director of human resources Jobs in Los Angeles United States

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senior hr manager

human resources manager

Marriott International

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25178805
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 Los Angeles Airport Marriott, 5855 West Century Boulevard, Los Angeles, California, United States, 90045VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Pay Range:
 
 $71,000 - $95,000 annually
 
 
 
 Bonus Eligible:
 
 Y
 
 
 
 Job Summary
 
 
 
 As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing Recruitment and Hiring Process
 
 
 
 <ul>
 <li>
 Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
 </li>
 <li>
 Establishes and maintains contact with external recruitment sources.
 </li>
 <li>
 Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
 </li>
 <li>
 Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
 </li>
 <li>
 Oversees/monitors candidate identification and selection process.
 </li>
 <li>
 Provides subject matter expertise to property managers regarding selection procedures.
 </li>
 <li>
 Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
 </li>
 <li>
 Performs quality control on candidate identification/selection.
 
 
 </li>
 </ul>
 
 Administering And Educating Employee Benefits
 
 
 
 <ul>
 <li>
 Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
 </li>
 <li>
 Prepares, audits and distributes unemployment claim activity reports to property management.
 </li>
 <li>
 Attends unemployment hearings and ensures property is properly represented.
 </li>
 <li>
 Ensures that department has the available resources on hand to administer employee.
 
 
 </li>
 </ul>
 
 Managing Employee Development
 
 
 
 <ul>
 <li>
 Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
 </li>
 <li>
 Ensures employees are cross-trained to support successful daily operations.
 </li>
 <li>
 Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
 </li>
 <li>
 Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
 </li>
 <li>
 Ensures attendance by all new hires and participation of the leadership team in training programs
 </li>
 <li>
 Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
 
 
 </li>
 </ul>
 
 Maintaining Employee Relations
 
 
 
 <ul>
 <li>
 Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
 </li>
 <li>
 Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
 </li>
 <li>
 Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner
 </li>
 <li>
 Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.
 </li>
 <li>
 Partners with Loss Prevention to conduct employee accident investigations, as necessary.
 </li>
 <li>
 Communicates performance expectations in accordance with job descriptions for each position.
 
 
 </li>
 </ul>
 
 Managing Legal and Compliance Practices
 
 
 
 <ul>
 <li>
 Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
 </li>
 <li>
 Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
 </li>
 <li>
 Ensures medical records are maintained in a separate, secure and confidential medical file.
 </li>
 <li>
 Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).
 </li>
 <li>
 Communicates property rules and regulations via the employee handbook.
 </li>
 <li>
 Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
 </li>
 <li>
 Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
 </li>
 <li>
 Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
 </li>
 <li>
 Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
 </li>
 <li>
 Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.
 
 
 
 Marriott Hotels strive to elevate the art of hospitality, innovating at every opportunity while keeping the comfort of the oh-so-familiar all around the globe. As a host with Marriott Hotels, you will help keep the promise of &ldquo;Wonderful Hospitality. Always.&rdquo; by delivering thoughtful, heartfelt, forward-thinking service that upholds and builds upon this living legacy. With the name that&rsquo;s synonymous with hospitality the world over, we are proud to welcome you to explore a career with Marriott Hotels. In joining Marriott Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
 
 
 JW Marriott is part of Marriott International's luxury portfolio and consists of more than 100 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you&rsquo;re happy, our guests will be happy. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand&rsquo;s namesake and company founder, J.Willard Marriott. Our hotels offer a work experience unlike any other, where you&rsquo;ll be part of a community and enjoy true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. Treating guests exceptionally starts with the way we take care of our associates. That&rsquo;s The JW Treatment&trade;. In joining JW Marriott, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Human Resources Manager

<div>Additional Information 
Job Number25180904 
Job CategoryHuman Resources 
LocationSheraton Grand Los Angeles, 711 S Hope St, Los Angeles, California, United States, 90017 
ScheduleFull Time 
Located Remotely?N 
Position Type Management 
Pay Range: $138,000 - $178,000 annually 
Bonus Eligible: Y<div><div>
JOB SUMMARY 
The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. 
CANDIDATE PROFILE 
Education and Experience
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.</li></ul>
OR
<ul><li>4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.</li></ul> 
CORE WORK ACTIVITIES 
Managing the Human Resources Strategy
<ul><li>Executes and follows-up on engagement survey related activities.</li></ul>
<ul><li>Champions and builds the talent management ranks in support of property and region diversity strategy.</li></ul>
<ul><li>Translates business priorities into property Human Resources strategies, plans and actions</li></ul>
<ul><li>Implements and sustains Human Resources initiatives at the property.</li></ul>
<ul><li>Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.</li></ul>
<ul><li>Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.</li></ul>
<ul><li>Creates value through proactive approaches that will affect performance outcome or control cost.</li></ul>
<ul><li>Monitors effective use of myHR by property managers and employees.</li></ul>
<ul><li>Leads and participates in succession management and workforce planning.</li></ul>
<ul><li>Responsible for Human Resources strategy and execution.</li></ul>
<ul><li>Serves as key change manager for initiatives that have high employee impact.</li></ul>
<ul><li>Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.</li></ul>
<ul><li>Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.</li></ul> 
Managing Staffing and Recruitment Process
<ul><li>Analyzes open positions to balance the development of existing talent and business needs.</li></ul>
<ul><li>Serves as coach and expert facilitator of the selection and interviewing process.</li></ul>
<ul><li>Surfaces opportunities in work processes and staffing optimization.</li></ul>
<ul><li>Makes staffing decisions to manage the talent cadre and pipeline at the property.</li></ul>
<ul><li>Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.</li></ul>
<ul><li>Monitors sourcing process and outcomes of staffing process.</li></ul>
<ul><li>Ensures managers are competent in assessing and evaluating hourly staff.</li></ul> 
Managing Employee Compensation Strategy
<ul><li>Remains current and knowledgeable in the internal and external compensation and work competitive environments.</li></ul>
<ul><li>Leads the planning of the hourly employee total compensation strategy.</li></ul>
<ul><li>Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.</li></ul>
<ul><li>Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.</li></ul>
<ul><li>Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.</li></ul> 
Managing Staff Development Activities
<ul><li>Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).</li></ul>
<ul><li>Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.</li></ul>
<ul><li>Serves as resource to property Human Resources staff on employee relations questions and issues.</li></ul>
<ul><li>Continually reinforces positive employee relations concepts.</li></ul></div><div> 
</div>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.
When you join the Sheraton family, you become a member of its global community. We&rsquo;ve been a place to gather and connect since 1937. At Sheraton, associates create a sense of belonging in more than 400 communities around the world. We invite, we welcome, and we connect guests through engaging experiences and thoughtful service. If you&rsquo;re a team player who is excited to deliver a meaningful guest experience, we encourage you to explore your next career opportunity with Sheraton. Join us on our mission to be &lsquo;The World&rsquo;s Gathering Place&rsquo;. In joining Sheraton Hotels &amp; Resorts, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.</div></div>

Director of Human Resources

Talent Xpanse

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

Director, HR Business Partner (Corporate & Field Support)

Tres LA Group

<div>About the Role 
Tr&egrave;s LA Group is seeking a detail-oriented and highly organized Human Resources Administrator to join our People Team. This position serves as the central support hub for HR operations across multiple Los Angeles locations, ensuring compliance, accuracy, and an exceptional employee experience from onboarding through ongoing administration.
The ideal candidate is proactive, collaborative, and thrives in a dynamic, hospitality-driven environment. This is a full-time, onsite position.
Key Responsibilities
Onboarding &amp; New Hire Support<ul><li>
Coordinate onboarding for new hires, including processing paperwork, assigning equipment, and ensuring completion of training and certifications</li><li>
Maintain and update employee records and rosters in HR systems</li><li>
Track required certifications such as Food Handler Cards and DEI/Harassment Prevention training</li></ul>
HR Administration &amp; Compliance<ul><li>
Manage HR documentation including job requisitions, I-9s, background checks, and benefits enrollment</li><li>
Maintain accurate and compliant record-keeping practices in alignment with company policies and state/federal laws</li><li>
Oversee timekeeping, payroll entries, and direct deposit setup in ADP and related systems</li></ul>
Reporting &amp; Data Management<ul><li>
Prepare and manage HR reports, including labor tracking, attendance, and compliance documentation</li><li>
Organize and streamline digital files and shared drives for HR and management</li></ul>
Collaboration &amp; Communication<ul><li>
Partner with management, culinary, and facilities teams to support HR initiatives and staffing needs across multiple venues</li><li>
Provide administrative support for HR meetings, training sessions, and employee engagement activities</li></ul>
Qualifications<ul><li>
Minimum 2 years of Human Resources experience and 5 years of office or administrative coordination</li><li>
Proficient in Google Workspace (Docs, Sheets, Slides, Forms)</li><li>
Familiarity with Applicant Tracking Systems (ATS) and HRIS; experience with ADP Workforce Now highly preferred</li><li>
Strong communication and organization skills with the ability to multitask in a fast-paced environment</li><li>
Bilingual in English and Spanish (read, write, and speak fluently) Highly Preferred</li><li>
Authorized to work in the U.S.</li><li>
Valid driver&rsquo;s license and clean driving record</li></ul>
Compensation: $24 - $28 per hour - Based on experience 
Status: Non-exempt, full-time
About Tres LA Group 
Tres LA Group is a leading hospitality and catering company based in Los Angeles, known for delivering sophisticated dining experiences at iconic venues. Our team is passionate about hospitality, teamwork, and excellence in every detail.
Tres LA Group is an Equal Opportunity Employer, a drug-free workplace, and complies with all ADA regulations as applicable.
w831ys6R2p</div>

Human Resources Administrator

Akido

<div><div>Akido is rebuilding the healthcare experience from the ground up. Through early interventions designed around social determinants of health (SDoH), world-class care focused on chronic disease, and human-centered technology, we believe we can build a healthcare model that allows for all patients to live their fullest lives. We are a fast-growing, impact-focused, Y Combinator company created out of the University of Southern California's D-Health Lab with the idea that empowering government, healthcare, and nonprofit services with population-based data could help usher in a new era of preventive public health. Today we are building a full stack medical network that leverages our predictive capabilities to provide a frictionless experience for both our patients and care providers.</div>
The Opportunity 


We're looking for a hands-on HR Manager to support our growing network of clinics serving Medicaid members across California. This position is responsible for supporting clinic teams with a strong focus on fostering a culture defined by accountability, respect, and inclusion. The ideal candidate will demonstrate expertise in employee relations and the development of HR processes that establish clear guidelines regarding roles and responsibilities. 


What you'll do 

<ul>
<li>Act as a trusted advisor to managers and staff on all HR matters, including performance, employee relations, and professional development.
</li>
<li>Lead and resolve employee relations issues with fairness, discretion, and compliance with employment laws.
</li>
<li>Oversee onboarding to ensure new hires are set up for success and aligned with Akido's mission.
</li>
<li>Drive performance management processes that promote feedback, growth, and business outcomes.
</li>
<li>Partner with leadership to implement initiatives that foster engagement, accountability, and a positive culture.
</li>
<li>Collaborate with Finance and People teams on compensation, benefits, and workforce planning.
</li>
<li>Design and deliver training programs that strengthen leadership, communication, and collaboration.
</li>
<li>Maintain visibility across clinical sites through regular visits and relationship-building.
</li>
<li>Support the Head of People in advancing staff development and organizational effectiveness initiatives.</li></ul> 


Who you are 

<ul>
<li>An experienced HR professional with 6+ years in progressive roles, including 3+ years focused on employee relations.
</li>
<li>Hold a Bachelor's degree in Business Administration, Human Resources, or a related field.
</li>
<li>Skilled across core HR functions such as employee relations, compensation, performance management, and compliance.
</li>
<li>Experienced in healthcare, community-based, or mission-driven environments (strongly preferred).
</li>
<li>A strong communicator who builds trust and credibility at all levels of the organization.
</li>
<li>Dedicated to fostering an inclusive and supportive workplace culture.
</li>
<li>Known for handling complex and sensitive matters with discretion and sound judgment.
</li>
<li>Comfortable traveling between Los Angeles and Kern County clinics (1&ndash;2 days per week).
</li>
<li>Spanish-speaking ability and HR certifications (PHRca, PHR, SPHR, SHRM-CP, or SHRM-SCP) are a plus.
</li>
<li>Familiarity with Rippling HRIS or similar systems preferred.</li></ul> 


Benefits
<ul>
<li>Stock-options package</li>
<li>Health benefits include medical, dental and vision</li>
<li>401K</li>
<li>Long-term disability</li>
<li>Unlimited PTO</li>
<li>Life insurance</li>
<li>Paid Leave Program</li></ul><div> 
Akido Labs, Inc. is an equal opportunity employer, and we encourage qualified applicants of every background, ability, and life experience to contact us about appropriate employment opportunities.</div></div>

Senior HR Manager

Clay Lacy Aviation

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

D3 Search

<div>
 
 D3 Search is actively seeking the following
 
 Human Resources Coordinator
 
 on behalf of a prominent global law practice with a thriving office situated in Century City, CA (90067).
 
 
 
 
 
 
 Position Title:
 
 
 
 Human Resources Coordinator | 3+ yrs. relevant HR experience in a law firm environment.
 
 
 
 
 
 
 Location | Map
 
 :
 
 
 Los Angeles (Century City) CA | 90067
 
 
 
 
 
 
 Employment Status
 
 :
 
 
 Full-time/direct-hire employment. Non-Exempt Role
 
 
 
 
 
 
 Employer Work Mode
 
 l:
 
 
 Flexible hybrid 4/1 work model.
 
 
 
 
 
 
 Position Summary
 
 :
 
 
 The Human Resources Coordinator provides administrative support to the HR (Talent Services) department, under the guidance of the Talent Services Manager, assisting with daily human resource tasks, including staff recruitment, orientation, employee benefits, event planning, electronic file maintenance, and other duties as assigned. Candidate should also be flexible to work overtime as needed.
 
 
 
 
 
 
 Education Requirement
 
 :
 
 <ul>
 <li>
 Bachelor's degree or equivalent experience in Human Resources, Business, Organization Development or related field preferred
 </li>
 <li>
 Three to five years of experience in a Human Resources support role in a law firm environment
 </li>
 <li>
 Professional in Human Resources (PHR/SPHR) or SHRM-CP/SCP certification preferred
 </li>
 </ul>
 
 
 
 
 
 Compensation | Salary | Benefits
 
 :
 
 
 This is a full-time, direct hire position paying 75-82K (DOE/DOQ) and offering a comprehensive &amp; robust benefits package.
 
 
 
 
 
 If interested in this full-time/direct hire
 
 Human Resources Coordinator
 
 role with this highly respected global law practice situated in Century City, CA (90067), and you meet the above qualifications/requirements, please do not hesitate to contact the following D3 rep.:
 
 
 
 
 
 Domenic Ferrante | D3 Search
 
 
 📡 www.d3search.com
 
 
 📩 domenic@d3search.com | &phone;️ 213-785-2485
 
 
 
 
 
 
 D3 Legal Search, LLC (aka D3 Search) and its clients are equal opportunity employers. Pursuant to local ordinances, we will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Chance Initiative for Hiring Ordinance.
 
 
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Human Resources Coordinator

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