Manager, Human Resource

What is an HR Manager

The HR Manager must be able to manage assigned HR workstreams including leaves of absence employee retention succession planning and recruitment with minimal supervision and direction. Additionally the HR Manager must be able to implement and drive other strategic HR initiatives as assigned which support the organizations strategic plan. The HR Manager will also help identify process improvements in the assigned work streams. The HR Manager will work closely with various HR team members and serve as an integral part of the organizations HR service delivery.

Make a Difference through Action

Critical Objectives

Leaves of Absence

• Manages the entire leave process for all types of leaves including FMLA PDL and CFRA ensuring that employees are supported from the moment they request leave until they are ready to return maintaining clear and open communication throughout.
• Informs the employees supervisor and other relevant department leaders about the requested leave and schedules calendar reminders for the necessary leave due dates.
• Provides updates according to the leave and/or updates from the employee.
• Updates the HRIS system and submits necessary IT tickets as needed regarding leave.
• Collects and completes all necessary documentation. Gathers required forms and information from employees ensuring that all paperwork is accurately filled out and submitted promptly to facilitate the leave process.
• Communicates with employees regarding their needs for leave and/or modified work schedules; ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave.
• Handles the FMLA leave administration process from the employees initial notice of the need for leave to the return to work including gathering and completing all required paperwork determining leave eligibility designating leave as FMLA-qualifying requesting medical certification as needed and accounting for intermittent and reduced schedule leave use.
• Maintains communication with employees on leave to facilitate smooth and timely return to work; relays communication between employees and their managers during leave within reason.
• Advises managers and employees on the interaction of leave laws with paid time off as well as short-term and long-term disability benefits.
• Oversees the return-to-work process for employees returning from extended FMLA workers compensation or other leave(s).
• Facilitates accommodation requests in accordance with the Americans with Disabilities Act (ADA). Assists employees in submitting requests for reasonable accommodations under the Americans with Disabilities Act (ADA) ensuring that their needs are met in the workplace.
• Drafts and/or recommends revisions to company leave policies to ensure compliance with federal state and local laws and regulations.
• Maintains complete and accurate records of leave and accommodation requests by specified legal requirements and documentation of best practices.
• Preserves the confidentiality of employee medical documentation and files
• Leaves of Absence (continued)
• Maintains knowledge of all applicable leave and accommodation laws including the FMLA ADA and state and local laws.
• Oversees the leaves of absence inbox.
• Includes enhancements that optimize human resources systems and leverage technology. Identifies opportunities to enhance HR processes through technology streamline workflows and improve the efficiency of leave administration.
• Inputs information into the Calamari data management system.
• Recruitment
• Works closely with the Director of HR and the HR Generalist regarding recruitment details.
• May collaborate with department leaders and the hiring team to determine the most suitable sourcing strategy.
• Assists and supports in interviewing evaluating and screening candidates for specific job openings using competency-based behavioral interview techniques to ensure the candidates align with all specifications of the position including organizational fit and job fit.
• Maintains accurate electronic documentation metrics and reporting related to the whole candidate process while ensuring compliance with policy.
• Performs other duties as assigned to support the efficient operation of the department.

Branding and Strategy

• Partnering with leadership builds a winning Talent Acquisition strategy by leveraging information gathered from HR and the business to stay ahead of evolving business needs. This involves proactively searching for a diverse pool of top industry talent using various recruiting methods including direct sourcing internal recruitment web-based print media and social media.
• Partners as a subject matter expert and develops Service Level Agreements with hiring managers to determine staffing needs and sourcing strategies for short-term and long-term staffing that results in a pipeline of viable candidates. Assists client groups with developing appropriate interview questions and techniques.
• Develop a pipeline of qualified candidates by sourcing passive and active candidates through a variety of methods focusing on social media networking Applicant Tracking System (ATS) sourcing databases employee referrals college recruiting program cold calling and other creative and traditional search methods as required for the position.
• In partnership with the Director of Human Resources will develop strategic relationships with sourcing partners (military/veteran affairs colleges career centers etc.)
• Leads and participates in college/university recruiting events job fairs community partner recruiting and building relationships with outside organizations to support candidate development.
• Generates a robust pipeline of highly qualified and interested candidates for multiple searches (both for active searches and for developing pipelines of candidates for future searches).
• Research new opportunities for the company to find and attract better candidates.
• Partnering with the Marketing Manager and HR Leadership will maintain career page company profile Glassdoor social media etc.

Branding and Strategy (continued)

• Attends networking events job fairs etc.
• Values-Based Performance System and Culture
• Work closely with the senior leadership team and the Director of Human Resources to lead and drive value-creating activities.
• Serve as an advisor and guide to management during the implementation of values.
• In partnership with HR Leadership creates and presents training materials articles papers etc. related to values implementation.
• Coordinate and organize training and other value-related events and activities.
• Systems/Process Improvements
• Leverage existing technology and Lean thinking to streamline and automate processes where possible.
• HR Service Level
• Support the HR team in maintaining world-class service levels (internal customer relationships ER matter resolution HR team service request response times project tracking efficiency project time completion etc.).

What You Bring

Required Personal Attributes

• Ability to earn the trust and respect of all employees and develop strong partnerships with organizational leaders.
• Ability to help form strong performance-focused teams committed to delivering consistent results.
• Collaborative team members can work cross-functionally.
• Continually seeks areas for improvement.
• Works and inspires others to achieve high-performance levels; creates an environment that cultivates employee pride of ownership in their work and emphasizes teamwork.
• High integrity capable of maintaining confidentiality worthy of trust; credibility is built upon integrity and professionalism.
• Actively listens translates and reacts objectively even in stressful interchanges.
• Excellent communication skills both oral and written; able to facilitate and influence actions.
• Able to operate in a dynamic organization and handle multiple projects simultaneously.
• Ability to complete assignments within a specified time frame; must be willing to roll up their sleeves and put in the time and effort needed to get the job done.

Experience and Qualifications

• BA/BS Degree preferred (major in Human Resources Organizational Behavior Psychology Labor Relations Business Management or related field) or equivalent combination of relevant education and experience required.
• 5 years experience as a Human Resources Manager or HR Business Partner
• 2 years of supervisory experience leading a team.
• High Proficiency with Microsoft Office Applications (Outlook Word Excel PowerPoint).
• Excellent presentation and communication skills both written and oral.
• Strong project management presentation and facilitation skills.
• Ability to work in a demanding and dynamic fast-paced environment with the flexibility to adjust to changing priorities and deadlines.
• Strong desire to consistently perform at high levels achieve the best motivate others and commit to creating a world-class HR function/team.
• Approachable professional flexible and positive attitude that leads to the creation of effective
• Relationships with internal and external customers.
• Demonstrated knowledge of California and federal employment and wage & hour laws.
• A Professional Designation (PHR/SPHR) and/or an HR Management Certificate is a plus.
• Experience in a nonprofit environment is a plus.
• Bilingual Spanish is a plus.

The Values We Live by

People First

Helping staff clients and the community thrive is at the core of who we are.

Inclusion

We embrace diversity and strive to create accessible and equitable programs in our workplace.

Collaboration

We find value in the community and working together both internally among our staff and externally with partners.

Excellence

We set high standards for our work and strive to create an environment that enables the team to excel and take bold strategic action in driving change.

Innovation

We continually learn and improve in pursuit of our mission both individually and collectively.

Integrity

We act with integrity and respect for one another and the communities we serve.

Our Commitment

211 San Diego is deeply committed to the principles of equity diversity and inclusiveness and seeks to create a pluralistic community for all staff and clients. 211 San Diego is an Affirmative Action/Equal Opportunity employer. Persons of color women minorities individuals with disabilities and veterans/military status are encouraged to apply.

Other Details

Status: Exempt Full-Time

Department: Human Resources

Reports To: Director of Human Resources

Work Schedule: The Typical schedule is 8:00 a.m. to 4:30 p.m. Monday through Friday. However flexibility is required due to the nature of the business. The schedule may be adjusted as needed to accommodate weekends and holidays. Staff may also be required to be responsive and available for shifts of up to 12 hours during declared emergencies performing duties as directed by the Emergency Manager.

Technical Requirements

Internet speed of 150 Mbps from a reliable internet provider.

Must be directly connected to the router/modem via Ethernet cable. I am unable to use a wireless connection.

Specific vision abilities required by this job include close vision distance vision and the ability to adjust focus.

Work Requirements

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this class. Employees work under typical office conditions and the noise level is usually quiet.

Physical Requirements

While performing the duties of this job employees are regularly required to read and write sit walk within the facility to access file cabinets and documents stand; talk or hear both in person and by telephone; use hands repetitively to finger handle feel or operate standard office equipment; reach with hands and arms; and lift up to 10 pounds. They also occasionally move objects weighing up to 20 lbs. and sometimes but rarely up to 50 lbs.