Human resources business partner jobs in Pico Rivera, CA

The Organizational Development (OD) Manager will play a critical role in building a culture of engagement, growth, and continuous learning. This role is responsible for leading company-wide engagement survey initiatives, analyzing organizational data and insights, and translating them into actionable strategies that strengthen performance, retention, and leadership capability. In addition, the OD Manager will design, implement, and evaluate learning and development programs that align with business priorities and employee growth needs. Key Responsibilities Employee Engagement & Culture Lead the end-to-end management of employee engagement and pulse surveys, including design, administration, reporting, and action planning. Partner with HR Business Partners and business leaders to translate survey insights into meaningful improvement initiatives. Track and communicate engagement trends across teams, functions, and regions to leadership. Support ongoing culture-building efforts, recognition programs, and change management initiatives. Learning & Development (L&D) Assess organizational and individual learning needs to design scalable, high-impact L&D programs. Develop and facilitate training programs focused on leadership, communication, DEI, and performance excellence. Curate external and internal learning resources and technologies to enhance development opportunities across the organization. Manage vendor relationships and evaluate L&D program effectiveness through metrics and feedback. Organizational Development & Performance Partner with HR and business leaders on talent reviews, succession planning, and career pathing initiatives. Support organizational effectiveness projects, including team effectiveness workshops and change readiness assessments. Leverage data and analytics to measure the impact of OD and L&D initiatives on engagement, retention, and performance. Qualifications Required: Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field. 5-8 years of experience in Organizational Development, L&D, or Talent Management. Proven experience leading engagement survey programs and facilitating data-driven action planning. Strong background in instructional design, adult learning principles, and facilitation. Excellent communication, analytical, and stakeholder management skills. Preferred: Master's degree in Organizational Development, I/O Psychology, or related field. Experience with survey platforms (e.g., CultureAmp, Glint, Qualtrics) and LMS tools. Professional certifications (e.g., CPLP, PHR/SPHR, SHRM-SCP, Prosci) a plus. Compensation is dependent on experience but target range is 115-130k + bonus

YOUR ROLE The HR Manager leads all Human Resources activities for multiple sites and serves as a business partner to the local management teams. He/she works closely with management to develop and implement HR strategies that are consistent with the Regional and Global HR direction. The HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population. He/she ensures HR initiatives align to business goals, enhance employee engagement, and promote a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. Serve as a trusted advisor to management team, aligning HR programs with business goals. Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. Directly manage and develop on-site HR team (If applicable). Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Develop and implement employee relations strategies to foster a positive and productive work environment. Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Partners with managers and union representatives to find solutions to employee issues and provide a safe environment for employees to bring forward issues and enable resolutions. Talent & Organizational Development Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. Works with talent management teams to attract, engage, and retain top talent required to support the business. Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. Model code of ethics and code of conduct; investigating hot-line complaints assigned. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. HR Operations & Workforce Planning Partner with finance and operations team to oversee headcount and people costs. Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. Support selection, onboarding and integrating new warehouse employees according to the open roles. Assess current workforce skillset against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience 5-10 years of progressive HR leadership experience, with at least 2 years working in the field. Bachelor's degree in human resources, Business Administration, or related field. Strong knowledge of employment laws. Strong data acumen and data analysis skills. HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Industry experience strongly preferred. Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver results. A demonstrated ability to inspire a team. Willing and able to travel as needed for business (up to 25%). WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career.

Parsec, LLC, a subsidiary of Universal Logistics Holdings, Inc., is a leading provider of contract intermodal management services throughout North America. Parsec's experienced management team, with its state-of-the art equipment provides solutions to its customers resulting in proven efficiencies and savings. We focus every day to be the most efficient leader in the transportation industry, while serving our customers and people with utmost respect and integrity. Parsec, LLC. is currently seeking an Employee Relations Manager for our operation based in Los Angeles, CA. This role ensures fair and consistent application of company policies, supports compliance with state and federal labor laws, and fosters a positive workplace culture. The Manager serves as the primary advisor to leadership and employees on employee relations matters, providing guidance on investigations, discipline, arbitration, and proactive solutions to strengthen engagement and retention. Key Responsibilities Monitor and manage the disciplinary process in partnership with management and HR staff. Conduct thorough investigations into employee complaints, grievances, harassment, discrimination, and policy violations. Analyze cases, assist in preparation for arbitration, mediations, and hearings to resolve labor relations matters. Advise management on corrective actions, progressive discipline, and performance improvement plans. Oversee day-to-day compliance with company policies, procedures, and labor agreements, including wages, hours, and working conditions. Provide support, guidance, and counsel to Operations Management teams; act as subject matter expert in employee relations. Conduct fact-finding processes for grievances and disciplinary issues; prepare documentation and reports as needed. Partner with HR and Operations leadership to address trends, identify risks, and implement proactive solutions. Ensure compliance with California labor law, FLSA, OSHA, FRA, and company policies through audits and monitoring. Collaborate with legal counsel on complex or high-risk cases. Travel regularly to California locations to provide visibility, accessibility, and consistent HR support. Contribute to employee engagement initiatives, training sessions, and management coaching to foster a respectful workplace culture. Qualifications Bachelor's degree in Human Resources, Business, or related field (Master's preferred); concentration in Labor Relations is a plus. 5+ years of progressive HR experience, including at least 3 years in employee/labor relations handling multiple locations. Experience in grievance handling, arbitration preparation, and labor relations negotiations. Demonstrated ability to conduct investigations and recommend appropriate disciplinary actions. Strong knowledge of California labor and employment law, as well as federal labor regulations. Excellent written, verbal, and presentation skills with the ability to communicate effectively across all levels of the organization. Strong organizational and problem-solving skills with attention to confidentiality and detail. Experience in transportation, logistics, or warehousing environments preferred. Proficiency with HRIS systems and Microsoft Office Suite. Ability to work independently, manage multiple priorities, and travel up to 50%.

**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

LAZ Parking is looking for a Senior Human Resources Generalist to join the team. The Senior Human Resources Generalist reports to the Regional HRBP and Regional VP. The position is responsible for all aspects of Human Resources, including but not limited to maintaining the HRIS, managing employee relations, training, onboarding/recruiting and adhering to compliance regulations and policies to assist with building and maintaining a positive and productive team environment. Responsibilities: Works well with others and is a strong team leader. Guide and advice management on state and federal employment laws and regulations. Record all personnel transactions such as new hires, promotions, benefits, transfers, performance reviews, terminations, and employee statistics in HRIS and payroll systems for all employees; generate reports and analyze data. Update HRIS to reflect all necessary employee status changes. Ensuring compliance with multiple Collection Bargaining Agreements. Leverage analytics, data and reporting to identify better ways to drive results. Respond to unemployment notices timely for best results favorable to the company. Coordinate with manager and UI representatives in preparation of UI hearings. Act as a liaison to the Home Office related to employee benefits inquiries within the region. Assist and coordinate with Safety Manager and Managers on worker's compensation cases, LOA, and RTW status, maintaining DOT records. Ensure compliance of DOT requirements when recruiting/hiring of shuttle drivers and transfers to shuttle driver positions. Handle and communicate FMLA/CFRA designations including worker's compensation leaves. Assist in recruiting location management and administrative positions, including recruitment, posting ads, resume screening and potentially interviewing. Conduct and coordinate new hire orientation and training. Coordinate with the Talent Acquisition Team for recruitment/hiring of frontline positions. Answer and/or refer employee questions regarding Payroll, Benefits, Work/Life, PTO, Company & Union Policies etc. Ensure eligibility of union benefits and meet benefits reporting deadlines. Manage and handle union benefits audits. Assist with Employee Relations as an integral part of the management team. Assist with creating and implementing policies and procedures to ensure a positive team environment. Conduct investigations of reported employee concerns. Recommend and coordinate with Regional HRBP, RVP and GM to resolution. Assist with the worker's compensation reporting procedures and coordinate with various entities through the process to closing of the cases. Record OSHA recordable cases to ensure accurate data in OSHA 300. Assist the Regional Leadership with coordinating employee events to promote teamwork and a positive work environment. Provide assistance and support in the absence of the Regional HRBP. Handle and manage additional projects and tasks assigned. Requirements: Experience 2 or more years HR experience with a workforce of 300+ employees, including experience with union labor force. Skills Intermediate to advanced proficiency of Microsoft Office, Excel and Word, strong internet skills using external websites. Proven ability to manage multiple tasks through to completion in a fast-paced environment. Ability to collaborate well with team members as well as independently. Strong organizational skills Strong analytical skills Strong written and verbal communication skills, ability to communicate with all levels of the organization. Demonstrated ability to prioritize and manage time to meet set deadlines. Proven problem-solving abilities. Attention-to-detail and high-level of accuracy required. Prior experience with HRIS or other HR technology desired Able to drive, has valid CA driver's license. Able to travel to other states as needed. Physical Demands: Ability to consistently sit for sustained periods of time. Ability to stand and walk occasionally to various worksites and other areas of the airport. Ability to lift, carry, push, pull or otherwise move objects of at least 30 pounds in weight. Ability to bend, stoop, squat and lift occasionally throughout a shift. Ability to apply pressure to an object with the fingers and palm. Ability to perform functions that require repetitive motions using hands, wrists, and arms. Ability to express or exchange information, instructions, ideas, etc. by means of the spoken word. Ability to receive detailed information through oral communication and to make the discrimination in sound. 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 qualified disabilities to perform the essential duties/functions. FLSA Status: Exempt LAZ Parking is an equal opportunity employer. In all our employment practices, including hiring, we are firmly committed to provide equal employment opportunity (EEO) to all persons, regardless of race, color, religion, sex, national origin, disability, age, genetics, Vietnam era, special disabled, recently separated and other protected veterans, or any other characteristic protected by federal, state or local law. No question in our application process is used for the process of limiting or excluding any applicant's consideration for employment on such grounds. LAZ Parking participates in E-Verify.

We are looking for an experienced Employee Relations Manager to oversee and manage employee relations matters across our multi - state organization. The Employee Relations Manager will investigate complaints and workplace grievances, provide manager support, oversee performance management, coordinate training and development, and ensure compliance with employment laws and regulations. The Employee Relations Manager will develop and implement HR strategies utilizing HR metrics for decision-making. Lead sensitive internal investigations regarding alleged policy violations and employee relations matters. Provide guidance and support to managers and employees on various issues, such as grievances, disputes, disciplinary actions, layoffs, and terminations. Partner closely with in-house Counsel regarding sensitive employee relations matters, when necessary. Draft and execute disciplinary letters and investigation reports. Build and facilitate trainings related to management development, performance management and other ER-related topics. Track and analyze data to identify employee relations trends, diagnose issues, and design and implement remediations. Balance organizational risk with employee experience by assessing risks and ensuring alignment with business decisions while maintaining commitment to final outcomes. Oversee and manage the annual performance review process, providing guidance to managers on employee development, and support career growth initiatives. Provide guidance on the interpretation of policies and procedures, counseling, disciplinary action, staffing and performance appraisals Assist in the development and implementation of employee engagement and retention strategies. Provide input and solutions to help improve and/or introduce policies and programs that impact the employee lifecycle, from hiring through offboarding. Provide strategic support, thought partnership and coaching, to all levels of the organization. Ensure compliance with federal, state, and local labor laws, including -specific employment regulations such as CFRA, PAGA, and wage and hour laws. Ensure alignment with accreditation standards and requirements Collaborate with HR teams and business leaders to proactively address employee concerns and mitigate risks. Initiate exit interviews with employees leaving the company to assess overall success of the employment relationship and opportunities for improvement Maintain a high level of confidentiality and professionalism when handling sensitive information. Provide support and back-up to other areas of the Human Resources department as needed. Other duties as assigned Qualifications: 5+ years experience leading complex investigations Excellent communication, conflict resolution, and interpersonal skills, demonstrating an ability to earn trust and work successfully on a broad spectrum of employee relations issues. Experience managing grievances and conducting investigations in a multi-site multi-state organization. Ability to establish and maintain effective working relationships at all levels and across functions within the organization. Ability to remain tactful, and calm, in controversial and/or confrontational situations. Experience designing, implementing, and delivering effective learning strategies and employee development programs. Strong analytical abilities, with the ability to use data-driven insights to form decisions and drive results. Thorough understanding of state and federal employment laws. High attention to detail and ability to manage multiple, competing priorities simultaneously. Strong understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance). Bachelors degree in Employee Relations, Human Resources or related field required. The Team International Education Corporation (IEC) is the parent company for U.S. Colleges, United Education Institute, Sage Truck Driving Schools and UEI College. Our mission is to drive personal and community transformation by empowering students to make a positive and enduring life change. We are consistently searching for like-minded compassionate professionals who strive to be the best in their respective fields. Our top candidates share our commitment to helping students build the skills to create a future of which they can be proud. We operate with a vigilant focus on five strategies and drivers of success: growth, quality, regulatory compliance, one standard of excellence, and financial effectiveness. Want to join us? Apply Now! At IEC, we don't just embrace diversity we crave it. We have purposefully built a team of talented people not only with different ethnic and cultural backgrounds, but professional diversity as well. We believe that a team of people with diverse backgrounds and experiences bring different perspectives and ideas to the table as we endeavor to help our students succeed. What will you bring? Our students are making an investment in their futures, and joining the IEC team is an investment in your future. We are an employee-owned company with mentorship, training, and career pathways in every department. You chart your own success at IEC. The Perks We are engaged in meaningful, purposeful work that is transforming lives and communities every day. In addition, our team members enjoy a host of perks including ownership in the company. What does that mean? IEC has a structured Employee Stock Ownership Program (ESOP), where employees earn shares of the company every year; the longer you're part of our team, the more shares you earn. When you're ready to retire, IEC buys those shares back so you can live out your retirement dreams. Other employee benefits include Medical, Dental, Vision, Disability and Life Insurance; a generously matched 401(k) plan; and accrued paid-time-off and 10 company holidays every year. The biggest perk of all? The monumental sense of pride as you help students overcome obstacles to improve their lives. We live for that.

We are looking for an Organizational Development (OD) Manager who can play a strategic and hands-on role in leading and facilitating initiatives that enhance organizational effectiveness, fostering a culture of continuous improvement, and supporting business transformation. This role is responsible for driving change management strategies, developing and implementing organizational design frameworks, leading OD interventions and enabling people-focused solutions that align with our company's mission, values, and business objectives. This role involves analyzing organizational structures, developing strategies to improve work processes, and leading initiatives that foster positive change within our company. Starting Salary Range: $132k - $140k / yr. Responsibilities ESSENTIAL FUNCTIONS: Change Management (20%) Design and implement enterprise-level change management strategies using frameworks like ADKAR or Kotter's 8-Step Process. Partner with business leaders to support large-scale change initiatives (technology implementations, reorganizations, cultural transformation, etc.). Conduct change impact analyses, stakeholder assessments, and readiness assessments. Create and execute communication, training, and reinforcement plans to sustain change adoption. Build internal change capability by coaching leaders and developing change management toolkits. Organizational Design (35%) Lead organizational design and restructuring efforts to align structure with strategy. Collaborate with HRBPs and senior service line leaders to assess current state and recommend optimal org structures (e.g., spans and layers, team configurations, role clarity). Facilitate workshops and design sessions for scenario planning and future-state modeling. Use data and diagnostic tools (e.g., organization network analysis, headcount analytics) to inform design decisions. Organizational Effectiveness & Strategy (40%) Diagnose organizational performance issues, develop strategies to improve efficiency, and associate engagement and align the organization's structure, culture, processes and people with its strategic goals. Gather and analyze data to understand the organization's current performance, identify trends, and assess areas for improvement. Use behavioral insights and principles leads OD intervention design involving identifying the problem, understanding its causes, and then designing a plan of action to influence the targeted behavior. Conduct thorough analyses of the current organizational structure within different service lines and identify areas for potential improvement. This includes understanding associate roles, departmental workflows, and overall company strategy. Provide coaching and guidance to managers and associates on organizational development matters, including performance management and career development. Facilitate offsite strategic planning sessions using different frameworks and models. Conduct organizational assessments and deliver insights to executive leadership teams. Lead cross-functional projects to improve collaboration, accountability, and executional effectiveness. Partner with HR and business units to align people strategy with strategic business objectives. Leadership Development & Culture (10%) Support leadership development initiatives, tracks, succession planning, and talent reviews. Facilitate leadership alignment sessions, retreats, and team effectiveness workshops, as & when needed. Drive culture-shaping programs in partnership with, Associate experience, RISE, IDEA, and Marcom teams. Use employee feedback (e.g., engagement surveys, pulse checks) to drive continuous improvement. Qualifications EDUCATION: Bachelor's degree in organizational development, Business Administration, Psychology, or a related field. Prosci Change Management Certification or equivalent preferred. EXPERIENCE: 7-10 years of experience in change management, organizational development, or a related discipline. Proven track record of managing large-scale change initiatives. Demonstrated experience leading change in complex organizations. Strong background in organizational design, effectiveness, and transformation projects. KNOWLEDGE, SKILLS, ABILITIES: In-depth knowledge of change management methodologies (e.g., Prosci, ADKAR, Kotter's 8-Step Process). Proficiency in organizational diagnostics, job architecture, and design thinking. Excellent facilitation, consulting, and relationship-building skills. Exceptional stakeholder management, communication, and influential skills. Strong leadership and team-building capabilities. Strong business acumen with ability to influence at all levels of the organization. Experience with analytics and use of data to inform strategy. Strong problem-solving, facilitation, and decision-making abilities. Proficiency in project management and familiarity with tools such as Relias, Workday, Salesforce, or other enterprise systems is a plus. Comfortable working in a dynamic, fast-paced environment with multiple priorities. Agile mindset with strong project management and executional rigor. #LI-SS1

Job Description Vice President, Human Resources Hospital Association of Southern California (HASC) Compensation: $175,000-$200,000 (Full-time, Exempt) Benefits: Retirement plan, health/dental/vision insurance, paid sick leave, generous PTO, paid holidays, flexible scheduling POSITION SUMMARY HASC's Vice President, Human Resources (VP - HR) is a strategic member of the Executive Team, reporting directly to the CEO. This leader is responsible for shaping a high-performance culture focused on quality, productivity, and workforce excellence. The VP - HR oversees HR operations and strategy, including organizational development, talent management, compliance, compensation and benefits, and legal risk mitigation. KEY RESPONSIBILITIES Strategic Leadership Partner with the CEO and Executive Team on cultural transformation, workforce planning, leadership development, and strategic decision-making. Lead strategic initiatives to align HR functions with HASC's long-term goals. Serve as a key advisor on legal compliance, risk mitigation, and organizational effectiveness. Human Resources Operations Oversee HR operations including recruitment, compensation, benefits, performance management, training, employee relations, and compliance. Drive innovation in HR practices through data-driven decision-making and implementation of HRIS and performance systems. Develop and evaluate HR metrics and analytics to inform planning and measure success. Team Development & Leadership Lead and develop the HR team, ensuring accountability and professional growth. Set and review performance goals and compensation for HR staff. Champion a diverse, inclusive, and engaging workplace culture. Talent Management & Workforce Planning Lead workforce planning, recruitment, and retention strategies. Oversee onboarding, succession planning, and leadership development. Drive initiatives that improve employee engagement and performance. Legal, Risk & Compliance Stay current on HR regulations; ensure policies reflect evolving employment laws and best practices. Work closely with legal counsel on employment litigation, workplace investigations, and dispute resolution. Ensure accurate, confidential HR recordkeeping and documentation. Organizational Development Promote organizational effectiveness through performance management, education, training, and job redesign. Lead change management initiatives and help forecast HR needs. Support cross-functional collaboration and conflict resolution across departments. Executive Team Contributions Collaborate with executive leadership on staffing strategy and organizational structure. Attend Board and Executive Committee meetings as needed. Represent HASC at external functions and in strategic partnerships. REQUIREMENTS Education & Credentials Bachelor's in HR, Business Administration, or related field required; Master's or JD preferred. Preferred certifications: SHRM-SCP, SPHR, PHRca, SHRM California Law Specialty Credential. Ongoing professional development in employment law and DEI encouraged. Experience 10+ years in senior HR management, with oversight of 75+ employees. Proven track record in strategic HR leadership, legal compliance, employment litigation, and workforce development. Healthcare or hospital association experience strongly preferred. Skills & Competencies Expertise in employment law, labor relations, employee engagement, compensation, and analytics. Strong leadership, communication, and influencing skills. Ability to manage risk, drive organizational change, and foster innovation. Proven experience leading high-performing, engaged teams. PHYSICAL & COGNITIVE REQUIREMENTS Ability to sit, walk, or stand for extended periods; occasional lifting up to 25 lbs. Manual dexterity for computer use (70-85% of time). Strong analytical, verbal, and problem-solving skills. Ability to manage stress and multiple priorities effectively. TRAVEL Occasional travel to conferences, meetings, and HASC satellite offices required. Must have a valid driver's license and appropriate insurance if using personal vehicle. HOW TO APPLY Submit a cover letter, resume, and three professional references (name, title, affiliation, phone, and email). Powered by JazzHR UT2Fr6Vw2u

Director of Human Resources Can you imagine a career in fashion as a Director of Human Resources where your Creativity and Purpose collide? Would you like to be where the work you do redefines how employees connect, grow, and thrive within an organization? As our Director of Human Resources, Do you see yourself helping build a culture that fosters engagement , and brings personal connection and community to every team member? Are you looking to work with a brand that values innovation and reinvention , constantly pushing boundaries in how people, culture, and business intersect? We're not just in fashion; we're reshaping the experience of work itself. By joining our team as a Director of Human Resources, you will become part of something Bigger!If you're ready to bring your talent, creativity , and vision to a place where you can truly make an impact as a Director of Human Resources, we want to meet you.Click “Apply” today!The Perks of your Portfolio: $150k to $175k+ salary Solid medical, dental, vision, life, and accident insurance, plus paid time off and 401(k) matching A strong culture, community and inclusive environment Company clothing discounts Your Work Behind the Wardrobe: Drive strategic HR initiatives while managing day-to-day operations. Lead workforce planning, organizational design, and talent forecasting. Oversee recruitment, retention, and employee engagement programs. Shape and scale performance management, learning, and development frameworks. Ensure compliance with federal, state, and local employment laws. Cultivate a culture of inclusion, accountability, and continuous improvement. Our Ideal Fit: 8-12 years of progressive HR experience, including 4-5 years in a leadership role. Proven success in both strategic and operational HR functions. Experience in fashion, apparel, retail, or creative industries preferred. Strong knowledge of HR systems (UKG, Lattice, Workday, or similar). Exceptional communication, leadership, and interpersonal skills. Passion for building culture, mentoring teams, and driving organizational impact. This isn't just another job-it's your opportunity to create workplaces where people can thrive while helping our brand continue to innovate and grow.If you're ready to make a visible impact on culture, people, and business performance, we want to meet you. Click “Apply” today!Keywords: Director of Human Resources, HR Director, Senior HR Manager, Human Resources Leader, Fashion HR, Apparel HR, Retail HR, Creative industry HR, Consumer goods HR, UKG, Kronos, Lattice, Workday, ADP Workforce Now

HUMAN RESOURCES DIRECTOR The Organization North Los Angeles County Regional Center “NLACRC” is a private, non-profit agency that is contracted with the State of California, Department of Developmental Services, to provide services to individuals with intellectual and developmental disabilities. NLACRC is one of the largest regional centers in California and has proudly served the San Fernando Valley, Santa Clarita Valley, and Antelope Valley since 1974. We serve individuals across the lifespan from infants and toddlers, school age children, transition-age youth, to adults and aging adults. DEPARTMENT: Human Resources - SFV SCOPE: The Human Resources Director (HRD) serves as NLACRC's senior HR leader with full accountability for the strategy, operations, and outcomes of the Human Resources Department, positioning HR as a strategic partner aligned with NLACRC's Strategic Plan and its mission, vision, and values. SUPERVISION: This position will report directly to the Executive Director. ESSENTIAL DUTIES AND RESPONSIBILITIES: (These are examples of the types of duties that may be performed. Additional duties may be added.) Provides leadership and oversight over all staff functions within the Human Resource department to include, but not limited to, employee engagement, talent acquisition, succession planning, benefits, employment/labor relations, , performance planning and management, , reporting to the Department of Developmental Services and employment law compliance, and policies/procedures and workflow. Provides guidance to senior/executive level management in employee/labor relation areas based on current employment law; consults with counsel on legal issues as needed. May represent the organization at labor-related legal hearings and supports and/or serves as NLACRC's primary liaison with the union for contract negotiations and grievances. Ensures NLACRC's programs are following all applicable regulations, statutes, City/County, State and Federal laws. Develops, maintains, and reports Human Resource key performance indicators (KPIs) for HR functional processes. Deliver forecasting reports to applicable state agencies as needed. Provides consultation on performance management matters to include terminations and serious progressive disciplinary action. Provides recommendations to senior/executive level management based on researched information. In collaboration with Accounting and Finance, oversees the design and development of NLACRC's benefit and compensation programs/strategy to ensure regulatory requirements/competitive salary levels are maintained. Creates NLACRC's strategic recruitment and selection plan. Serves as executive support to NLACRC's Board of Trustees on select committees; attends monthly Board meetings as a representative of executive leadership. Establishes and implements short- and long-range department goals and objectives to support the department. Oversees the Agency's complaint process, and serves as the designated Compliance Officer and primary investigator for the purposes of Whistleblower policy investigations Serves as NLACRC's designated official to review Conflict of Interest reporting statements and mitigate conflicts with acceptable resolutions. Develops and manages the department budget. Performs other duties as assigned. EDUCATION AND/OR EXPERIENCE: A BS/BA degree in a related concentration from an accredited college/university MBA or MA/MS in human resources or related field preferred. Six (6) - ten (10)-plus years of related progressive professional experience in Human Resources management. Senior/Director-VP level professional experience with 1,000+ headcount and $90M+ payroll strongly preferred. Previous union labor relations experience, including adjudicating grievance hearings and labor/management meetings preferred. Prior experience in state/civic and/or regional center system HR management is beneficial but not required. LICENSES and/or CERTIFICATES: SPHR/PHR and/or SHRM-SCP/CP preferred Valid California Driver's License - This position will make regular and routine visits to all NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley. EMPLOYMENT GUIDELINES: Experience in strategic planning and execution. Knowledge of contracting, negotiating and change management. Ability to interpret and advise on federal, state and local employment, wage and salary laws and regulations, employee/labor relations, compensation, benefits and best practices in the field. Ability to analyze and assess staff and supervisory training and development needs, to collaborate with Training and Quality management. Knowledge of organizational development theory and practices. Ability to negotiate and manage collective bargaining agreements and grievance processes. Experience in examining and re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures. COMPETENCIES Human Resources management Organizational development Conflict resolution Relationship building and management Communication Leadership and navigation Change management ANALYTICAL AND REASONING SKILLS Ability to collect and analyze data and to develop and implement programs. INTERPERSONAL SKILLS Ability to build and cultivate relationships; work cooperatively; establish rapport and gain trust; listen and elicit pertinent information effectively; and interact effectively with people from diverse cultures. WRITTEN AND VERBAL COMMUNICATION SKILLS Ability to speak and write in an organized and effective manner; speak confidently in small-group and large-audience settings; and write with excellent grammar. ORGANIZATIONAL SKILLS Ability to exercise duties in an organized manner; plan, prioritize and complete duties in a timely manner; be detail oriented; and multi-task. LANGUAGE SKILLS None MATHEMATICAL SKILLS Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs. NLACRC Offers an Excellent Benefits Package: We offer employees a variety of health and dental plans. Health Insurance - NLACRC pays the full cost of coverage for certain Medical plans for employee only. We also provide a generous contribution to additional plans that the employee may select for employee-only or employee and dependents costs. Dental Insurance - NLACRC pays the full cost of the Dental DMO Plan for employees and eligible dependents. We also offer a Dental PPO plan with a low employee monthly contribution for employees and eligible dependents Pre-Tax Flexible Spending Account for eligible health care expenses Pre-Tax Dependent Care Flexible Spending Account for eligible dependent care expenses No cost Life, Accidental Death & Disability, Long Term Disability Insurance for employees No cost Vision plan for employees and eligible dependents Retirement plan - NLACRC is a member of CalPERS which is a defined benefit plan that provides a monthly retirement allowance for eligible employees NLACRC offers two (2) deferred compensation plans - 457 and 403(b) Participate in the Public Service Loan Forgiveness program Paid Time Off - Eligible for 3 weeks of accrued vacation in the first year, 8 hours per month sick time. Education, wellness, and sabbatical time available depending on eligibility. Holidays - NLACRC offers 12 paid holidays throughout the year Many positions are offered a hybrid - remote option after 90 days in-office intro period. Professional Development Opportunities & Growth NLACRC values the professional development of staff! Many Consumer Services Coordinators gain experience and enter into Supervisor, Manager or Director positions. Diversity, Equity, and Inclusion At NLACRC, we value and celebrate diversity! In September 2021, NLACRC launched an initiative to enhance and strengthen our commitment to diversity and belonging. Compensation This position is exempt. Regular Salary - $146,519.43 - $203,937.39 Base Pay Rate / Salary Range Information The actual amount offered within the posted salary/pay rate range will depend on a variety of factors, including degree(s) obtained/education, experience, skills and abilities, and other relevant job-related factors. The lower end of salary range applies to candidates who meet minimum qualifications or have limited years of relevant experience; the higher end of range will apply to seasoned candidates with considerable years of direct relevant experience. NLACRC is an equal opportunity employer. Further, NLARC will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

Thousand Oaks California Exp 5-7 yrs Deg Bachelors Relo Bonus Occasional Travel Job Description Plans, organizes and directs all aspects of the Human Resource function of the hospital; including, but not limited to HR strategies and operations, employee/labor relations, comp and benefits, management and staff education and regulatory compliance, union contract, recruitment, retention, employee health, work comp/employee injuries, HRIS; and establishes, administers & provides interpretation of HR policy/procedures and collective bargaining agreement. Senior Management team member and works in partnership with all of Sr. management to achieve hospital's mission and goals. Supports and assists with facilitation of all FWD and Corporate initiatives. Job Qualifications Include: Demonstrated competence in management and leadership skills. Knowledge of budgetary practices. Experience in human resource management. Ability to communicate effectively: written and orally. Well read and current on changes in the legislative and regulatory environment relating to healthcare and labor law issues. Strong interpersonal skills that reflect a positive attitude and sense of commitment to patients, employees, work associates and the community. Ability to think “globally”. Bachelor's degree or equivalent experience with a minimum of five years' experience in the healthcare field. Position Duties and Responsibilities: 1. Plans and develops a HR program, strategies and establishes methods for implementation. Develops techniques and procedures for and directs the activities of recruitment, retention orientation and training to achieve department objectives. Manages and integrates the various functions of the department, including compensation, benefits, employment, employee relations, training, labor relations and Joint Commission. 2. Develops department goals and objectives, and establishes and implements policies and procedures for department operation. 3. Selects, trains/orients and assigns department staff. Develops standards of performance, evaluates performance, initiates or makes recommendations for personnel actions. 4. Develops and recommends department operating and capital budgets and ensures that the department operates within the budget. 5. Directs the preparation and maintenance of department reports. Prepares periodic reports for senior management, as required. 6. Plans, coordinates, and administers policies relating to all phases of hospital human resources activities. Develops department philosophy, goals and objectives. 7. Ensures that the HR department meets all Joint Commission standards and criteria. 8. Interprets hospital policies and regulations to employees, establishes uniform & consistent application of employment policies and confers with department heads and supervisors to discuss improvement of working relationships and conditions. 9. Responsible for negotiation of all Union Contracts. 10. Initiates and directs surveys related to turnover, wages, benefits, morale and other human resources related issues. 11. Investigates causes of disputes and grievances and recommends corrective action. 12. Plans and implements system of record keeping. Organizes system for maintenance of central personnel files to ensure records are updated. Ensures the security and accuracy of personnel data for the hospital. 13. Administers benefit services and other employer-employee programs. Initiates and implements employee suggestions and performance evaluation system. 14. Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of latest trends in field of expertise. 15. Participates in hospital meetings as required. Performs other related duties as assigned or requested Does this describe you? Does this candidate have hospital experience Does this candidates have union experience Qualifications Does this describe you? Does this candidate have hospital experience Does this candidates have union experience Additional Information All your information will be kept confidential according to EEO guidelines. Direct Staffing Inc

Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP). Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department. 2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations. 3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures. 4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development. 5. Administers collective bargaining agreement(s). 6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner. 7. This position is responsible for participating in contract negotiations. 8. The incumbent is responsible for the supervision of the facility human resources staff. 9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues. 10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome. 11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries. 12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations. 13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning. 14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times. 15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility. 16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals. 17. The incumbent must abide by all legal regulations, company policies and procedures. 18. This position is responsible for resolving conflict of interest issues. 19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions. 20. This position is responsible for maintaining human resources TJC requirements. 21. The incumbent oversees the AQMD program. 22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary. 2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired 3. 3 years hospital human resources experience as a generalist. 4. Must have prior union/labor relations experience. 5. Must have knowledge of federal, state and local labor laws. 6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems. 7. The incumbent must have general mathematic skills. 8. Must have general knowledge of budgeting. 9. The incumbent must have TJC experience. 10. The incumbent must have excellent human relation skills. 11. The incumbent must have excellent written and oral communication skills.

Full-time Description The Director, Human Resources is the senior HR leader for the Cristek group, which consists of three businesses: Filconn, Cristek, and Connectronics, with multi-site responsibility across Anaheim, CA; Minden, NV; Chandler, AZ; Billerica, MA; and Edinburgh, IN. The Cristek Group employs approximately 350 team members and has projected 2025 revenues of $114 million. This role partners directly with senior leadership to design and execute people strategies that strengthen culture, elevate performance, and drive business growth, while maintaining best-in-class people operations including compliance with all state and federal regulations and requirements. As a member of the senior management team, the Director plays a key role in embedding the Qnnect ACE model (Accountability, Collaboration, Empowerment) into daily operations, fostering a high-accountability, high-recognition environment where employees think and act like owners. You will be both strategic and hands-on-balancing long-term organizational development with immediate operational needs, ensuring compliance, and creating an environment where every team member can thrive. Duties and Responsibilities Partner with senior leaders to develop, implement, and measure HR strategies that directly support Cristek's business objectives. Champion culture by embedding Qnnect's “Dream Big, Have Fun, GSD” principles into all aspects of employee engagement, development, and recognition. Lead and manage all aspects of talent acquisition and management, including succession planning, leadership development, and high-potential employee identification. Drive organizational effectiveness through change management strategies during growth, acquisitions, and integration projects. Oversee employee relations, providing expert guidance to resolve escalated matters with fairness, consistency, and compliance. Monitor and report HR KPIs such as retention, engagement, and time-to-fill, ensuring data-driven decisions. Ensure compliance with federal, state, and local labor laws, as well as defense contractor DFAR and ITAR requirements. Oversee the administration and optimization of HRIS, payroll, benefits, 401(k), time and labor, leave, and performance management systems. Travel to company sites approximately 20-30% of the time. Requirements Required Skills and Abilities Knowledge of: Multi-state employment laws, HR policy best practices, and compliance requirements. Talent acquisition, performance management, compensation, engagement, and organizational development best practices. HR technology systems and analytics tools, including HRIS configuration and adoption (Paylocity ideal), LinkedIn, Checkr, and BSwift. Culture-building strategies that reinforce ownership, accountability, and collaboration. Ability to: Influence leaders and collaborate across business units. Build trust at all levels of the organization. Manage change and lead transformation projects effectively. Interpret and use HR metrics to inform business decisions. Handle confidential information with discretion and integrity. Education and Experience Education: Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree and/or HR certifications (PHR, SPHR, SHRM-CP/SCP) preferred. Experience: 10+ years of progressive HR leadership experience, preferably in manufacturing or engineering environments. Multi-site HR leadership responsibility. Experience with publicly traded companies or private equity-sponsored companies preferred. Proven track record of implementing HR initiatives that produce measurable business outcomes. Experience in government contract compliance environments (DFAR/ITAR) strongly preferred. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Ability to travel by air and car to various company locations (20-30% of time). Occasional standing, walking, and lifting of up to 15 pounds. Salary Description $120,000 to $170,000

Job Description HUMAN RESOURCES DIRECTOR The Organization North Los Angeles County Regional Center “NLACRC” is a private, non-profit agency that is contracted with the State of California, Department of Developmental Services, to provide services to individuals with intellectual and developmental disabilities. NLACRC is one of the largest regional centers in California and has proudly served the San Fernando Valley, Santa Clarita Valley, and Antelope Valley since 1974. We serve individuals across the lifespan from infants and toddlers, school age children, transition-age youth, to adults and aging adults. DEPARTMENT: Human Resources - SFV SCOPE: The Human Resources Director (HRD) serves as NLACRC's senior HR leader with full accountability for the strategy, operations, and outcomes of the Human Resources Department, positioning HR as a strategic partner aligned with NLACRC's Strategic Plan and its mission, vision, and values. SUPERVISION: This position will report directly to the Executive Director. ESSENTIAL DUTIES AND RESPONSIBILITIES: (These are examples of the types of duties that may be performed. Additional duties may be added.) Provides leadership and oversight over all staff functions within the Human Resource department to include, but not limited to, employee engagement, talent acquisition, succession planning, benefits, employment/labor relations, , performance planning and management, , reporting to the Department of Developmental Services and employment law compliance, and policies/procedures and workflow. Provides guidance to senior/executive level management in employee/labor relation areas based on current employment law; consults with counsel on legal issues as needed. May represent the organization at labor-related legal hearings and supports and/or serves as NLACRC's primary liaison with the union for contract negotiations and grievances. Ensures NLACRC's programs are following all applicable regulations, statutes, City/County, State and Federal laws. Develops, maintains, and reports Human Resource key performance indicators (KPIs) for HR functional processes. Deliver forecasting reports to applicable state agencies as needed. Provides consultation on performance management matters to include terminations and serious progressive disciplinary action. Provides recommendations to senior/executive level management based on researched information. In collaboration with Accounting and Finance, oversees the design and development of NLACRC's benefit and compensation programs/strategy to ensure regulatory requirements/competitive salary levels are maintained. Creates NLACRC's strategic recruitment and selection plan. Serves as executive support to NLACRC's Board of Trustees on select committees; attends monthly Board meetings as a representative of executive leadership. Establishes and implements short- and long-range department goals and objectives to support the department. Oversees the Agency's complaint process, and serves as the designated Compliance Officer and primary investigator for the purposes of Whistleblower policy investigations Serves as NLACRC's designated official to review Conflict of Interest reporting statements and mitigate conflicts with acceptable resolutions. Develops and manages the department budget. Performs other duties as assigned. EDUCATION AND/OR EXPERIENCE: A BS/BA degree in a related concentration from an accredited college/university MBA or MA/MS in human resources or related field preferred. Six (6) - ten (10)-plus years of related progressive professional experience in Human Resources management. Senior/Director-VP level professional experience with 1,000+ headcount and $90M+ payroll strongly preferred. Previous union labor relations experience, including adjudicating grievance hearings and labor/management meetings preferred. Prior experience in state/civic and/or regional center system HR management is beneficial but not required. LICENSES and/or CERTIFICATES: SPHR/PHR and/or SHRM-SCP/CP preferred Valid California Driver's License - This position will make regular and routine visits to all NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley. EMPLOYMENT GUIDELINES: Experience in strategic planning and execution. Knowledge of contracting, negotiating and change management. Ability to interpret and advise on federal, state and local employment, wage and salary laws and regulations, employee/labor relations, compensation, benefits and best practices in the field. Ability to analyze and assess staff and supervisory training and development needs, to collaborate with Training and Quality management. Knowledge of organizational development theory and practices. Ability to negotiate and manage collective bargaining agreements and grievance processes. Experience in examining and re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures. COMPETENCIES Human Resources management Organizational development Conflict resolution Relationship building and management Communication Leadership and navigation Change management ANALYTICAL AND REASONING SKILLS Ability to collect and analyze data and to develop and implement programs. INTERPERSONAL SKILLS Ability to build and cultivate relationships; work cooperatively; establish rapport and gain trust; listen and elicit pertinent information effectively; and interact effectively with people from diverse cultures. WRITTEN AND VERBAL COMMUNICATION SKILLS Ability to speak and write in an organized and effective manner; speak confidently in small-group and large-audience settings; and write with excellent grammar. ORGANIZATIONAL SKILLS Ability to exercise duties in an organized manner; plan, prioritize and complete duties in a timely manner; be detail oriented; and multi-task. LANGUAGE SKILLS None MATHEMATICAL SKILLS Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs. NLACRC Offers an Excellent Benefits Package: We offer employees a variety of health and dental plans. Health Insurance - NLACRC pays the full cost of coverage for certain Medical plans for employee only. We also provide a generous contribution to additional plans that the employee may select for employee-only or employee and dependents costs. Dental Insurance - NLACRC pays the full cost of the Dental DMO Plan for employees and eligible dependents. We also offer a Dental PPO plan with a low employee monthly contribution for employees and eligible dependents Pre-Tax Flexible Spending Account for eligible health care expenses Pre-Tax Dependent Care Flexible Spending Account for eligible dependent care expenses No cost Life, Accidental Death & Disability, Long Term Disability Insurance for employees No cost Vision plan for employees and eligible dependents Retirement plan - NLACRC is a member of CalPERS which is a defined benefit plan that provides a monthly retirement allowance for eligible employees NLACRC offers two (2) deferred compensation plans - 457 and 403(b) Participate in the Public Service Loan Forgiveness program Paid Time Off - Eligible for 3 weeks of accrued vacation in the first year, 8 hours per month sick time. Education, wellness, and sabbatical time available depending on eligibility. Holidays - NLACRC offers 12 paid holidays throughout the year Many positions are offered a hybrid - remote option after 90 days in-office intro period. Professional Development Opportunities & Growth NLACRC values the professional development of staff! Many Consumer Services Coordinators gain experience and enter into Supervisor, Manager or Director positions. Diversity, Equity, and Inclusion At NLACRC, we value and celebrate diversity! In September 2021, NLACRC launched an initiative to enhance and strengthen our commitment to diversity and belonging. Compensation This position is exempt. Regular Salary - $146,519.43 - $203,937.39 Base Pay Rate / Salary Range Information The actual amount offered within the posted salary/pay rate range will depend on a variety of factors, including degree(s) obtained/education, experience, skills and abilities, and other relevant job-related factors. The lower end of salary range applies to candidates who meet minimum qualifications or have limited years of relevant experience; the higher end of range will apply to seasoned candidates with considerable years of direct relevant experience. NLACRC is an equal opportunity employer. Further, NLARC will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Legal and Compliance Practices • Ensures terminated employee files are retained for the required length of time. • Ensures compliance on all human resource audits. • Ensures proper documentation of all progressive disciplinary action is kept in employee file. • Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation). • Works with the unemployment services provider to respond to unemployment claims. • Attends unemployment hearings and ensures property is properly represented. • Ensures employees are treated fairly and equitably. • Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues. • Ensures employees are treated fairly and equitably and that issues are brought to resolution. • Administers property policies fairly and consistently. • Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process. Managing Human Resources Communication • Communicates changes to the benefit plans in a timely manner. • Communicates property rules and regulations via an employee handbook. • Coaches managers on progressive discipline process. Managing Staffing and Employee Development Activities • Participates in the interviewing and hiring of Human Resources employee team members. • Ensures performance evaluations and merit increase paperwork are maintained in employee files. • Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed). Maintaining Employee Relations • Establishes and maintains open, collaborative relationships with employees. • Utilizes an “open door” policy to address employee problems or concerns in a timely manner. • Ensures effective employee communication channels are established and active in departments. • Ensures employees establish and maintain open, collaborative relationships with their team members. • Strives to improve employee retention. • Monitors work environment for signs of union organization. • Solicits employee feedback. • Organizes Spirit to Serve Our Communities events. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.

Director of Human Resources - Global Brands company - on site in Irvine - $130-170k plus bonus Our client is a fast growing, middle market company that represents some of the most respected brands in the world. This position is open due to growth and will report directly to the Vice President of Human Resources and will manage a small team. About The Role: Responsibilities include but are not limited to: HR Strategy/Planning: In partnership with the VP of Human Resources, develop and implement HR strategies aligned with the organization's goals. Mentor, inspire, facilitate professional development, training certification activities for HR team, act as backup to team as necessary. Training and Development: Identify training needs and coordinate development programs. Foster a culture of continuous learning. Employee Relations: Manage and address employee relations issues and ensure a positive work environment. Mediate and resolve conflicts between employees. Perform Workplace Investigations as needed. Performance Management: Design and implement performance management systems. Conduct performance reviews and provide feedback to employees. Compliance: Manage company compliance, stay informed about labor laws and regulations. Ensure HR policies and procedures comply with legal requirements. HR Policies and Procedures: Develop and update HR policies and procedures including employee handbook. Communicate policies to employees and ensure compliance. Lead continuous process improvement for efficiency. Benefits and Compensation: Administer employee benefits programs. Develop and manage compensation structures. Talent Acquisition and Management: Participate in talent acquisition processes, including interviewing and hiring as needed. HR Metrics and Reporting: Assist with key HR metrics. Generate reports to inform decision-making. Employee Wellness: Develop and implement wellness programs to support employee well-being. Address workplace health and safety concerns. Diversity and Inclusion: Promote diversity and inclusion initiatives within the organization. Qualifications, Skills, Experience: Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field Experience: Demonstrated success proven through steady career progression within varied HR roles for the last 7 - 12 years. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, HRIS, Payroll software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Skills: Strong leadership and communication skills. Knowledge of HR best practices and legal requirements. Ability to analyze data and make informed decisions. Strong computer technical skills with Microsoft Office products, HRIS and Payroll software. Enjoy working in a fast paced, high growth environment. Ability to work independently and as part of team. Professional, presentation skills a must. Certifications: Professional certifications such as SHRM-SCP or PHR, HRCI.

Human Resources & Operations Director California (Hybrid) Job Announcement Information Job Title: Human Resources & Operations Director Term: Full-time, occasional evenings and weekends required Position Status: Exempt Pay Range: $95,000-$115,000 Reports To: Deputy Director of Strategic Initiatives Organizational Summary The mission of the California Immigrant Policy Center (CIPC) is to uphold the humanity of immigrant communities in California by transforming systems to achieve racial, social, and economic justice. CIPC is a non-partisan, non-profit statewide organization engaging in advocacy, organizing, and strategic communications to uplift immigrant communities. CIPC was formed in 1996 in response to cuts and reforms to public benefits systems nationally that eliminated federal health and public benefits coverage for countless immigrants, identifying the need to uplift and empower a statewide voice on behalf of immigrants in California to counteract the devastating effects of federal policy. Over the past 28 years, CIPC has led groundbreaking campaigns that have vastly expanded protections for Californias low-income immigrant populations, including but not limited to the Safe and Responsible Driver Act, the TRUST and TRUTH Acts, CA Values Act, E-Verify Bill, the Health for All campaign, California Earned Income Tax Credit, and One California, the largest investment in legal services protection in the country. Responsibilities Human Resources Management Develop, implement, and oversee all HR policies, procedures, and programs to support CIPC's mission and organizational goals Lead recruitment and hiring processes, including job descriptions, sourcing candidates, interviewing, and onboarding Design and implement comprehensive onboarding and orientation programs for new staff Manage employee relations, providing guidance and support to managers and staff on HR matters Oversee performance management processes, including regular evaluations and professional development planning Administer benefits programs and ensure compliance with applicable laws and regulations Develop and implement staff retention strategies and initiatives Lead organizational Justice, Equity, Diversity, and Inclusion (JEDI) initiatives in collaboration with management team and Union Labor Management Compliance Council (LMCC) Operations Management Direct onsite, day-to-day office and property management of CIPC's statewide offices Oversee and manage organizational budget and financial operations, including bookkeeping, expense tracking, and financial reporting Develop and manage organizational policies and procedures to ensure efficient operations and compliance with regulations Oversee technology infrastructure, working with IT vendors to ensure systems meet organizational needs Manage vendor relationships and contracts for services across the organization including leading on contract negotiations with third party vendors Lead major organizational infrastructure and improvement projects Develop and oversee safety policies and protocols, ensuring compliance with federal, state, and local regulations Oversee logistical planning and execution of organizational events, retreats, and convenings Leadership & Strategic Planning Serve as a member of the management team, contributing to strategic planning and decision-making Represent CIPC at organizational functions, events, and with external stakeholders Provide strategic oversight for organizational capacity building and growth Identify operational needs and implement systems improvements to increase organizational effectiveness Foster a positive organizational culture aligned with CIPC's values and mission Supervisory and Administrative Engagement Supervise and mentor members of the operations team Foster a positive and inclusive team environment through regular meetings, clear expectations, and open communication, while ensuring team members have the necessary resources and support for professional growth and success Provide clear expectations and ensure team members have the necessary tools and resources to succeed in their roles Support fundraising efforts led by the development team and manage a portfolio of sponsorships and memberships in support of organizational fundraising. Support the Government Affairs, development, and administrative departments tracking deliverables, lobbying hours, and programmatic activities to support fundraising and development growth. Other responsibilities as required. Qualifications Minimum of 10 years of progressive experience in human resources and operations management, with at least 5 years in a senior management role At least 5 years of nonprofit experience with an understanding of nonprofit finance, governance, and operations Demonstrated commitment to racial, social, and economic justice Comprehensive knowledge of HR laws, regulations, and best practices Strong financial management skills, including budgeting, forecasting, and financial analysis Experience managing multiple office locations preferred Proven ability to develop and implement organizational policies and procedures Strong project management skills with ability to lead complex initiatives Excellence in team management and staff development Experience working in diverse, multicultural environments Occasional night/weekend hours and overnight travel within the state are required. Advance notice will be given Ability to lift 20-30 pounds, sit and stand for extended periods is required Proficiency in Microsoft Office Suite, and Google Workspace Proficiency in non-English languages spoken by Latinx, Asian, Pacific Islander, African, Caribbean, and Middle Eastern communities is a plus Passionate about immigrant rights and social justice including CIPCs mission and vision COMPENSATION & BENEFITS Pay Range: $95,000-$115,000 Salary commensurate with experience. The California Immigrant Policy Center (CIPC) provides a comprehensive benefits package to its employees, including 100% employer-paid medical, dental, and vision insurance and 75% coverage for dependents, retirement contributions, and paid parking access. CIPC has a generous holiday and time off policy, including personal days and annual summer and winter recesses. CIPC is a unionized workplace and is represented by Immigrant Advocates United-United Auto Workers. This position is not in the bargaining unit. CIPC provides a comprehensive benefits package to its employees: Paid medical, dental, vision insurance, and life insurance (100% of the full insurance premium for qualified employees and 75% of the premiums for their dependents) 3% contribution to 401K-retirement plan Commuter benefit or paid parking access Monthly reimbursement for cell and internet usage $1,500 professional development allowance Generous time off policy o Up to 26 paid holidays a year (includes summer and winter collective breaks) o Vacation: 1st year of service: 10 days, after completion of 1st year: 15 days, after completion of 4th year: 20 days) o 6 personal days per year 4-week paid sabbatical leave after 7 years of service. APPLICATION INFORMATION Position is open immediately until filled. Please send a cover letter, resume, and writing sample. Please note that we will only be able to respond to short listed candidates. Those candidates will be asked to submit 3 references. The California Immigrant Policy Center (CIPC) is an equal opportunity employer; people of color and individuals from diverse backgrounds are encouraged to apply. CIPC does not discriminate on the basis of race, color, national origin, ethnic background, religion, sex, sexual orientation, age, or disability

Job Description JOB TITLE: DIRECTOR OF HUMAN RESOURCES REPORTS TO: CHIEF OF OPERATIONS The Director of Human Resources (DHR) is a strategic leader responsible for developing and maintaining a high-performance and engaging workplace. This role oversees all aspects of human resources, including talent acquisition, employee engagement, manager development, compensation, benefits, organizational structure, onboarding, training, and maintaining the company's operating system. Additionally, this role helps to facilitate internal communication across all levels of the organization to ensure alignment and collaboration. This position is located in Orange County, CA. The Director of Human Resources' responsibilities include, but are not limited to: Organizational Development: Facilitate necessary change management initiatives. Help to optimize the company's organizational structure to support scalability and efficiency. Implement and maintain the organization's operating system to improve communication, ensure alignment, and increase accountability. Talent Acquisition, Onboarding, & Workforce Planning Oversee recruitment strategies to attract mission-driven experts. Enhance and oversee onboarding programs to integrate new employees effectively and set them up for success. Training & Employee Development Develop and implement training programs that support employee growth and leadership development. Establish proper career development pathways for employees. Employee Engagement, Culture & Communication Develop programs to enhance employee satisfaction, well-being, and retention. Facilitate vertical and cross-departmental internal communication to ensure transparency, collaboration, and alignment. Implement tools and processes that improve communication and knowledge-sharing across the organization. HR Operations, Compliance & Systems Ensure compliance with employment laws and regulations. Oversee HR policies, benefits, and compensation programs. Qualifications & Skills: Bachelor's degree in Human Resources, Business Administration, or a related field 6+ years of HR leadership experience, including at the executive level. Proven experience in scaling HR functions and optimizing organizational structure. Strong leadership, communication, and interpersonal skills. Proven ability to facilitate effective internal communication and collaboration. LIVE ACTION: Live Action is dedicated to ending abortion and building a culture of life in America and beyond. We believe that every human life has intrinsic value and rights. We expose the truth about abortion and counter the misinformation campaign of the multi-billion dollar abortion industry and lobby. Today, we host the largest online presence for the pro-life movement, with millions of supporters throughout the United States. APPLICATION SUBMISSION PROCESS: No phone calls please. All staff members are required to sign Live Action's Non-Disclosure and Confidentiality Agreement. BENEFITS: Live Action offers high-value benefits to our full-time employees! Live Action provides competitive and ethical health benefits for full-time employees and their families. We also have unlimited PTO for our employees as we are a work/life balance, family-oriented culture. LIVE ACTION: Live Action is a media and news nonprofit dedicated to ending abortion and inspiring a culture that respects all human life. Live Action's groundbreaking news coverage and compelling videos reach several million people weekly across Facebook, YouTube, Twitter, and Instagram. (see more here: *************************** and ******************** Powered by JazzHR FiBbjVqCFW

our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit ********************************************************* Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact CSUSB Benefits at ******************. Smoking CSUSB is a smoke and tobacco-free campus. See policy at ******************************************************* Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: ******************************* Advertised: Nov 06 2025 Pacific Standard Time Applications close: