recruitment, selection and onboarding, employee and labor relations, HR Administration and Compliance, Classification, Compensation, Learning and Development, Performance Management, Leave of Absences, Worker&rsquo;s Compensation, and Benefits. (Required)
  </li>
  <li>
   2-4 years Experience using Microsoft Office suite. (Required)
  </li>
  <li>
   2-4 years Experience using human resources management system (HRMS), and / or other related business software programs and systems. (Required)
  </li>
  <li>
   1-3 years UCPath / PeopleSoft / Timekeeping systems, or other UC applicable enterprise software. (Preferred)
  </li>
  <li>
   1-3 years Experience working in a university or higher education environment. (Preferred)
  </li>
  <li>
   Working knowledge of human resources concepts including policies and procedures, employment practices, talent acquisition, employee and labor relations, benefits, LOAs, compensation, classification, timekeeping, training, and other HR functions. (Required)
  </li>
  <li>
   Analytical, problem-solving skills to conduct analysis with attention to detail. Ability to assess situations, develop recommendations, and apply critical where analysis of situations require a review of a variety of factors. (Required)
  </li>
  <li>
   Ability to assess and adapt to a variety of situations, develop recommendations, and apply critical thinking where analysis of situations require a review of a variety of factors. (Required)
  </li>
  <li>
   Demonstrated ability to work collaboratively with diverse teams and stakeholders while fostering a positive, professional, and service-oriented environment. (Required)
  </li>
  <li>
   Strong organizational skills, and demonstrated ability to effectively prioritize work, communicate needs, and meet deadlines while working independently or with a team. (Required)
  </li>
  <li>
   Skilled in handling sensitive situations effectively and with professional composure while maintaining confidentiality. (Required)
  </li>
  <li>
   Excellent oral, written, and non-verbal communication and collaboration skills to actively listen, convey sensitive information, explain policies and information clearly and logically, and build relationships with diverse audiences. (Required)
  </li>
  <li>
   Demonstrated knowledge of benefits and retirement programs, preferably in a university environment. (Required)
  </li>
  <li>
   Demonstrated knowledge of UC personnel policies (PPSM), bargaining union contracts, and procedures and practices that govern HR administration. (Preferred)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Education, Licenses, Certifications &amp; Personal Affiliations
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's Degree in related area and/or equivalent experience/training. (Required)
  </li>
  <li>
   Human Resources certification such as SHRM or PHR. (Preferred)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Special Conditions for Employment
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Background Check: Continued employment is contingent upon the completion of a satisfactory background investigation.
  </li>
  <li>
   Live Scan Background Check: A Live Scan background check must be completed prior to the start of employment.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Schedule
  <br/>
  <br/>
 </strong>
 8:00 a.m. to 5:00 p.m.
 <br/>
 <br/>
 <strong>
  Union/Policy Covered
  <br/>
  <br/>
 </strong>
 99-Policy Covered
 <br/>
 <br/>
 <strong>
  Complete Position Description
  <br/>
  <br/>
 </strong>
 https://universityofcalifornia.marketpayjobs.com/ShowJob.aspx?EntityID=38&amp;JDName=Human%20Resources%20Generalist%202%20(TBD_941243)
</div>


Human Resources Generalist

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

Volunteers of America

<div><p>About Us:</p>
<p><b><i>VOALA</i></b><br>
<b><i>Helping Our Most Vulnerable Change Their Life Stories</i></b></p>
<p>Volunteers of America is a non-profit human services organization committed to serving people in need, strengthening families, and building communities. VOALA provides a variety of social services to Los Angeles area communities such as Head Start programs, Upward Bound college prep programs, veterans&rsquo; services, homeless shelters, low-income housing program as well as drug and alcohol rehabilitation. Learn more at www.voala.org.</p>
<p><b>PAY RATE: </b>$23.98 - $25.24 Per Hour</p>
<p><b>BENEFITS:</b> VOALA offers competitive medical, dental, vision and retirement benefits.</p>
<p><b>JOB SUMMARY AND PURPOSE</b></p>
<p>The Case Manager (Specialist) provides intensive case management services to eligible clients, meeting participants at least weekly. The Case Manager is the primary point of contact to coordinate services and care for assigned clients. Each Case Manager handles a caseload of individuals in need of a wide variety of human services resources and provides the full range of services available.</p>
<p><b>DUTIES AND RESPONSIBILITIES</b></p>
<ul><li>Conducts comprehensive screenings and assessments with individuals (or families) to collect functional, environmental, psycho-social, financial, employment, housing, educational, and health information, as appropriate, to develop a case plan.</li>
<li>Provide service linkages and support systems to ensure identified needs are met.</li>
<li>Coordinates individualized planning with clients to meet short- and long-term needs.</li>
<li>Coordinates case conferences with residents, consults with service team, monitors progress of clients on case plan, assists clients to meet the agreed upon goals.</li>
<li>Acts as advocate for client before judicial, community, social service, and administrative bodies as needed;</li>
<li>Facilitates support groups and client participation as appropriate, Documents and chart group education sessions clearly and concisely.</li>
</ul>
<p><b>ESSENTIAL DUTIES:</b></p>
<ul><li>Services for this position must be provided on-site. As a result, the position requires incumbents to report to work on-site each day of active employment.</li>
<li>Assessment: through individual meetings on a regular basis and as part of Case Management team develop a detailed plan of action to meet the clients needs, set goals and find the necessary resources to meet those goals</li>
<li>Coaching and Social Support &ndash; accompany participants to activities and services, facilitate group education sessions</li>
<li>Coordinate Care and Case Management of assigned case load as part of team, connecting participants to appropriate services</li>
<li>Advocacy for participants before other agencies/community settings</li>
<li>Capacity Building &ndash; motivating participant progress</li>
<li>Outreach and Engagement &ndash; Meet participants and bring into programs</li>
<li>Other duties as required and may be subject to change</li>
</ul>
<p><b>MANDATED REPORTER
</b></p><p>As service providers to the underprivileged and vulnerable in our community, all employees are considered Mandated Reporters, and must report any instance of physical or sexual abuse to proper authorities.</p>
<p>Qualifications</p>
<p><b>REQUIREMENTS:</b></p>
<ul><li>Must be able to pass a fingerprint clearance, background check, including criminal history, personal references, employment and education verifications</li>
<li>Ability to perform under circumstances of possible emotional stress and conflicts dealing with difficult, uncooperative, and potentially aggressive clients as VOALA serves the neediest of the needy in our programs which may include clients with homelessness, mental-illness, substance abuse, recently released from incarceration and other challenges.</li>
</ul>
<p><b>EDUCATION:</b></p>
<ul><li>Associate&rsquo;s Degree in Social Work or related field <b>or </b>a combination of education and relevant experience (Two years&rsquo; total).</li>
<li>Completion of VOALA Case Management training within 6 months of hire</li>
</ul>
<p><b>EXPERIENCE:</b></p>
<ul><li>Minimum 1-year general experience in case management or similar social services role</li>
</ul>
<p><b>PREFERRED QUALIFICATIONS:</b></p>
<ul><li>Counseling Certification</li>
<li>2 years of experience working with target population</li>
<li>HMIS navigation</li>
</ul>
<p><i>Volunteers of America is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.</i></p>
<p><i>This employer participates in E-Verify as required by the federal government and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.</i></p>
<p><i>If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment.</i></p></div>

Case Manager Specialist

Hallmark Aviation Services

<p></p><div><p><b><i>&quot;ONE STEP CLOSER TO YOUR NEW CAREER STARTS HERE&quot;</i></b></p><br>
<p></p>
<p><b>
Hallmark Aviation is seeking an AIRLINE ACCOUNT MANAGER to provide Exceptional service</b></p>
<p><b>
to our WORLD CLASS International Airlines at LAX airport.</b></p><br>
<p></p>
<div>
The Airline Account Manager leads the airline operational and administrative processes while coordinating with the airline client/station manager to meet high quality standards.<br>
 <br>
<br>
Airline Business Manager Summary:<br>
<br>
<ul><li>Maximize airline account revenues and profitability; Control the budget for labor costs and allocation</li></ul><br>
<ul><li>Ensure that airline account operates according to schedule and service level agreements</li></ul><br>
<ul><li>Oversee the long-term analysis of manpower needs, groom potential leaders</li></ul><br>
<ul><li>Manage, input, and update employee attendance records and ensure appropriate shift coverage using Attendance Enterprise timekeeping system</li></ul><br>
<ul><li>Develop and cultivates strong customer relations/retention</li></ul><br>
<ul><li>Support, hire, train their airline account team; coordinates between Human Resources, Training and Quality Assurance department to ensure a compliant and pleasant work environment</li></ul><br>
<ul><li>Provide hands-on supervision of the staff and delegate workload</li></ul><br>
<ul><li>Provide direct customer relations support</li></ul><br>
<ul><li>Ensure cross training of staff members and monitor mandatory training</li></ul><br>
<ul><li>Administer performance recognition and reward program(s)</li></ul><br>
<ul><li>Carry out disciplinary action and motivational activities when needed</li></ul><br>
<ul><li>Process promotion, demotion and termination paperwork</li></ul><br>
<ul><li>Enforce company policies and procedures (including safety, security, and uniform &amp; grooming standards)</li></ul><br>
 <br>
<br>
<br>
<br>
Preferred Skills and Experience<br>
<br>
 o Proven LEADERSHIP abilities and ORGANIZATIONAL skills<br>
<br>
 o Familiarity with the Aviation industry (or B2B crack): Ticketing experience, passenger service experience<br>
<br>
 o PC basics (Outlook, Microsoft Word, Powerpoint, excel, Adobe PDF, etc.)<br>
<br>
 o Excellent interpersonal, coaching and counseling skills<br>
<br>
 o Self-driven focus on Customer and Client satisfaction<br>
<br>
 o Ability to excel under pressure of meeting extreme deadlines<br>
<br>
 o Able to communicate effectively, both verbally and in writing<br>
<br>
 o Experienced in planning a roster and monitoring work schedules<br>
<br>
 o Able to solve daily problems and make quick decisions within the operation<br>
<br>
 o Able to work varied hours, and flexible to travel if needed.<br>
<br>
 Apply online today! https://hallmark-aviationcareers.silkroad.com/<br>
 <br>
<br>
<br>
<br>
Essential Requirements:<br>
<br>
 PREVIOUS AIRLINE EXPERIENCE<br>
 At least 18yrs old, with a High School Diploma or G.E.D.<br>
 English proficient, other languages may be required<br>
 Basic Math Skills: Adding, Subtracting, Division, and Multiplying<br>
 Computer Literate<br>
 Able to stand, bend, squat, reach, grasp and pick up items; occasional lifting up to 70lbs<br>
 Reading &amp; comprehension of reference materials, instructions, policies &amp; procedures<br>
 <br>
<br>
Basic Requirements:<br>
<br>
 Valid US work authorization<br>
 Professional demeanor and exceptional presentation<br>
 Flexible schedule &amp; availability
<br>
 Background Check, Fingerprinting required<br>
 Drug Screen required on day of hire</div><br>
<br>
<br>
Required Skills<br>
<p>.</p><br>
<br>
<br>
Required Experience<br>
<p>.</p></div>

Airline Account Manager - Starting at $70K+

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