Job Title: Human Resource Manager FLSA Status: Exempt

Department: Human Resources Supervisor: Director of Human Resources

Annual Salary: $105,000 - $125,000 Bargining Unit: No

Direct Reports: No Effective: July 1, 2026

JOB SUMMARY

The Human Resources Manager serves as the operational leader of the Human Resources function and is responsible for the day-to-day administration of HR programs, policies, employee relations, compliance, and workforce operations. Reporting to the Director of Human Resources, the HR Manager ensures that all HR services are delivered efficiently, consistently, and in compliance with federal, California, and local employment laws, applicable collective bargaining agreements (CBAs), and agency policies.

The HR Manager oversees daily HR operations and acts as the primary resource for managers and employees regarding employee relations, performance management, leave administration, recruitment, onboarding, compensation administration, HRIS management, and labor relations support. This position is responsible for creating efficient processes, improving service delivery, identifying operational improvements, and ensuring that HR is viewed as a trusted business partner throughout the agency.

The ideal candidate is a strategic problem solver who enjoys building processes, supporting staff and managers, and balancing legal compliance with excellent employee service in a fast-paced nonprofit environment.

DUTIES AND RESPONSIBILITIES

HR Operations

• Manage the daily operations of the HR department to ensure responsive, accurate, and efficient HR services.
• Develop, implement, and continuously improve HR workflows, procedures, forms, and documentation to increase operational effectiveness.
• Ensure all personnel actions are processed timely and accurately including new hires, promotions, transfers, compensation changes, leaves of absence, status changes, and separations.
• Maintain accurate personnel records and ensure compliance with document retention requirements.
• Monitor departmental workload, priorities, and service standards to improve efficiency and customer service.
• Develop HR metrics and dashboards to monitor organizational trends including turnover, vacancy rates, time-to-fill, employee relations trends, etc.
• Recommend process improvements that increase efficiency while reducing organizational risk.
• Manage administration of employee leaves.

• Maintain compliance with federal, state, and local employment laws and regulations
• Maintain HRIS data integrity.
• Develop HR reporting capabilities.
• Ensure employee data accuracy.
• Prepare reports for executive leadership and the Board of Directors, as necessary.
• Maintain confidential HR records.
• Manage and/or support payroll processing functions as necessary.
• All other duties as assigned.

Compensation and Benefits

• Support salary administration.
• Partner with payroll regarding personnel actions.
• Assist with benefits administration and employee communications.
• Support open enrollment activities.
• Respond to employee benefit inquiries.

Employee Relations

• In consultation with the Director of HR, support managers regarding employee relations and performance management guidance.
• Conduct workplace investigations and prepare investigation summaries.
• Partner with legal counsel when appropriate.
• Ensure consistent application of agency policies and the collective bargaining agreement.
• Coach supervisors on effective documentation and progressive discipline.
• Support managers in difficult employee conversations.
• Identify trends and proactively recommend solutions to reduce workplace conflict.

Labor Relations

• Support administration of the collective bargaining agreement.
• Interpret labor contract provisions for managers.
• Coordinate union notifications required under the CBA.
• Participate in grievance meetings and assist with grievance administration.
• Maintain productive working relationships with union representatives.

Recruitment and Talent Acquisition

• Manage full-cycle recruitment including workforce planning, position postings, candidate screening, interview coordination, offer preparation, background checks, and onboarding.
• Partner with hiring managers to improve recruitment strategies.
• Ensure equitable hiring practices consistent with federal, state, and local laws and regulations.
• Monitor recruitment metrics and identify opportunities to improve hiring efficiency.
• Support succession planning initiatives.
• Develop onboarding processes that improve employee engagement and retention.

QUALIFICATIONS

Minimum Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial Relations, or related field required.
• Master's degree preferred.
• Minimum seven (7) years of progressive Human Resources experience.
• Minimum three (3) years of HR management or supervisory experience.
• Experience working within a California nonprofit organization strongly preferred.
• Experience administering HR within a unionized environment required.
• Experience conducting workplace investigations.
• Experience supporting California leave administration.
• Experience interpreting collective bargaining agreements.
• Experience with HRIS systems such as BambooHR, ADP Workforce Now, UKG, or similar platforms.

Preferred Qualifications

• Professional HR certification (PHR, SHRM-CP, or equivalent)

Required Skills

• Expertise in FLSA, FMLA, and ADA
• Skills to recruit, train, and retain a blended workforce of paid employees and unpaid volunteers
• High emotional intelligence to navigate sensitive situations, build trust, and support mission-driven staff dealing with high burnout rates
• Fluency with HRIS systems, applicant tracking systems, and performance management software

Working Conditions

This role involves handling sensitive and confidential information and requires professionalism, empathy, and the ability to navigate complex interpersonal dynamics. Some evening or weekend work may be required.

This is a hybrid role. Employees may be able to work from home two (2) regularly scheduled days a week after thirty (30) days of employment. Staff must remain responsive during standard business hours while working remotely.

Work from home schedules shall be established in consultation with the Employee's supervisor and approved by Program Directors and/or Human Resources.

Physical Requirements

• Prolonged sitting/standing.
• Extensive typing and data entry.
• Close visual acuity for reviewing documents, data, and reports.
• Prolonged computer use.