Director of human resources jobs in Sacramento, CA - 118 jobs

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Senior Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers WHAT YOU'LL DO: Main point of contact for field and front-line management employees for human resources information and assistance. Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations). Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery. Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas. Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary. Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary. Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content. Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative. Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc. Acts as a liaison with other HR Functions to provide tactical solutions for the business. Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items. Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys. Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA. Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present. Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address. Basic data analytics and interpretation. Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills. High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred Ability to reconcile and provide benefit guidance Ability to prioritize and manage multiple tasks, changing priorities as necessary Ability to work under time pressure and adapt to changing requirements with a positive attitude Effective oral and written communication skills as required for the position Ability to be self-motivated, proactive and an effective team player Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree in HR or related field with 3 years of experience. PHR a plus Can be a combination of education, training, and relevant experience TRAVEL: Up to 0% WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $80,300.00-$105,400.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

What you'll need to succeed as a Director, Human Resources at XPO Minimum qualifications: * Bachelor's degree or equivalent related work or military experience * 7 years of progressive HR experience * Ability to quickly build relationships across the organization and leverage trust to influence outcomes * Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions * Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts * Ability to travel 50% of the time, including overnight stays and air travel * Ability to work onsite at a service center five days per week * Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures * Experience supporting HR operations in California Preferred qualifications: * Bachelor's degree in HR, Business, Communications or Psychology * Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification * Experience using technology and analytics to enhance HR processes and outcomes * Demonstrated ability to connect HR initiatives to business strategy and financial results * Familiarity with emerging HR technologies, predictive analytics and ethical data practices * HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations * People leadership experience with a proven ability to motivate teams and achieve goals About the Director, Human Resources job Pay, benefits and more: * Competitive compensation package * Full health insurance benefits available on day one * Life and disability insurance * Earn up to 15 days of PTO over your first year * 9 paid company holidays * 401(k) option with company match * Education assistance * Opportunity to participate in a company incentive plan What you'll do on a typical day: * Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. * Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. * Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. * Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. * Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. * Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. * Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. * Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. * Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation cycle and open enrollment). Annual Salary Range: $168,522 to $210,652 Actual compensation may vary due to factors such as experience and skill set. This is an incentive-based position, which may include bonuses, incentive or commission plans. About XPO XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statement here. Nearest Major Market: Sacramento Job Segment: HR Manager, Human Resources Director, HR, Recruiting, HRIS, Human Resources Apply now "

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

DirectHire Vice President of Human Resources Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

JOB POSTING #2050 TITLE: Sr HR Manager INDUSTRY: Manufacturing COMPENSATION: $93-173k base plus a bonus RELOCATION: Paid WELL-ESTABLISHED and GROWING manufacturer is looking for a bilingual (English/Spanish) Senior HR Manager for one of their plants just south of Sacramento, CA. SUMMARY: - Provide the full range of HR support to one of the company's manufacturing plants - Strategic and hands-on role - Work closely with the plant leadership team - Coach/mentor a small HR team REQUIREMENTS: - 10+ years of HR experience - 3+ years of leadership experience - Must be bilingual in English and Spanish - Manufacturing industry experience is required - Bachelor's Degree To apply, please visit: ***************************** OR CONTACT: Ralph Chapman Email: ************************* Please reference the JOB POSTING # and the JOB TITLE in the subject line of your email. Please rest assured your information will be kept confidential. We will review your resume and if your background matches our client's requirements, we will get back to you right away. Either way, we will keep you in mind for other searches we are working on. We look forward to staying in touch! Thanks again! ******************** *** The Executive Search Partner for HR Professionals *** Be sure to connect with me on any of the following websites: LinkedIn: ***************************************** Facebook: **************************************** Twitter: *******************************

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

- Note travel requirements in the Requirements section below. Compensation: Base range 110k - 120k, car provision, 20% annual bonus potential, health/dental/vision benefits, 401k. Recruitment will remain open continuously until filled -Apply early! Applications received by January 30th, 2026. will be part of the next review. Company Overview Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. USIC also provides a full suite of utility services throughout North America. Our Mission: to deliver quality, efficient, safe, and innovative solutions to protect our partners' infrastructure and critical assets. Our Culture is known as Living the SAFE-LIFE: Protecting Infrastructure, Protecting Our Communities, Protecting Ourselves. Summary The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. In addition to supporting the implementation of HR-related processes and programs that impact USIC, this individual is responsible for providing proactive, employee-focused HR solutions that align with business priorities, to improve organizational performance in their assigned coverage area. Our ideal candidate will be knowledgeable, creative, and passionate about supporting the employee experience. This role will have an engaging and participatory role in the field with regular visits to locations throughout the coverage area and co-travels with field personnel. This is a great opportunity to join our growing company as we expand our Human Resources team! Responsibilities Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application Maintains knowledge of ongoing business challenges, opportunities, strategic direction, industry, and competitive environment. Uses HR and business information to consult with senior leaders and other functional leadership to develop appropriate HR strategies and solutions that will allow USIC to retain high performing individuals and strengthen overall organizational performance Identifies opportunities and provides leadership throughout the change process to encourage a positive culture of personal growth, innovation, and accountability Works with senior leaders to plan and execute all leadership-related processes, including workforce planning, career development, talent reviews and succession planning, and compensation calibration Works with field leaders and recruiting partners to help attract high potential talent and mitigate turnover disruption. Collaborates with Recruiting to assist with job fairs and hiring events as needed and help coach Hiring Managers regarding selection process best practices Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area Consult with managers on pay-related decisions, including merit increases, incentive recommendations, career-related competitive pay, or other adjustments Analyzes current internal and external compensation trends to make recommendations to management to ensure the alignment of rewards to performance and that USIC remains competitive in local markets Advises management on strategies designed to maintain consistent treatment and compliance with employment laws Provides guidance to designated HR Generalist on daily employee relations issues, intervening on especially complex situations, and executing fair and objective investigations when necessary Participates as a collaborative team member with other HRBPs/HR Managers to provide consistent and professional service to all stakeholders Prepares presentation materials for training sessions and conducts leader training sessions as needed Role is expected to have a participatory role with regular visits to locations throughout coverage area and co-travels with field personnel Participates in special projects or perform other duties as requested Requirements Bachelor's degree in Human Resources, Business Management, or related field preferred. PHR, SPHR, or SHRM certification preferred Minimum of 5 years strategic HR or OD experience required. Ability to do overnight travel 25-50% of the time, and comfortability with another 20-30% of your time being day trip travel (50-75% total travel) Possesses established leadership skills and can develop productive and influential partnerships, network, and communicate effectively with a variety of contacts, including field employees, senior leadership, and outside business associates Ability to thrive and remain flexible in a fast-paced, ever-changing, high-pressure environment while navigating a multi-site, decentralized organization with little oversight Ability to identify and provide solutions to core issues quickly while putting structure around ambiguity Ability to use reporting to analyze data, identify and quantify key HR/employment trends, and provide data-driven recommendations to influence decision-making Demonstrated HR leader in a union environment Possesses strong negotiation, conflict management, and investigative skills. Knowledgeable of applicable employment laws and HR practices/procedures and can remain objective and fact-driven Possesses strong interpersonal and communication skills. Exercises diplomacy, influences and presents ideas in a business, yet user-friendly language Possesses strong and effective change management skills that foster personal and professional growth, champions innovation and accountability, and advances the capabilities of a high-performing team Adept at taking initiative, handling multiple assignments, and meeting deadlines through strong organization and management skills Proficient in using core MS Office Suite products and experience with using HRIS/HRM systems We are an Equal Opportunity Employer. Veterans are encouraged to apply.

Join Our Team as an HR Manager at FosterHope Sacramento! Are you passionate about making a difference in the lives of youth in the child welfare system? Do you have a knack for creating a positive and inclusive work environment? If so, FosterHope Sacramento is looking for you! About Us: FosterHope Sacramento is a nonprofit organization dedicated to providing trauma-informed care, mental health services, and stable placements for youth in the child welfare system. We support foster families, social workers, and youth through comprehensive services rooted in compassion, equity, and community collaboration. Position: HR Manager Location: Sacramento, CA Employment Type: Full-Time, Exempt What You'll Do: As our HR Manager, you'll oversee all aspects of human resources practices and processes, ensuring that FosterHope Sacramento attracts, develops, and retains a compassionate, skilled, and mission-driven workforce. You'll play a strategic and hands-on role in supporting compliance, employee relations, performance management, hiring, training, and organizational culture. Key Responsibilities: Act as a resource for employee concerns and grievances; mediate conflict and provide resolution strategies. Promote a positive, supportive, and inclusive work environment. Maintain compliance with federal, state, and local employment laws and foster care licensing requirements. Implement and oversee performance appraisal systems and goal-setting processes. Lead full-cycle recruitment for clinical, administrative, and program staff, ensuring alignment with organizational needs and DEI principles. Manage onboarding and orientation programs that align with trauma-informed practices and agency policies. Identify staff training needs and coordinate professional development aligned with trauma-informed care and behavioral health services. Manage employee benefits programs, including health insurance, retirement plans, and leaves of absence. What We're Looking For: Bachelors degree in human resources, Business Administration, or related field and/or equivalent combination of education and experience Minimum 5 years of HR experience, with at least 2 years in a lead or senior generalist role. Knowledge of California labor law and HR compliance. Strong interpersonal, communication, and conflict resolution skills. Commitment to trauma-informed care, equity, and culturally responsive practices. Preferred Qualifications: PHR/SPHR or SHRM-CP/SHRM-SCP certification. Experience in child welfare, behavioral health, or nonprofit organizations. Familiarity with Title 22 and Community Care Licensing (CCL) regulations. Why Join Us? FosterHope Sacramento offers competitive pay, comprehensive health benefits, paid holidays, generous PTO, professional development opportunities, and a collaborative, mission-driven work environment.

At a glance Another Source is proud to partner with UC Davis Continuing and Professional Education (CPE) as they seek a Director of Human Resources to join a mission-driven, fast-growing unit of the university. Reporting to the Dean, this role leads and supports the HR function for a college of approximately 160 staff and 850 contract instructors, with an HR team of five professionals and planned growth ahead. If you are an HR leader who values collaboration, invests in team development, and brings a measured, strategic approach to advancing systems and processes so they work better for people, this role offers an opportunity to make a meaningful and lasting impact. Description: What you'll be doing Another Source's client, University of California, Davis, is recruiting a Director of Human Resources to join their Continuing and Professional Education team. Here's a little about UC Davis Continuing and Professional Education: UC Davis Continuing and Professional Education (CPE) is the lifelong learning arm of the university. The division maintains the most diverse program portfolio on campus, offering pre-college programs, professional continuing education, workforce development, international academic and cultural exchange, and training services for corporate and agency partners. As a global leader in continuing education, CPE serves learners regionally, nationally, and internationally, posting more than 55,000 enrollments annually and ranking as the third-largest UC Extension by enrollment. Learn more about CPE: ************************ About the role: The Director of Human Resources is a senior leadership role responsible for the overall direction, effectiveness, and integrity of all academic and staff human resources functions within UC Davis Continuing and Professional Education (CPE). Reporting directly to the Dean, this role serves as the chief HR advisor for the division and provides hands-on leadership to the CPE HR team, which currently supports approximately 160 staff and 850 contract instructors. This position is intentionally designed with a strong supervisory and people-leadership focus, overseeing a team of five HR professionals, and is paired with a clear mandate to modernize HR through innovation, technology, and proactive partnership. The Director will lead CPE HR's evolution from a reactive, issue-driven function to a solutions-oriented, prevention-focused operation that improves efficiency, communication, talent outcomes, and overall organizational health. The anticipated yearly salary range for this position is: $150,000- 175,000. Relocation support available. How you will spend your time HR Team Leadership & Supervision (50%) Provide direct supervision, coaching, and performance management for the CPE HR team. Establish clear expectations, service standards, workflows, and accountability across HR functions. Build a collaborative, professional, and psychologically safe team culture grounded in a solutions-oriented mindset. Redesign team workflows and roles to reduce reactivity and increase proactive planning and prevention. Address and resolve internal conflicts, role ambiguity, and workflow inefficiencies. Ensure HR staff are equipped with the tools, training, and information needed to effectively support managers, employees, and candidates. Lead recruitment, onboarding, and development of HR staff to ensure long-term capacity, resilience, and adaptability. HR Operations, Technology & Employee Experience (25%) Oversee all academic and staff HR operations, including recruitment, classification, compensation, employee relations, labor relations, performance management, and separations. Leverage HR technology and systems to improve efficiency, transparency, documentation, and communication. Implement standardized tools, templates, dashboards, and communication protocols to reduce errors and bottlenecks. Improve candidate experience through clearer processes, stronger interviewer preparation, and consistent communication. Strengthen talent acquisition outcomes by streamlining hiring processes, expanding pipelines, and using data to inform recruitment strategies. Partner with managers to improve onboarding, development, and retention outcomes. Strategic HR Leadership, Innovation & Organizational Development (15%) Serve as a strategic partner to the Dean and divisional leadership on workforce strategy, organizational design, and people-related risk. Proactively identify patterns, pressure points, and recurring issues contributing to HR emergencies or employee dissatisfaction. Design and implement preventive strategies, training, and tools to reduce avoidable HR crises. Lead HR innovation efforts, including process automation, technology adoption, and improved data practices. Champion a culture of continuous improvement and adaptability across CPE. Policy, Compliance, Measurement & Academic Personnel (10%) Provide expert interpretation and application of UC academic and staff personnel policies, emphasizing practical, enabling solutions. Ensure compliance with UC, state, and federal employment regulations. Develop and maintain metrics and dashboards tracking HR performance, service delivery, hiring timelines, turnover, and employee relations trends. Use data to assess effectiveness, identify gaps, and communicate progress to leadership. Serve as CPE's primary HR liaison with Campus HR, Academic Affairs, Labor Relations, and Legal, fostering proactive partnership rather than reactive escalation. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience. Ten (10) or more years of progressive leadership experience, including management responsibility in complex organizations. Broad management experience across human resources, business operations, and communications functions. Experience interpreting and implementing staff and academic HR policies, practices, and procedures in a university or similarly complex institutional environment. Demonstrated knowledge of and experience applying state and federal employment laws and regulations. Proven supervisory and team leadership experience, including recruitment, performance management, conflict resolution, and staff development. Experience leading organizational change initiatives, including the implementation of new regulations, business processes, and/or systems. Strong strategic planning, analytical, and program evaluation skills. Excellent leadership, interpersonal, and communication skills, including the ability to present complex or sensitive information to diverse audiences and work effectively with individuals from diverse backgrounds while maintaining confidentiality. Proficiency with Microsoft Office and related productivity tools, and strong project management skills to lead complex initiatives from concept through implementation. Preferred Qualifications Master's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent advanced experience. Experience with UC academic and staff policies, personnel systems, and shared governance or collective bargaining environments. Senior-level management experience with demonstrated ability to analyze complex information, assess enterprise-wide implications, and provide clear, strategic recommendations to leadership. Experience leading business process improvement, organizational change, and information systems implementations in a high-growth or technology-enabled environment. Familiarity with performance management frameworks, including Objectives and Key Results (OKRs). What's in it for you: Benefits - UC Davis received the 2017 World at Work Seal of Distinction, marking the fifth year the university has been honored for our range of employee benefits, including extras and work-life initiatives that go beyond salary to create a positive work environment. You can learn more about the offerings here: ***************************************** Equal Employment Opportunity and Non-Discrimination: UC Davis is a diverse community comprised of individuals having many perspectives and identities. We come from a multitude of backgrounds and experiences, with distinct needs and goals. We recognize that to create an inclusive and intellectually vibrant community, we must understand and value both our individual differences and our common ground. The UC Davis Principles of Community is an aspirational statement that embodies this commitment, and reflects the ideals we seek to uphold. Another Source works with their clients on a retained project basis. We are committed to building inclusive candidate pools as we partner with hiring teams. As you read through the job posting and review the list of qualifications (required and/or preferred), please do not self-select out if you feel you do not meet every qualification. No one is 100% qualified. We encourage you to apply and share your story with us. #AS1 #LI-DB1

About the RoleIn this role you will be responsible for providing HR business partnerships to our Merch Planning, Marketing, and Product-to-Market functions that result in an engaged workforce and a more productive business. You will be responsible for and contribute to developing people strategies, overseeing all day-to-day HR activities for the clients, providing thought leadership to these organizations and associated Leadership Teams, developing, and executing talent management and change management strategies and partnering with key Gap Inc. HR Centers of Excellence and Employee Experience partners to deliver results against the people strategies.What You'll Do Provide thought leadership and consultation/support on people and organizational issues: collectively, directly and through matrix management throughout the organization, leveraging resources, programs, and tools to achieve desired outcomes Actively participate with and influence the Leadership Teams, advising on people and organization impact of business plans and decisions; ensure that change and transformation plans are established and effectively executed. Identify and implement strategies which improve employee engagement year over year, as measured through the continuous listening process Analyze HR metrics to identify business opportunities working with leadership to develop and implement solutions Drive talent management and succession planning activities within the business Pro-actively partner with the business and HR partners in Centers of Excellence to develop strategies to strengthen build capabilities, as needed, to ensure a ready now talent pipeline ; identify and deploy appropriate retention strategies to promote organizational stability Investigate and resolve employee relations and performance management issues in partnership with legal and Employee Relations team LEADERSHIP BEHAVIORS. Center on the Customer Everything we do is for the customer. This means listening and learning to truly understand who they are, what they need and where they're headed, so we can show up as authentic and culturally relevant - not just today, but tomorrow too Create with Curiosity Curiosity unlocks creativity. Asking questions like, ‘what if?' and ‘why not?' spurs a growth mindset, which leads to challenging the status quo, learning from our mistakes, and inspiring dynamic creativity everywhere Collaborate with Candor Collaboration enables us to imagine - and execute - better. Exchanging candid and direct perspectives brings out the best in us, elevating ideas and pushing us to go beyond what we can see alone Champion Excellence We strive to be the best and recognize it's an endless pursuit. It all starts with personal accountability to set clear expectations, remove barriers to execution, and empower those around us to deliver impact. When we do this, we unleash our full potential Who You Are Extensive and progressive Human Resources generalist experience driving transformational initiatives and addressing organizational efficiencies and effectiveness at scale, preferably in a vertical retail environment Comfort with most HR disciplines (employee relations, compensation, benefits, OD, talent management, talent acquisition) Retail business acumen; understanding of merchandising, inventory management, design and marketing competitive talent landscape Strong track record of driving Talent Strategy, Talent Acquisition, Performance Management, Organizational Design and effectiveness, Succession Planning and Engagement Experience leading large and small-scale organizational design and effectiveness initiatives in partnership with leadership Financial acumen and experience managing FTE and contingent workforce budget at scale Seasoned in investigating and resolving employee relations and performance management challenges in a headquarters environment Knowledge and experience driving a high-performance culture in a leader led organization Proven experience in managing others including ability to coach, develop, provide direction, recruit/retain top talent, understand resource capability and successfully drive results working with direct reports and other internal resources

Full-time Description HUMAN RESOURCES DIRECTOR - SACRAMENTO THE FIRM Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, individuals, emerging companies, and nonprofits. From locations in Sacramento, San Francisco, Los Angeles, Orange County, and San Diego, more than 80 attorneys assist clients throughout California with business and litigation needs, including corporate law, finance and tax law, labor and employment, real estate, intellectual property, entertainment, and digital media. We maintain our leadership position by creating a value-added, trust-based relationship with our clients, supporting our local communities, and developing deep subject-matter expertise. We offer a supportive and collegial environment where individual contributions are recognized and celebrated, and hard work is balanced with personal fulfillment and responsibilities. THE OPPORTUNITY Weintraub Tobin is currently seeking a full-time, experienced Human Resources (HR) Director to join the Firm's leadership team in Sacramento. This role reports directly to the Managing Shareholder and Chief Operating Officer (COO) and supports and collaborates with the Firm's attorneys and staff across all offices. The HR Director will serve as a strategic leader, responsible for mentoring the HR team and overseeing all aspects of human resources - including talent management, employee relations, compliance, compensation, and benefits. The ideal candidate will bring a forward-thinking approach to HR strategy, foster a positive and inclusive workplace culture, and ensure alignment with the Firm's values and business objectives. RESPONSIBILITIES Talent Management Oversee recruitment, onboarding, and integration of new hires. Manage performance review processes and career development programs. Partner with managers and practice group leaders to evaluate staffing needs across departments and practice areas, and ensure teams are effectively staffed and supported to meet operational and strategic objectives. Analyze employee relations trends and help develop proactive retention strategies, solutions, programs, and policies. Employee Relations & Compliance Administer and manage employee leave of absence programs, including FMLA, CFRA, ADA accommodations, and other statutory or Firm-specific leave policies. Serve as a trusted advisor on employee relations matters, conflict resolution, and disciplinary actions. Conduct confidential internal workplace investigations and report facts and findings to the Firm's employment counsel to discuss and recommend remedial action as appropriate. Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations and EEO. Develop, implement, and regularly update Firm-wide HR policies and procedures, including the employee handbook to ensure legal compliance, operational efficiency, and alignment with the Firm's values and strategic goals. Compensation & Benefits Develop, implement, and oversee compensation strategy, salary benchmarking, and annual review process, including salary data report analysis and recommendations to modify existing compensation structure. Oversee the benefits program including health insurance and retirement plans. Evaluate and recommend enhancements to total rewards offerings. Communicate with payroll to integrate employee vacation and/or sick time wages with State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits. HR Operations Provide guidance and mentorship to HR team members, fostering their professional growth and ensuring alignment with the Firm's strategic HR objectives. Lead the HR team in delivering high quality, efficient, and confidential support services. Manage the HRIS systems and ensure accurate recordkeeping and reporting. Requirements QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred. Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership role. Prior experience in a law firm or professional services environment highly desirable. Strong knowledge of employment law and HR best practices. Superior interpersonal, communication, and leadership skills. Ability to travel to Firm office locations (˜10% travel expectations). EQUAL EMPLOYMENT OPPORTUNITY The Firm is an equal opportunity employer. It is Firm policy to provide equal opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, age, physical or mental disability, medical condition, marital status, sexual orientation, sexual identity, genetics, veteran status, or any other class protected under federal, state, or local law. This policy applies to all terms and conditions of employment. It is the intent of the Firm to comply with all applicable federal and state laws with respect to fair employment practices. The Firm will provide reasonable accommodation to qualified applicants and employees with a known disability or medical condition or for an employee's religious beliefs provided the accommodation does not cause undue hardship to the Firm. Any applicant or employee with a qualifying disability or medical condition, or a religious practice, that requires an accommodation in order for the employee to perform the essential function of his or her job, should contact the Human Resources to discuss it further so the Firm can determine if a reasonable accommodation exists and can be provided. Salary range: $125,000 - $170,000 NOTE: We are not currently accepting inquiries from recruiters or recruiting agencies. All applications must be submitted directly by the candidates.

About the Employer VUSD works to achieve the mission of graduating all students by providing academic excellence and CHOICES that encourage unique and individualized learning experiences. We place precedence on imparting a sense of belonging and commitment to community. Fostering lifelong learning lays a foundation for character, work ethic, collaboration and confidence to aspire and achieve. VUSD students are exposed to college and career readiness opportunities that give direction and purpose after graduation. We believe the outstanding talent and dedication of our teaching and support staff enables our students to accomplish great things. At Vacaville Unified School District, we provide an environment that promotes equity, diversity, and inclusion. We value and embrace diversity and believe that it is critical to achieving educational excellence. We are intentionally enhancing an inclusive culture that supports the diverse needs of all we serve. We are dedicated to working together to create a district where everyone feels seen, heard, and supported. We welcome and value the contributions of every member of our community, including students, families, staff, and community partners. Job Summary Under professional direction of the Assistant Superintendent of Human Resources, the Director of Human Resources is responsible for department administration of the Human Resources Office. The Director shall work as a collaborative team member with the Assistant Superintendent of Human Resources and the Human Resources staff to implement and recommend policies and procedures that ensure an effective operation of the District and the Department. Responsibilities will include planning, monitoring, developing, and implementing a variety of programs related to a wide array of human resources functions. The Director will serve as a member of the District collaborative team in providing support services to other departments and to school sites. View Job Description Certification Requirement Possession of a valid California administrative credential authorizing service as district level administrator Experience and Education Any combination of experience and education that could provide the required knowledge and ability would be qualifying. A typical way to obtain the required knowledge and abilities would be: Experience: Five years of experience in a responsible public education administrative or supervisory position, including experience in personnel management, employer/ employee relations, or similar fields. Education: Equivalent to completion of a master of arts or higher degree from an accredited college or university in educational administration, personnel administration, industrial relations, or other closely related areas. Employment Type Full time, 8 hours, 5 days per week, 12 months per year Comments and Other Information This is a classified management position. This position is set to begin July 1st, 2026. Application Deadline: February 9th, 2026

If you reside in California, please see our California Applicant Privacy Policy for more information about our data handling practices and your data rights. Responsibilities MV Transportation is seeking a Human Resources Manager who is the local resource that plans, directs, and coordinates the administrative functions of Service Provider's workforce. This individual can serve as a link between Service Provider's employees to its management. The Human Resources Manager will be responsible for employee recruitment, screening, and retention is integral to the effective provision of customer service-oriented transportation. Duties and responsibilities include: * Sourcing, recruiting and hiring employees * Maintaining financial, payroll, personnel, reporting, and other records as needed * Developing and implementing innovative recruitment approaches to find and attract unique and specialized talent * Establishing a hiring process including reviewing applications or resumes, screening applicants, interviewing potential employees, and conducting reference and background checks * Ensuring all personnel records are accurately maintained including maintenance of proper records and documentation of required training, certifications, and compliance * Administration of compensation and benefit programs * Addressing concerns or complaints received from staff either in person or through the Employee Hotline, investigating complaints, and documents finding for review by regional and corporate compliance staff * Developing and implementing initiatives to improve and maintain employee satisfaction and retention and to minimize turnover * Reviewing and shaping organization policies and rules in order to stay compliant and enhance the contractor's performance * Developing and revising job descriptions and training/certification checklists * Monitoring staffing and projected work levels and communicate with the General Manager, Safety and Training Manager, and Operations Manager regarding anticipated changes in required staffing levels * Ensuring that employee evaluations and reviews are administered on-time and objectively * Participating in regular meetings with the General Manager and other departments to the assure the Contractor is achieving the stated performance goals * Ensure compliance with client, company, state, and federal requirements for employment * Serves as Equal Employment Opportunity (EEO) and Affirmative Action (AA) officer for the location * Acts as liaison with representative of an employee union Qualifications Talent Requirements: * Minimum of two (2) to three (3) years in a Human Resource management with 200+ employees * Critical thinking and decision-making skills * Bachelor's degree in Human Resource Management or a closely related field or equivalent experience * Human Resources certifications are a plus * Interpersonal, and diplomacy skills in dealing with employees at all levels of the organization Starting salary range: $90,000 - $100,000 MV Transportation is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin or ancestry, sex, physical or mental disability, veteran or military status, genetic information or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. The information collected by this application is solely to determine suitability for employment, verify identity and maintain employment statistics on applicants. Where permissible under applicable state and local law, applicants may be subject to a pre-employment drug test and background check after receiving a conditional offer of employment. #appcast

Job Title: Human Resources Manager Work Schedule: Full-Time, Onsite The Human Resources Manager is responsible for overseeing all aspects of the employee lifecycle, including recruiting, onboarding, payroll administration, benefits, compliance, employee relations, and terminations. This role is highly hands-on and requires strong knowledge of employment law, HR systems (Paycom), DOT compliance, benefits administration, and workplace safety. The HR Manager serves as a trusted partner to leadership, ensuring HR processes are compliant, efficient, and aligned with business operations in a regulated, safety-focused environment. The HR Manager will be an integral part of the management team. We are looking for someone who has a desire to be a key leader and grow within our organization. Responsibilities: Manage recruiting activities, including job postings, resume screening, interviews, and job descriptions Oversee onboarding and offboarding, including background checks, DOT compliance, payroll setup, benefits enrollment, and documentation Administer payroll through Paycom, including timecard review, PTO tracking, commissions, and garnishments Manage one Payroll Clerk Ability to work overtime as needed Lead employee relations, including investigations, disciplinary actions, and terminations Ensure compliance with employment laws, OSHA, DOT, workers compensation, and safety reporting requirements Manage benefits administration, annual open enrollment, insurance renewals, and employee education Maintain accurate personnel records, HR reporting, and company-wide communications Coordinate with IT, accounting, and operations on employee access, equipment, and property Support compensation planning, bonuses, training records, and workforce compliance initiatives Occasional travel required Qualifications: Bachelors degree required 5+ years of progressive HR experience, preferably as a senior HR Generalist or HR Manager SHRM certification preferred Experience in a dealership environment preferred (equipment, truck, automotive, or RV), with an understanding of sales, service, parts, and rental operations. Familiarity working across dealership teams, from leadership and management through technicians and mechanics. Strong written and verbal communication skills. Ability to communicate concisely within all levels of the organization Strong knowledge of payroll, benefits, and HR compliance Experience with HRIS/payroll systems (Paycom preferred) Ability to handle confidential matters with professionalism and discretion Excellent organizational and problem-solving skills; proven ability to manage projects proactively

About Us All children in Napa County are healthy, safe and have the opportunity to reach their greatest potential. To empower parents, nurture children and strengthen communities. We provide parents with the education, resources and support they need to raise children who thrive. Founded in 1972 in response to a child abuse-related death, Cope Family Center began as a volunteer grassroots organization focused primarily on child abuse prevention and awareness. Our founder, Linda Thomas, led this group of dedicated volunteers who envisioned all of Napa's children growing up in safe, nurturing homes. Despite the changes in our community over the years, this vision is still critically important. The Human Resources Director will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the academy. This includes areas such as talent management, change management, organizational and performance management, training and development, and compensation. The HR Director will provide strategic leadership by articulating HR needs and plans to the executive management team. Key Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Manage the recruitment and selection process. Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization. Nurture a positive working environment. Oversee and manage a performance appraisal system that drives high performance. Maintain pay plan and benefits program. Assess training needs to apply and monitor training programs. Ensure legal compliance throughout human resource management. Minimum Qualifications: Proven working experience as HR Director or other HR executive. People-oriented and results-driven. Demonstrable experience with HR metrics. Knowledge of HR systems and databases. Ability to architect strategy along with leadership skills. Excellent active listening, negotiation, and presentation skills. Competence to build and effectively manage interpersonal relationships at all levels of the company. In-depth knowledge of labor law and HR best practices. Degree in Human Resources or related field. What We Offer: Competitive salary commensurate with experience. Benefits package including health, dental, and vision insurance. Long-Term & Short-Term Disability Retirement plan options. It is Western Welding Academy's policy to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, sexual orientation, gender identity, age, disability, protected veteran status, or any other protected characteristic. Job Type: Full-time Benefits: 401(k) 401(k) matching Dental insurance Health insurance Health savings account Life insurance Paid time off Retirement plan Vision insurance

Wonderful Wines, the premium wine division of The Wonderful Company, unites three iconic wineries - JUSTIN Vineyards & Winery, Lewis Cellars, and Landmark Vineyards - under one visionary umbrella. Known for innovation, entrepreneurial drive, and relentless pursuit of excellence, our mission is to craft extraordinary wines and unforgettable experiences. From JUSTIN's Bordeaux-style blends in Paso Robles, to Lewis Cellars' award-winning Cabernet Sauvignon in Napa Valley, to Landmark's expressive Sonoma Coast Chardonnay and Pinot Noir - our portfolio showcases the best of California's winegrowing regions. As part of The Wonderful Company - a Fortune Top 100 Place to Work and PEOPLE's #1 Company That Cares - we're committed to making a difference for our people, our planet, and our customers. We are seeking a Human Resources Manager responsible for providing advanced-level support across a broad range of Human Resources functions, including employee relations, performance management, policy interpretation, compliance, compensation, benefits, talent acquisition, and organizational development. This role operates with a high degree of independence and works closely with both employees and leadership to ensure consistent and equitable application of HR policies and practices. Based at our Napa, CA location, this role will provide Human Resources support to all winery employees across four Northern California sites, serving a total of 56 employees. Frequent travel and onsite presence at each Northern California location is required. In addition, this role will support our Southern California employees remotely and through occasional in-person visits as needed. Job Description Employee Relations & Compliance Provides guidance to managers and employees on HR policies, procedures, and employment law. Conducts investigations into employee complaints, conflicts, and policy violations; document findings and recommend action. Ensures compliance with federal, state, and local labor laws and company policies. Assists in responding to legal claims, audits, or government agency inquiries. Maintains confidentiality and ensure consistent application of company policy. Performance Management & Coaching Supports performance review processes, including goal setting, evaluations, and performance improvement plans. Coaches managers and employees on feedback, development, and disciplinary matters. Facilitates and guides corrective action and progressive discipline processes. Assists with succession planning and identifying high-potential talent. Compensation & Benefits Support Supports annual compensation review processes (e.g., merit increases, market adjustments). Collaborates with the Total Rewards team on benefits administration, benefits enrollment and employee education. Collaborates closely with the Leave of Absence Department, serving as the primary lead on the Interactive process to ensure compliance with ADA/FEHA regulations. Facilitates communication between employees, managers, and HR to assess reasonable accommodations and support employees' successful return to work. Talent Acquisition & Onboarding Partners with the Talent Acquisition team to align hiring efforts with workforce planning needs. Participates in interview processes for key roles and support hiring managers with best practices. Ensures smooth onboarding and orientation for new hires, including documentation and initial training support. Learning, Development & Culture Supports the delivery of employee training and development programs. Facilitates workshops and training sessions on topics such as anti-harassment, leadership, workplace ethics, and wage and hour. Promotes initiatives that enhance employee engagement, and recognition. Project Management & HR Initiatives Participates in or leads HR projects and continuous improvement initiatives. Contributes to the development and implementation of HR programs, policies, and procedures. Collaborates with cross-functional teams to deliver HR solutions aligned with business needs. Qualifications The ideal candidate for a HR Manager role is an experienced and well-rounded HR professional with a strong grasp of core HR functions such as employee relations, compliance, performance management, and talent development. They are highly dependable, capable of working independently, and skilled at navigating complex workplace issues with professionalism and discretion. This person communicates clearly and confidently, builds trust across all levels of the organization, and handles sensitive matters with integrity and sound judgment. They are detail-oriented, tech-savvy, and comfortable using data to inform decisions. A natural collaborator, they thrive in dynamic environments and are motivated by opportunities to contribute to a positive workplace culture and continuous process improvement. What You'll Bring Bachelor's degree in Human Resources, Business Administration, or a related field required. Minimum 8 - 10 years of progressive HR experience, including at least 3 years in a management capacity. Experience in a multi-site environment is preferred. HR certification (e.g., PHR, SHRM-CP) preferred. In-depth knowledge of HR laws and regulations (FMLA, FLSA, ADA, Title VII, etc.). Strong interpersonal and communication skills. Ability to handle sensitive situations with professionalism and confidentiality. Strong analytical and problem-solving abilities. Proficiency with HRIS platforms (e.g., UKG, Power DMS). Ability to prioritize and manage multiple tasks in a fast-paced environment. The Human Resources Manager role is critical because it serves as the bridge between HR strategy and day-to-day employee experience. This position ensures that HR policies, practices, and programs are not only compliant with laws but also aligned with the company's culture and business goals. Acting as a trusted advisor to both employees and leaders, the Human Resources Manager plays a key role in resolving employee relations issues, supporting performance and development efforts, and promoting a fair, respectful, and inclusive workplace. Their ability to manage sensitive situations, interpret complex policies, and implement practical solutions directly impacts employee engagement, retention, and organizational effectiveness. Simply put, this role helps create the conditions where people can do their best work-legally, ethically, and productively. Growth Path: Outstanding performance in this role opens the door to broader leadership roles across the organization. Pay Range: $115,000 - $125,000 and may include a discretionary bonus. Final compensation will be dependent upon skills & experience. Additional Information Thriving Wellness Community: Access to top-notch medical coverage comprehensive vision and dental plans, and a 401k with match eligibility to secure your financial future and including: 24/7 online physician consultations virtual mental health resources life coaching engaging employee community groups cash rewards for healthy habits and fitness reimbursements library of on-demand fitness videos Career Advancement Opportunities: Unlock your potential with clear paths for career progression and internal mobility across our diverse family of brands and business units. Focused Learning and Development: Grow as a leader with our dedicated Learning and Organizational Development department, offering extensive resources like People Manager and leadership training, webinars, and eLearning courses. Empowering Mentorship Program: Connect with colleagues through our company-wide mentorship program to share goals, overcome challenges, and drive your career forward. Continuous Improvement Training: Participate in training that empowers all employees to learn and implement concepts that drive significant, positive change in the workplace. Building a Healthy Society: To date, our co-Founders Lynda and Stewart Resnick, through their foundations and The Wonderful Company, have invested more than $2.5 billion in education, health and wellness, community development, and sustainability initiatives across California's Central Valley, Fiji, and the world. In 2025, Wonderful ranked as #1 in PEOPLE's “100 Companies That Care” list and was named one of Fortune magazine's 100 Best Companies to Work For. To learn more about our corporate social responsibility efforts, visit csr.wonderful.com. Giving Back to the Community: Make a difference with Wonderful Giving, allowing you to allocate company-provided funds to up to three charities of your choice, and join Wonderful Neighbor to contribute to group service projects within our local communities. Headquartered in Los Angeles, The Wonderful Company is a privately held $6 billion company dedicated to harvesting health around the world through its iconic consumer brands. The company's 10,000 employees worldwide are committed to bringing consumers everywhere the freshest, most wholesome pistachios, citrus and pomegranates; bottling the finest water and wines; and creating colorful bouquets that are sure to touch the heart. This commitment is reflected in the company's market share: Wonderful Pistachios is America's No. 1 tree nut and America's fastest-growing snack; Wonderful Halos is the No. 1 mandarin orange in America; POM Wonderful is the No. 1 100% pomegranate brand in America; FIJI Water is America's No. 1 premium imported bottled water brand; JUSTIN Wine has the No. 1 Cabernet Sauvignon in California; and Teleflora is the world's leading floral delivery service. The Wonderful Company's connection to consumers has health at its heart and giving back at its core. The company has a long-standing commitment to corporate social responsibility, including more than $1 billion invested in environmental sustainability; $65 million in charitable giving, education initiatives, and innovative health and wellness programs each year; and $143 million toward the construction of two charter school campuses in California's Central Valley. To view the current Corporate Social Responsibility report, visit ********************** To learn more about The Wonderful Company, its products and its core values, visit ****************** or follow us on Facebook, Twitter and Instagram. The Wonderful Company is an Equality Opportunity Employer that provides opportunities for advancement. We are committed to creating a diverse workforce that embodies a deep culture of acceptance, equity, and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories. #LI-AF1 EEO is the law - click here for more information

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time **Applicants not currently . Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients' HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. Requirements Employee Relations Experience: Minimum of 2-3 years of hands-on experience in employee relations. Proven ability to provide employers with strategic advice and recommendations on complex HR matters, with sound judgment on when to escalate issues to ensure appropriate support and resolution. Employment Law Expertise: Knowledge of federal and California employment laws, including leaves of absence, wage and hour, and ADA/FEHA. Ability to interpret and apply legal regulations accurately. Policy Development: Experience in developing HR policies and handbooks that align with employment laws and best practices. Research and Analysis: Strong research skills to analyze California employment laws and practices, presenting clients with various options and their respective pros and cons. Training Experience Preferred: Experience in conducting harassment prevention training (AB 1825/SB1343) and developing/conducting supervisory/management training programs. Investigation Skills: Experience conducting internal workplace investigations, demonstrating professionalism, objectivity, and confidentiality. Technology Proficiency: Comfort in using technology and HR-related software. Advanced spreadsheeting skills are essential for data analysis and reporting. Recruitment Experience: Background in talent acquisition, particularly in sourcing and hiring HR professionals. Travel: Ability to travel within Northern California, with a focus on the Sacramento area. Access to reliable transportation is a must. Communication Skills: Exceptional communication skills with the ability to maintain confidentiality and navigate sensitive situations with tact and diplomacy. Collaboration: A strong team player who can work effectively in both independent and collaborative environments. Adaptability: Proven ability to thrive in ambiguous situations, make informed decisions, and manage change effectively. Flexibility: ability to change course on occasion with regards to schedules and projects based on client needs. Virtual Team Experience: Prior experience working within a virtual team, demonstrating maturity, confidentiality, and strong organizational skills. Microsoft Office Suite Proficiency: High-level proficiency in using Microsoft Office tools (Word, Excel, Outlook, PowerPoint) for reporting, presentations, and documentation. Judgment and Escalation: Excellent judgment to assess situations and determine when other experts or legal counsel should be consulted. Work Environment and Physical Requirements: Remote and On-site Work: the Jr. HR Consultant will primarily work a hybrid schedule working remotely and in our Roseville office and must also be flexible to work from clients' offices as needed. Travel: Local travel is required, including attending in-person meetings at the main office. Access to reliable transportation is necessary. Communication: Excellent verbal communication skills are essential, as the Consultant will frequently engage in phone and in-person discussions. Workstation Setup: The Consultant must be comfortable with extended periods of sitting and utilizing keyboard and computer equipment. Physical Tasks: Occasional physical tasks may include standing, walking, reaching, balancing, climbing, stooping, kneeling, crouching, or crawling. Vision: Close vision abilities are required for driving and reading detailed documents. Lifting: The Consultant should be able to lift and carry objects up to 25 pounds occasionally. Hours: This is a full-time Jr. HR Consultant position and will be classified as non-exempt. Hours will be from 8:00 am to 5:00 pm Monday through Friday. Pay: $35.00 to $45.00 per hour, depending on experience. Benefits: Please see our website for a list of all our wonderful benefits ************************************* Join our team and contribute your expertise in shaping the future of HR practices for our valued clients! Silvers HR is an EOE employer. Interested candidates who meet the qualifications above are encouraged to apply with a resume and cover letter to ********************** Salary Description $35.00 - $45.00 per hour

Under general direction of the Human Resources Director, the Human Resources Manager manages and administers the day-to-day operations of the Agency's human resources programs, including recruitment and onboarding, benefits administration, employee relations, compliance, training coordination, payroll coordination, and personnel records management. The Human Resources Manager ensures consistent application of policies and procedures, supervises HR staff as assigned, and provides professional HR support to managers and employees throughout the Agency.This is a management-level classification responsible for implementing human resources policies, procedures, and programs established by executive leadership. The incumbent exercises independent judgment in operational HR matters while referring complex policy, labor relations, or legal issues to the Human Resources Director. The Human Resources Manager reports directly to the Human Resources Director and may supervise professional, technical, and clerical HR staff. ESSENTIAL DUTIES AND RESPONSIBILITIES Adheres to all agency Policies and Procedures Manages daily human resources operations, including recruitment, onboarding, benefits administration, and employee records. Administers classification, compensation, and payroll coordination processes. Assists in employee relations matters, including investigations, disciplinary actions, and grievance processing. Coordinates employee training and development programs. Ensures compliance with federal, state, and local employment laws and Agency policies. Prepares reports, metrics, and documentation related to human resources activities. Serves as a resource to supervisors and employees on HR policies, procedures, and best practices. Participates in audits, compliance reviews, and risk management activities. Assists the Human Resources Director with labor relations activities as assigned. Communicates collaboratively with all staff, clients, and community partners. Maintains and ensures compliance with HIPAA, professional boundaries, and professional ethical standards. Performs other duties as assigned. Required to work El Concilio California special events and meetings. Other duties as assigned by immediate supervisor and administration. Qualifications To perform this job successfully, an individual must be able to perform each essential duty with or without accommodation satisfactorily. The qualifications listed below are representative of the knowledge, skills, an/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to handle a high volume of documentation and task completion in a timely manner. Must be able to drive in personal vehicle to all El Concilio California sites. Maintain a cooperative working relationship with management, staff, and program participants. Maintain acceptable work habits such as attendance, punctuality, time management, team work, etc. Strong attention to detail and organizational skills. Proficient in Microsoft Office Suite (Word, Excel, Outlook). Ability to multi-task and prioritize work effectively. Understand and work effectively with diverse cultural and ethnic groups. Must complete and pass criminal background check. Ethics-Treats people with respect; Keeps commitments; Inspires trust of others; Works with integrity and ethically; Upholds organizational values. Initiative-Volunteers readily; Undertakes self-development activities; seeks increased responsibilities; Looks for and takes advantage of opportunities; Asks for and offers help when needed. Dependability- Follows instructions, responds to management direction; takes responsibility for own actions; keeps commitments; Completes tasks on time or notifies appropriate person with an alternate plan. Language: Bilingual in Spanish is highly preferred. EDUCATION A Bachelor's degree from an accredited four-year college or university with major coursework in human resources, business administration, public administration, or related field; and five (5) years of progressively responsible professional experience in human resources. Supervisory experience is desirable. CERTIFICATES, LICENSES, REGISTRATIONS Valid Driver's License Up to date automobile insurance PHR certification highly preferred Successful completion of Sexual Harassment Prevention Training Successful completion of Workplace Violence Prevention Training Successful completion of HIPPA Training PHYSICAL DEMAND The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand, sit, and kneel for long periods. The employee frequently is required to walk, drive, and reach with hands and arms. The employee is occasionally required to bend, reach overhead, grasp, push, pull, stoop and lift, and move up to 25 pounds. The employee will frequently load and unload program items from personal vehicle. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet to moderate noise level. Primary work environment is an office setting, and public venues. The employee will occasionally be required to work outside in moderate weather. Projects and events can create a high-paced environment. Employees shall work in a non-hostile work environment. That is, the employee is expected not to engage in any activity that unreasonably interferes with performance of any other employee, such as harassment, unlawful discrimination or any other behavior that unduly demeans or intimidates another person. EQUAL OPPORTUNITY, WORKPLACE DIVERSITY, AND REASONABLE ACCOMMODATION El Concilio California is an Equal opportunity Employer encouraging workforce diversity. All aspects of employment and promotion shall be without regard to race, religion, color, national origin, ancestry, marital status, age, gender, sexual orientation, physical or mental disability, or medical condition. Reasonable accommodation will be made for disabled applicants to participate in the application and examination process. Please advise Human Resources of special needs in advance of the application deadline and, if accepted for further testing, at least one week prior to the examination. The information herein does not constitute either an expressed or implied contract, and these provisions are subject to change.

: Please upload the following documents to your application in the additional uploads section of application. Incomplete applications and those not meeting the minimum requirements will not be processed:Letter of IntroductionResumeThree Letters of Reference (no older than 2 years old, with one of these letters being from a recent, immediate supervisor) PLEASE READ FULL BELOW POSITION MINIMUM REQUIREMENTS Experience:Five years of increasingly responsible clerical experience involving frequent public contact, preferably within the areas of school or public personnel administration. Two years of experience in a supervisory role (preferred). Training:Associate degree or minimum of 60 units from an accredited college or university with emphasis in Business OR an equivalent to completion of twelfth grade with a combination of experience and education from which comparable knowledge, skills, and abilities have been achieved, along with passing of district proficiency exam. Additional specialized in training in personnel administration or a related field is desirable. Bilingual, oral and written in Spanish (preferred). Prior experience working in a school district setting (preferred). License or Certificate: A valid First Aid and CPR certificate Valid Driver's License authorized for the State of California. Passing of District Proficiency exam if an AA degree or higher is not held. Currently we have one open position that serves River Delta USD. We are located 12 miles from Antioch, 20 miles from Fairfield, 21 miles from Dixon, 23 miles from Lodi and Galt, 24 miles from Elk Grove, 29 miles from Vacaville. Work Schedule: 12 Months a year Monday - Friday 6:30 am - 3:00 pm Classified Management & Confidential Employees Salary Schedule Range 13 : $68,498 - $84,246 annually - exempt Placement dependent on verifiable years of experience. Five years of credit may be granted for experience. Placement requirement may be waived by the Board of Trustees. Benefits up to $1500 monthly, towards the purchase of District sponsored benefits. MISSION STATEMENT River Delta is a K-12 district with an enrollment of 1,880. The District has 8 small schools: (4) K-6 elementary schools; (2) middle schools; and (2) high schools serving the communities of Clarksburg, Hood, Courtland, Walnut Grove, Ryde, Locke, Isleton, Rio Vista, Birds Landing, and Collinsville. The River Delta Unified School District sits in three counties - Sacramento, Solano, and Yolo. Although it is a tri-county district, it is served by the Sacramento County Office of Education. River Delta Unified School District is committed to providing a quality education for all students and has high standards and expectations for students' success in school. We are committed to ensuring that our students meet these standards and that our clients' expectations for educational excellence are not compromised. The District continually improves and expands its curriculum by implementing new programs and broadening the instructional strategies used in the classroom. Staff development opportunities are provided, encouraged, and promoted. Strategic Schooling is ongoing in all our school sites and Common Core training and coaching is the top priority for the district currently. In addition, the District provides opportunities for staff to participate in on-going in-services in all curriculum areas. The district encourages advancement on the salary schedule for advanced classes taken to improve instruction in areas agreed upon by the teacher, principal, and Superintendent. DEFINITION Under the direction of the Superintendent or designee, the Human Resources Manager - Certificated Staff is responsible for the leadership, coordination, and oversight of all human resources functions related to certificated personnel. This position ensures compliance with federal and state laws, Education Code, and collective bargaining agreements while providing high-level support in recruitment, credentialing, staffing, employee relations, evaluation, policy implementation, and records management. The HR Manager serves as a strategic partner in planning and forecasting the district's certificated staffing needs and ensures timely and efficient personnel services that support student achievement and district goals. The position also includes collaborative responsibilities with the Human Resources Manager - Classified Staff, including cross-training in each other's duties to provide consistent support and maintain operational continuity. This position may assume temporary responsibilities for classified HR functions during periods of absence or as needed to ensure uninterrupted service to the district. SUPERVISION RECEIVED AND EXERCISED Receives direct supervision from the Superintendent or designee Exercise direct supervision over lower-level clerical staff DUTIES: Essential Functions: I. Recruitment, Hiring, and Onboarding1. Coordinate and manage all phases of certificated contracted and substitute recruitment and hiring processes in accordance with applicable Education Code, Title 5, Board policies, district policies, and collective bargaining agreements. 2. Post job openings using district-approved platforms; ensure postings meet legal requirements, accurately reflect position qualifications, and are accessible to diverse applicant pools. 3. Advertise open positions via EdJoin, Teamtailor, industry job boards, higher education partners, and all other platforms to maximize outreach and compliance. 4. Provide applicants with accurate information regarding credentialing, minimum qualifications, salary schedules, and terms of employment. 5. Screen applications for completeness, credential validity (including preliminary, clear, or intern status), minimum qualifications, and legally mandated authorizations. 6. Coordinate interview scheduling with hiring panels; facilitate equitable and confidential interview processes. 7. Prepare all interview-related documents, schedule candidate interviews, and maintain the Human Resources calendar with all HR-related activities, including interview panels, onboarding sessions, evaluation deadlines, and compliance timelines. 8. Conduct reference checks following district protocols and document results. 9. Determine salary placement based on verified education and experience in collaboration with the Superintendent or designee; calculate initial step and column placement per the certificated salary schedule. 10. Extend formal job offers to successful candidates, and issue intent-to-hire forms as applicable. 11. Conduct onboarding meetings for new certificated contracted and substitute hires to review district policies, Ed Code rights and responsibilities, bargaining unit agreements, mandated training, benefits enrollment, and credentialing procedures. 12. Ensure all onboarding documentation, including but not limited to I-9 verification, TB clearance, DOJ/FBI fingerprinting, credential verification, and required pre-employment training, are completed prior to start date. 13. Coordinate with school sites and departments to ensure a seamless start for new employees, including classroom assignments, technology access, staff systems entry, and on stie onboarding meeting. II. Credentialing and Compliance1. Serve as the district liaison to the California Commission on Teacher Credentialing (CTC), County Office of Education, and higher education institutions for credentialing matters. 2. Monitor and verify employee credentials for validity, subject matter authorization, renewal timelines, and assignment compliance under Title 5 and Education Code. 3. Assist employees with credential applications, renewals, emergency permits, Certificate of Clearance, and credential-related questions. 4. Submit and track all emergency permits, waivers, and variable term waivers, ensuring accuracy and compliance with CTC regulations and Board resolutions. 5. Maintain up-to-date records on credential status in the district's personnel system and coordinate credential audits. 6. Administer the annual Declaration of Need for Fully Qualified Educators and ensure Board approval. 7. Collaborate with Educational Services on assignment monitoring for CalSAAS reporting; address discrepancies and ensure appropriate authorizations for assignments. 8. Maintain records of advanced degrees, post-graduate units, and professional development for salary placement and compliance. 9. Assist in managing intern, pre-intern, and induction programs; track mentor assignments and communicate with county induction programs. 10. Prepare reports and updates to Cabinet, Board, and administrators regarding credentialing trends, renewal status, and compliance issues. III. Employee Relations and Support1. Provide technical expertise and guidance to administrators on certificated contracted and substitute employee matters including evaluation, discipline, and due process rights under Education Code. 2. Serve as a member of the District's certificated collective bargaining team; participate in negotiations and assist with drafting proposals, contract language, implementation guidelines, and other necessary documents. 3. Handle confidential personnel matters, including employee complaints, conflict resolution, and grievances in accordance with Board policy and applicable labor agreements. 4. Conduct and document personnel investigations related to certificated contracted and substitute staff in compliance with legal standards, district policy, and bargaining agreements. 5. Respond to bargaining unit information requests (per Gov. Code 3540) and ensure timely and accurate delivery of requested data. 6. Provide guidance and coaching to site administrators regarding progressive discipline and performance management. 7. Coordinate with legal counsel, when needed, on complex employee relations matters involving potential liability or due process. 8. Monitor adherence to certificated evaluation timelines and content; ensure that deficiencies are documented and procedural due process is maintained. IV. Employee Evaluation and Support1. Develop and maintain a certificated employee evaluation calendar in alignment with applicable collective bargaining agreements and district timelines. 2. Distribute evaluation schedules to site and district administrators and provide reminders for required submission dates. 3. Provide training and support to evaluators on using the evaluation tool, writing narrative assessments, and implementing improvement plans. 4. Ensure timely completion of evaluations and track compliance through HR systems; follow up with administrators to resolve outstanding or incomplete evaluations. 5. Maintain confidential evaluation records and monitor trends to identify potential needs for coaching or support. 6. Assist administrators with progressive discipline processes. 7. Support improvement plans for employees identified as needing support; ensure documentation is consistent with due process and legal defensibility. V. Leaves, Benefits, and Employee Status1. Review, process, and track certificated employee leave requests, including FMLA, CFRA, parental leave, personal necessity, and other statutory and contractual leaves. 2. Manage leave request in absence management system and notify employees and payroll of approvals, denials, or needed documentation. 3. Coordinate return-to-work processes, interactive meetings, and reasonable accommodation requests in compliance with ADA and FEHA. 4. Assist with workers' compensation claims involving certificated contracted and substitute staff; act as liaison between employee, provider, and district. 5. Coordinate and manage all aspects of the certificated employee layoff process, including position analysis, seniority calculations, notice preparation, employee notifications, and participation in meetings, ensuring compliance with Education Code, collective bargaining agreements, and legal timelines. 6. Process unemployment claims; attend EDD hearings and submit supporting documentation. 7. Monitor and process employee status changes, transfers, resignations, and separations; conduct exit interviews and provide final employment documentation. 8. Prepare verifications of employment, years of service, and retirement service credit documents for CalSTRS, student loan agencies, and other requesting entities. 9. Review and approve all certificated employee "No Tell" submissions, vacation requests, and school business leave; verify that all school business travel has received prior authorization in accordance with district policies before the date of departure. 10. Prepare and distribute all required certificated contracted and substitute employee notifications, including intent-to-return forms, layoff notices, and other status-related communications, in compliance with Education Code and labor agreements. VI. Policy, Records, and Systems Management1. Maintain and update personnel data systems including Staff and Student Information System, Employee Absence Management system, and payroll systems with employee information, assignments, credentials, and leave status. 2. Create and submit Employee Information Records (EIRs), Personnel Action Forms (PAFs), and Assignment Change Notices for payroll processing and position control accuracy. 3. Ensure credential, evaluation, and disciplinary records are securely maintained per Education Code and legal retention requirements. 4. Develop and revise Board policies and administrative regulations related to certificated personnel in collaboration with Superintendent and legal counsel. 5. Regularly review certificated s for accuracy and legal compliance, coordinate job description updates and new position proposals for Board approval. 6. Serve as Custodian of Records with DOJ for certificated contracted and substitute staff and manage all fingerprinting compliance. 7. Keeps abreast of personnel laws, policies, and regulations. Provides information and assistance to District staff and the public regarding Board, District, and State personnel policies, procedures, and processes. ; direct and manages daily internal operations of the Personnel department. 8. Independently develops and generates letters, memoranda, emails, correspondence, handbooks, reports, and other related materials related to human resource programs and activities; distributes personnel related publications, newsletters, etc; disperses annual notifications to staff. 9. Maintains current knowledge of office technology, software, programs, practices related to current trends in personnel; operates a variety of office equipment including but not limited to a computer, copy machine, and printer. 10. Initiate and/or coordinate the revision of forms and documents used in the operational management of the personnel office to ensure compliance and up-to-date information. 11. Maintain and regularly update all certificated employee records and personnel files in accordance with district poli