POSITION SUMMARY

The Human Resources Manager is responsible for leading employee relations and overseeing the effective administration of core Human Resources functions. This role serves as a trusted resource to leaders and employees, providing guidance on complex and sensitive workplace matters, including performance management, workplace investigations, corrective action, conflict resolution, reasonable accommodations, leaves, and employment separations.

The Human Resources Manager leads and develops assigned HR staff responsible for the day-to-day administration of general HR functions, including payroll, benefits, leaves of absence, workers' compensation, personnel records, employment verifications, and related HR operations.

This position partners closely with leadership to promote consistent HR practices, mitigate employment-related risk, maintain compliance with federal, state, and local employment laws, and foster a positive, respectful, and productive workplace.

RESPONSIBILITIES AND DUTIES

Employee Relations & Leadership Support

• Serve as a primary employee relations resource for leaders and employees, providing guidance on workplace concerns, performance issues, conflict resolution, policy interpretation, and other sensitive employee matters.
• Lead and conduct timely, thorough, and objective workplace investigations involving employee complaints, misconduct, harassment, discrimination, retaliation, policy violations, and other workplace concerns.
• Guide managers through performance management, coaching, corrective action, and employment separation processes to promote consistency, fairness, appropriate documentation, and compliance.
• Partner with leaders to address complex employee relations matters and develop practical solutions that balance employee needs, operational considerations, company policy, and employment law.
• Provide guidance regarding reasonable accommodations and the interactive process in coordination with appropriate internal and external resources.
• Provide leadership and guidance in conflict resolution and assist managers in effectively addressing employee concerns and workplace issues.
• Identify employee relations trends and recurring workplace concerns and recommend proactive solutions.
• Promote positive employee relations through effective communication, consistent application of policies, and responsive resolution of workplace concerns.
• Partner with Legal and senior leadership, as appropriate, on sensitive or high-risk employee relations matters, claims, agency inquiries, and employment-related proceedings.

HR Team Leadership & Operations

• Lead, coach, and develop assigned HR staff, establishing clear expectations and ensuring accurate, timely, and consistent delivery of HR services.
• Oversee the Payroll Specialist and payroll administration processes, ensuring appropriate controls, accuracy, timeliness, and coordination with applicable departments.
• Oversee employee benefits administration, including eligibility, enrollment, employee inquiries, and coordination with benefits providers and brokers.
• Oversee the administration and tracking of employee leaves of absence in accordance with applicable federal and California requirements and company policies.
• Oversee workers' compensation administration, including claim reporting, tracking, employee communication, return-to-work coordination, and communication with carriers and other partners.
• Oversee assigned HR staff responsible for employment verifications, unemployment claims and inquiries, personnel records, and other general HR administrative processes.
• Manage ongoing Form I-9 and E-Verify compliance following the initial new-hire verification process, including complex or extended cases, required updates and reverifications, record maintenance, periodic audits, and resolution of compliance issues.
• Ensure personnel records and other HR documentation are maintained accurately, securely, and in accordance with applicable recordkeeping and confidentiality requirements.
• Establish and maintain effective HR processes, documentation standards, workflows, and internal controls.
• Leverage HR technology and systems to improve efficiency, reporting, recordkeeping, compliance, and the employee experience.
• Monitor HR service delivery and identify opportunities to streamline and improve processes.

Compliance, Policy & Risk Management

• Maintain current knowledge of federal, California, and local employment laws and regulations and ensure HR practices remain aligned with applicable requirements.
• Ensure company policies and HR practices are administered consistently and appropriately throughout the organization.
• Review, develop, and update HR policies, procedures, forms, and the Employee Handbook in partnership with leadership and Legal, as appropriate.
• Monitor HR compliance practices and identify and address potential gaps or areas of risk.
• Ensure employee records and confidential HR information are maintained appropriately and in accordance with applicable recordkeeping, retention, and privacy requirements.
• Support responses to employment-related claims, agency charges, unemployment matters, workers' compensation matters, and other proceedings in coordination with Legal and appropriate internal or external partners.
• Assist with the preparation and coordination of responses to employment-related agency inquiries and charges, as appropriate.
• Monitor changes in employment law, regulatory requirements, and HR best practices and communicate relevant implications to leadership.
• Identify potential areas of employment-related risk and recommend appropriate preventive or corrective action.
• Support internal HR audits and compliance reviews and coordinate corrective actions when gaps are identified.

HR Partnership & Organizational Support

• Build effective working relationships with leaders and employees throughout the organization and serve as a trusted HR resource.
• Provide managers with practical guidance on employee relations, performance management, policy application, documentation, accommodations, leaves, and other HR matters.
• Partner closely with Talent Acquisition and cross-functionally with Learning & Development and other departments to support organizational initiatives and a consistent employee experience.
• Support organizational changes and company initiatives by providing HR guidance, identifying employee-related impacts, and assisting leaders with effective implementation.
• Analyze relevant HR data and trends to identify employee relations, compliance, and operational opportunities and support informed decision-making.
• Support employee recognition, engagement, and other HR programs within the scope of the position.
• Participate in HR projects and initiatives aligned with organizational priorities.
• Maintain professional and technical knowledge through continuing education and awareness of evolving HR practices, employment regulations, and HR technology.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required. A Master's degree or relevant HR certification is preferred. An equivalent combination of education and directly relevant Human Resources experience may be considered.

• Five or more years of progressive Human Resources experience, with significant hands-on employee relations experience required, preferably within California.
• Demonstrated experience managing complex employee relations matters, including workplace investigations, performance management, corrective action, conflict resolution, accommodations, and employment separations.
• Prior experience leading, supervising, or developing HR staff strongly preferred.
• Strong working knowledge of federal and California employment laws and HR compliance requirements.
• Experience overseeing or working closely with payroll, benefits, leaves of absence, workers' compensation, and general HR administration.
• Experience supporting a multi-location or geographically dispersed workforce preferred.
• Property management or real estate industry experience is a plus.
• Experience working with HRIS/HCM systems and HR reporting.

Knowledge, Skills & Abilities

• Strong employee relations and workplace investigation skills, including the ability to objectively assess complex and sensitive situations.
• Sound judgment and discretion when handling confidential employee information and high-risk workplace matters.
• Strong leadership, coaching, and team-development skills.
• Ability to provide credible and practical HR guidance to employees, managers, and senior leaders.
• Strong knowledge of performance management, corrective action, accommodations, leaves, and employment separation practices.
• Excellent written and verbal communication skills.
• Strong analytical, problem-solving, organizational, and decision-making abilities.
• Ability to manage multiple priorities in a fast-paced, multi-location environment.
• Ability to interpret and apply company policies and employment regulations consistently.
• Proficiency with Microsoft Office and HRIS/HCM technology.

Preferred Certifications

• PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant HR certification preferred.

Travel & Work Requirements

• Ability to work on-site as required by the position.
• Ability to travel to company locations and properties by automobile or air as business needs require.
• Occasional overnight business travel may be required.
• Valid driver's license and ability to meet company driving requirements when operating a vehicle for business purposes.

Physical Requirements

The physical requirements described are representative of those necessary to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

The position primarily involves office-based work and requires the ability to communicate effectively, use a computer and other office equipment, and remain seated or standing for periods of time. The employee may occasionally be required to move or lift materials weighing up to 25 pounds.

Work Environment

The work environment characteristics described are representative of those encountered while performing the essential functions of the position. The role generally operates in a professional office environment and may require visits to residential communities and other company locations. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Requirements
• Five or more years of progressive Human Resources experience, with significant hands-on employee relations experience required, preferably within California. Human Resources experience in the Property Management or Real Estate industry preferred.