Human resources manager jobs in Norwalk, CA - 796 jobs

Beloved by young trendsetters and celebrities worldwide, Cider stands as one of the fastest-growing fashion brands today, with a following exceeding 7 million. Founded in 2020 and rooted in Los Angeles, we proudly serve customers in over 130 countries, offering a diverse range of styles from sizes XXS to 4XL. With our innovative smart fashion technology, Cider is leading the way towards a zero-inventory future, minimizing production waste without compromising quality. Our unique "Pick A Mood" collections transform everyday moods into captivating style statements, engaging the next generation and cementing our position as a Gen-Z favorite. We are seeking a seasoned and strategic Human Resources Business Partner (HRBP) to join our team in Los Angeles. This role is instrumental in supporting our U.S. retail and corporate operations, with a focus on recruitment, performance management, and HR compliance-especially within California. The ideal candidate will bring deep knowledge of U.S. and California employment laws and experience partnering with business teams Key Responsibilities: Serve as a trusted HR advisor to business leaders and employees, especially in retail operations Lead full-cycle recruitment efforts for store and corporate roles, including sourcing, interviewing, and offer negotiation Partner with HQ and local teams to support and localize employee training programs Design and implement store-level performance management frameworks aligned with business goals Ensure HR policies, practices, and documentation are fully compliant with California and broader U.S. labor laws Handle employee relations matters with sensitivity and in accordance with legal requirements Support cross-border HR initiatives in coordination with global teams Provide bilingual support for internal communication, documentation, and training Qualifications: 3-5 years of progressive HR experience, including direct HRBP responsibilities In-depth understanding of California employment laws and general U.S. HR compliance requirements Strong experience in recruitment and talent acquisition strategies Exposure to employee training development or facilitation (light involvement is acceptable) Experience designing or executing performance management systems, preferably in a retail or multi-site environment Excellent interpersonal and problem-solving skills Fluent in both English and Mandarin Chinese, with strong verbal and written communication skills Bachelor's degree in Human Resources, Business Administration, or a related field

The HR Generalist supports the daily operations of the Human Resources department and ensures compliance with California labor laws, including wage and hour regulations, meal and rest break rules, state leave programs, and Cal/OSHA requirements. This role provides guidance to employees and managers across HR functions such as recruitment, onboarding, employee relations, performance management, benefits administration, and HR data management. Key Responsibilities 1. Employee Relations (Primary Focus) • Serve as the main HR contact for caregivers, clinicians, and office staff regarding workplace concerns and questions. • Conduct confidential employee relations investigations, including issues involving supervisors, interpersonal conflict, or client-home environments. • Provide coaching to employees on communication, expectations, and policies. • Partner with supervisors and clinical managers to resolve issues promptly and professionally. • Support retention by identifying trends and recommending engagement strategies. 2. California Labor Compliance • Educate employees and supervisors on CA wage and hour laws, including overtime, travel time, split shifts, and meal/rest break rules. • Ensure compliance with state and healthcare-specific regulations (CFRA, PFL, SDI, PDL, paid sick leave, Workers' Compensation, Cal/OSHA, CDPH requirements). • Ensure ER investigations and disciplinary actions align with CA employment law and agency policies. • Assist with safety issues and employee reports related to client-home conditions. 3. Benefits Administration • Assist with employee benefit enrollment, eligibility, and changes. • Support open enrollment and benefits communication. • Respond to questions about health insurance, retirement plans, and wellness programs. 4. Onboarding, Orientation & Engagement • Support internal onboarding with clear communication of expectations and resources. • Facilitate new-hire orientations with a focus on relationship-building and retention. • Maintain accurate job descriptions, credentialing requirements, and regulatory documentation. • Maintain regular communication with new hires during their first 90 days. 5. Performance Support & Coaching • Guide managers through performance discussions, documentation, and corrective actions. • Assist with performance evaluations and follow-up. • Address performance concerns early through coaching and constructive feedback. 6. Workplace Safety & Workers' Compensation • Assist with incident reporting, claim documentation, and Workers' Compensation follow-up. • Coordinate return-to-work and modified-duty processes. • Help maintain Cal/OSHA compliance, including required logs and safety programs. 7. HR Administration • Maintain accurate HRIS data, employee records, and ER documentation. • Track employee relations trends and provide reports or recommendations to leadership. • Assist with payroll or timesheet-related concerns, including mileage, visit documentation, and rate differentials. Qualifications: • Bachelor's degree in HR, Business Administration, Healthcare Administration, or equivalent experience. • 2-5 years of HR experience required; healthcare, homecare, or home health experience strongly preferred. • Demonstrated experience handling employee relations cases. • Strong knowledge of California employment laws. • Excellent communication skills with the ability to remain empathetic, clear, and objective. • Ability to build relationships with field and remote staff in a decentralized environment. • Strong conflict-resolution and problem-solving abilities. • Proven ability to maintain confidentiality and handle sensitive information professionally.

The Human Resources Coordinator will be responsible for managing a wide range of HR activities and ensuring smooth HR operations. This includes the onboarding of new hires, offboarding, benefits administration (medical, dental, vision, 401K and voluntary plans), leave of absence, performance reviews and recruitment. The Human Resources Coordinator will act as a liaison between management and employees, ensuring that company policies and procedures are followed, and all HR-related issues are resolved effectively and efficiently. By serving as a front-line advisor on HR-related areas including policies/best practices for all ICS offices (Costa Mesa, Concord and WA), supporting 140+ employees' company-wide. Duties/Responsibilities: The Human Resources Coordinator t shall be responsible for, but not limited to, the following: Manage the recruitment process, including posting jobs, pre-screening applicants, scheduling interviews, and extending job offers. Facilitate new hire onboarding, new hire paperwork reviewing policies with employees, and ensure a positive onboarding experience including initialized new hire in the employee portal, export to Vista and add finalized new hire data entry. Research and resolve employee concerns regarding compensation/pay rate, time off with pay accruals, or personal info/record updates. Audit weekly reports and data and follow up as necessary. Partner with HR Manager in the coordination of employee separation paperwork (including, where applicable, timely coordination of the preparation of final pay), processing the change in the system, and sending out post-separation paperwork. Oversee benefits programs and address employee inquiries related to benefits including newly eligible employee, process benefit enrollment forms as needed (Kaiser, MetLife, Principal, Life Insurance). Process and audit benefit invoices (Aflac, Anthem, Kaiser, MetLife, Principal, WEX-Cobra). Coordinate and manage the employee annual and office anniversary date performance review process, including setting up review schedules, compiling feedback and enter new pay rates in Vista. Maintain accurate and up-to-date employee records, ensuring compliance with company policies and legal requirements Manage weekly 401k Contribution Report, Roth, Deferrals, Loans & Catch-Up Manage 401k monthly Fringe Contribution Report Provide support for all aspects of leave, accommodation, and modified duty programs. Including applying knowledge and experience to manage FMLA, CFRA, PDL, PFL, Actively engage with employees to resolve conflicts and address concerns.Facilitate open and productive communication between employees and management Maintain a visible presence within the company to foster strong employee relationships Perform other related duties as required. Qualifications & Experience Proficiency with all MS Office products (Word, Excel, Access, PowerPoint, Project). Ability to work in a team environment. Must be able to meet deadlines and put in the time needed to get the job done. Effective oral and written communication skills. Strong attention to detail with the ability to recognize discrepancies. Excellent customer service relations skills. Experience in the construction industry will be favorably considered. Business Travel (If Applicable) Ability to travel to our Anaheim Warehouse when needed. Education/Training Minimum three (3) years of direct work experience in an HR position. High attention to detail Exceptional organizational, planning, and time-management skills Sense of urgency and the ability to adapt to changing situations Excellent communication skills in both one-on-on and group setting Bilingual (Spanish) required

About SET Active SET creates athleisure designed for what's next. Founded on the belief that style and comfort shouldn't be mutually exclusive, the brand offers versatile pieces that transition seamlessly from workout to weekend, meeting to coffee run. Blurring the line between form and function, these pieces adapt effortlessly to one's everyday ever-changing schedule. Role Overview The HR Associate is a full-time role responsible for supporting day-to-day HR operations with a strong emphasis on employee personnel file management, documentation, compliance, and operational efficiency. This role also supports recruiting coordination and onboarding/offboarding, while helping build and maintain clear HR resource guides and process documentation that enable a consistent, compliant, and positive employee experience.This role is ideal for a highly organized, detail-oriented professional who enjoys creating structure, improving workflows, and supporting employees through clear, thoughtful HR practices in a fast-paced, growing environment. Key Responsibilities Employee Personnel Files, Documentation & Compliance Maintain accurate, compliant electronic employee personnel files (active and terminated). Organize, audit, and update personnel records in accordance with retention requirements and best practices. Ensure timely and accurate filing of offer letters, job descriptions, performance documentation, disciplinary records, and leave-related paperwork. Scan, upload, and index HR documents to ensure easy access, audit readiness, and data integrity. Support compliance efforts by ensuring documentation aligns with employment laws, internal policies, and HR best practices. HR Operations, Resource Guides & Process Efficiency Build, update, and maintain HR resource guides, SOPs, and internal documentation (e.g., onboarding guides, manager toolkits, employee FAQs). Ensure HR documentation is clear, accessible, and up to date to support employee understanding and experience. Maintain HR trackers, workflows, and records to support reporting, audits, and operational visibility. Identify opportunities to improve HR processes, reduce manual work, and increase consistency. Support HRIS data entry, audits, and reporting (iSolved or similar systems). Recruiting & Talent Support Post and manage job openings across internal systems and external job boards. Screen resumes and manage candidate pipelines in the ATS. Coordinate interview scheduling and candidate communications. Maintain accurate recruiting documentation and status reports. Support offer letters and pre-employment processes as needed. Onboarding & Offboarding Coordinate end-to-end onboarding, ensuring all documentation and system access is completed accurately and on time. Prepare onboarding materials and contribute to onboarding resource guides for new hires. Partner with IT and Operations to coordinate equipment, systems access, and desk setup. Support offboarding processes, including exit documentation, interviews, and systems access removal. Projects & Employee Experience Support Support HR initiatives and special projects with a focus on documentation, compliance, and employee experience. Assist with performance review cycles, engagement initiatives, and internal communications. Serve as a reliable point of contact for basic employee HR questions, directing employees to the appropriate resources when needed. Handle ad hoc HR requests with professionalism, discretion, and empathy. Core Competencies Documentation & Process Excellence: Creates and maintains clear, organized HR documentation and resource guides. Ensures consistency, accuracy, and compliance across HR materials. Operational Efficiency & Continuous Improvement: Identifies inefficiencies and implements practical, scalable improvements. Builds systems and workflows that support growth and clarity. Compliance & Best Practices Orientation: Understands the importance of compliance and aligns work with HR best practices. Proactively flags gaps, risks, or outdated documentation. Confidentiality & Integrity: Handles sensitive employee information with discretion and professionalism. Execution & Accountability: Owns tasks end-to-end and meets deadlines consistently. Communication & Employee Experience: Communicates clearly and professionally. Supports employees through accessible resources and thoughtful HR practices. Adaptability & Learning Agility: Learns new systems, policies, and processes quickly in a changing environment. Qualifications & Skills 2-4 years of experience in HR operations, people operations, recruiting coordination, or administrative support Demonstrated experience managing HR documentation and personnel files Strong organizational skills and attention to detail Clear written and verbal communication skills High level of discretion and professionalism Experience with HRIS/ATS platforms (iSolved preferred) and Google Workspace/MS Office Experience in a DTC fashion or lifestyle company strongly preferred

Salary: $120,000 to $135,000 per year Founded in 2004, Brilliant Corners provides innovative housing and housing-related services to California's most vulnerable individuals, with an emphasis on those transitioning from, or at risk of, homelessness or institutionalization. We develop, own, and manage multi-family supportive housing and licensed residential care homes. We implement a broad array of scattered-site, one-on-one supportive housing, and clinical case management programs through partnerships with developmental services, homeless services, veterans' services, and health care sectors. In short, we do good work. We have offices statewide with a staff of passionate people. While we are growing rapidly, we are also selective: We're seeking inspired, talented people who want to be effecting profound change and who have fun doing it. Position Summary The Associate Director of HR Operations plays a pivotal role in ensuring the smooth, compliant, and effective functioning of HR systems and processes across the organization. This role oversees HR Operations and Compliance, HRIS implementation and management, benefits administration, and data analytics and reporting, ensuring alignment with legal and contractual requirements as well as organizational culture. The Associate Director is a systems thinker who can execute major initiatives and projects while balancing day-to-day operational execution with long-term strategic improvements. They are results- and solutions-oriented, with demonstrated expertise in organization, system administration, and operational design. This role works closely with HR leadership, Finance, program leaders, and external partners to strengthen operational infrastructure while effectively supporting BC's unionized workforce. Position Responsibilities HR Operations & Compliance Oversee HR operations including benefits administration, timekeeping, leaves of absence, and employee data management. Also, partnering with Payroll management to ensure consistency and continuity of payroll cycles regarding Union members. Ensure compliance with federal, state, and local labor laws (CA focus) as well as internal policies. Lead audits of HR files, I-9 compliance, wage and hour practices, and leave administration. Partner with Finance on payroll reconciliation, retirement plan compliance, and benefits reporting. Union Relations & Collective Bargaining Serve as a point of contact for HR operations liaison for matters related to BC's Union dues and ensuring consistency compliance. Interpret and apply union contract provisions in partnership with HRBPs, Payroll, and program leaders, ensuring compliance and accuracy in union related changes and activities. Partner with Employee Relations team to support grievance tracking and reporting. Prepare data and analysis relating to Employee relations, Workers' comp, LOA's for trends. Systems Process Improvement Lead optimization of HRIS, payroll, and timekeeping systems (e.g., Paycom or successor system). Design and implement scalable HR workflows, support system integrations and consistency across departments and programs. Assist in developing dashboards and reports to provide leadership with actionable workforce insights. Contribute to identifying and resolving gaps in processes, with an eye toward efficiency, compliance, and employee experience. Leadership & Team Development Supervise and mentor HR Operations staff, ensuring clarity of roles, cross-training, and professional growth. Foster a culture of accountability, collaboration, and service orientation within the HR Operations team. Partner with ADHR Strategy and HRBPs, and leadership to ensure alignment across all People Ops functions. Requirements Required Bachelor's degree in human resources, Business Administration, or related field. 5 to 7+ years of progressive HR experience, including 2+ years in HR operations or compliance leadership. Experience supporting unionized workforces and applying CBA preferred. Preferred SHRM-CP/SHRM-SCP, PHR/SPHR, or related certification. Nonprofit or social services sector experience. Experience managing vendor relationships (payroll providers, benefits brokers, HR tech vendors). Knowledge, Skills and Abilities Deep working knowledge of California employment law, wage/hour regulations, and union contracts, with the ability to translate requirements into compliant operational processes and system configurations. Advanced technical expertise in HRIS and payroll platforms, including system architecture, configuration, integrations, data governance, audit controls, and advanced Excel-based analytics and reporting. Demonstrated ability to design, document, and govern complex HR operational workflows, ensuring efficiency, accuracy, scalability, and effective use of system capabilities. Proven experience leading large-scale HR operations initiatives and system implementations, including requirements gathering, stakeholder alignment, risk mitigation, and execution tracking. Strong operational discipline with the ability to maintain system integrity, compliance, and service continuity during periods of organizational change, system transitions, or resource constraints. Core Competencies Dealing with Ambiguity: Remains productive and effective in uncertain, rapidly changing situations by quickly analyzing information to adapt approach. Demonstrates flexibility, composure and good judgment despite challenges Building Effective Teams: Builds cohesive, high-performing teams through collaboration, positive culture, coaching, cross-functional work, and recognition of successes Priority Setting: Focuses on highest impact priorities advancing strategic objectives. Aligns resources, eliminates roadblocks, and provides direction through a compelling vision Managing through Systems: Designs and implements systems, processes and infrastructures enabling effective execution, oversight, empowerment and accountability. Drives results through indirect influence and continuous improvement Organizational Values Humanity: Putting people first: We are committed to meeting people where they're at, honoring their dignity, diversity, and experience. Community: Building a better future: Sustainable housing solutions are fostered through partnership, collaboration, and human connection. Ingenuity: Innovating for transformation: Systems-change requires relentless determination, thinking outside the box and challenging the status quo. Physical Requirements Candidates should have physical mobility for tasks such as standing, bending, stooping, kneeling, crouching, reaching, twisting, and walking on uneven surfaces. They should be capable of performing stationary tasks like sitting for up to 6 to 8 hours a day. Additionally, candidates should be able to lift, carry, push, pull light to moderate weights up to 15 pounds safely. Requires mental acuity for analytical reasoning and document interpretation. Salary range for this position is $120,000 to $135,000 annually. This position is being offered at $120,000 to $135,0000 annually. Brilliant Corners does not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients. W e will consider for employment qualified applicants with arrest and conviction records. Benefits Health Care Plan (Medical, Dental, & Vision) Retirement Plan (With 5% Match) Life Insurance (Basic, Voluntary and AD&D) Paid Time Off (Vacation, Sick & Public Holidays) Family Leave (Maternity, Paternity) Short Term & Long-Term Disability Training & Development Wellness Resources Hybrid Work

About the role The Vice President of Human Resources will be a key member of the People Team, serving as a strategic partner to the Chief People Officer and senior leadership, while remaining deeply hands-on in day-to-day HR operations. This leader will help shape Wonder's people strategy, organizational design, and culture as the company continues to grow and scale. The ideal candidate is equally comfortable developing strategy and rolling up their sleeves to execute it. You'll act as an HR Business Partner to designated teams, coach leaders to be more effective, manage complex employee relations matters with empathy and discretion, and help drive initiatives that improve performance, engagement, and retention. You'll also lead or contribute to cross-functional people projects-such as refining our performance management processes, enhancing total rewards and benefits, improving HR systems and analytics, or designing new programs (e.g., leadership development, or onboarding). This is a high-impact role for an experienced people leader who thrives in a fast-moving environment and loves wearing multiple hats. Ideal Location: Los Angeles, CA or Austin, TX Reports To: Chief People Officer Key Responsibilities Strategic Leadership & Partnership Partner with the Chief People Officer to scale Wonder's people strategy and infrastructure across teams and geographies. Serve as a trusted advisor and coach to leaders, building high-performing, outcome-focused teams. Provide insights on best practices, benchmarking, and people data to guide decisions. Lead change initiatives that drive growth, transformation, and team effectiveness. Collaborate with peers across Finance, Legal, Marketing, Product, etc. to align people initiatives with business priorities. Shape and reinforce Wonder's culture as the company scales. HR Business Partnering & Employee Experience Serve as the primary HRBP for assigned departments, providing guidance on performance, development, and team dynamics. Lead and resolve complex employee relations issues with empathy, fairness, and sound judgment. Partner with managers on workforce planning, team structure, and succession planning. Partner with leaders to embed Wonder's values into all people practices . Champion initiatives that strengthen culture, engagement, and belonging. Talent Acquisition, Executive Search & Development Collaborate with hiring managers and recruiting partners to attract, select, and retain top talent. Work with the CPO to identify and close skill gaps, strengthen manager capabilities, and advance growth pathways. HR Operations & Projects Oversee or support core HR processes, including onboarding, benefits, compliance, and HRIS management. Lead initiatives to improve performance management, benefits, and HR analytics, and track key people metrics around engagement, retention, hiring quality, and organizational health. Ensure compliance with employment laws and maintain best-in-class operational practices. Partner cross-functionally to simplify, automate and scale HR systems and processes. Qualifications 10+ years of progressive HR experience, including in a generalist or HRBP capacity. Strong background in HR operations, employee relations, and organizational effectiveness. Demonstrated success in building or evolving people programs (e.g., performance, compensation, talent development, benefits, or engagement). Deep knowledge of HR best practices, benchmarking, and compliance. Exceptional communication, relationship-building, and coaching skills. Ability to think strategically while remaining detail-oriented and execution-focused. Comfort operating in a fast-paced, lean environment where you may shift between strategy and execution daily. A “no job too small” mindset - ready to jump in wherever needed to make the company and team better. You thrive in ambiguity, lead with empathy, and bring both strategic clarity and hands-on execution to everything you do. Salary & Benefits: Salary: $210k-$225K + bonus Equity participation in management option pool (Series A company) Benefits, FSA, 401k The Wonder Project, Inc. is an equal employment opportunity employer. All employees and applicants are evaluated on the basis of their qualifications, consistent with applicable state and federal laws. In addition, The Wonder Project, Inc. will provide reasonable accommodations for qualified individuals with disabilities. The Wonder Project, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and federal law.

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

Details: 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. Details: 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.

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.

CAKE Mortgage is a cutting-edge wholesale mortgage lender specializing in Non-QM products. We're redefining the lending experience with innovative programs, streamlined processes, and a commitment to speed and precision. As we grow, we're looking for forward-thinking professionals who thrive in fast-paced, collaborative environments. The VP of Human Resources is a key member of the executive leadership team, responsible for shaping and executing the company's global human capital strategy. This role provides visionary leadership to all areas of human resources, including talent acquisition, organizational development, culture and engagement, compensation and benefits, diversity and inclusion, HR operations, and compliance. The VP of HR is a strategic partner to the CEO and Executive Team, helping to drive business performance through people strategies that align with the company's corporate goals and long-term vision. Key Responsibilities Develop and execute a forward-thinking, enterprise-wide HR strategy aligned with business objectives. Serve as a trusted advisor to the CEO and executive team on all human capital matters. Foster a high-performance culture and lead organizational design and change initiatives. Lead efforts in workforce planning, talent acquisition, succession planning, and leadership development. Champion employee engagement, retention, and career development strategies across the organization. Drive leadership and high-potential development programs to build internal capability. Shape and promote a corporate culture that reflects the company's mission, vision, and values. Lead initiatives to enhance employee engagement, well-being, and workplace satisfaction. Promote a diverse, equitable, and inclusive workplace environment. Oversee the development of competitive and equitable compensation and benefits strategies. Align total rewards programs with performance management systems and company goals. Ensure HR practices and policies are compliant with all applicable labor laws and regulatory requirements. Implement systems, data analytics, and HR technologies to drive efficiency and strategic insights. Manage risk and ensure ethical HR practices across the organization. Present HR strategy, metrics, and updates to Executive Team. Advise the Board on executive compensation, succession planning, and governance matters. Requirements Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or MBA strongly preferred. 10+ years of progressive HR leadership experience, with at least 6 years in an executive-level HR role. Proven experience leading HR strategy in a large, complex, and multi-national corporate environment. Demonstrated success in driving organizational change, culture transformation, and talent development. Strong knowledge of global labor laws, HR compliance, and corporate governance. HR certifications such as SHRM-SCP, SPHR, or equivalent are a plus. Why Join CAKE Mortgage? Be part of a fast-growing company changing the game in Non-QM. Competitive compensation and performance-based bonuses. Collaborative and entrepreneurial culture. Opportunities for career advancement and innovation. Cake Mortgage does not tolerate discrimination of any type. Cake Mortgage offers equal employment opportunity to all qualified persons without regard to race, age, color, religion, sex/gender, gender identity, sexual orientation, marital status, medical condition, military or veteran status, national origin, ancestry, disability, or any other considerations made unlawful by Federal, State, or Local law. Cake Mortgage provides eligible and qualified employees with opportunities to advance. Cake Mortgage is an at will employer. Cake Mortgage is committed to providing employees with a work environment free of discrimination and harassment. Salary Description $125,000.00 to $170,000.00

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

Job Description The HR & Admin Manager oversees the full spectrum of human resources and office administration functions, ensuring smooth operations, compliance with employment laws, and a productive work environment. This role manages recruitment, onboarding, performance management, payroll processing (including ADP Workforce Now or ADP Run), employee relations, and administrative support for the organization. Key Responsibilities Human Resources Management • Lead end-to-end recruitment activities, including job posting, screening, interviewing, and offers. • Develop and maintain HR policies, procedures, and employee handbooks. • Manage onboarding/offboarding processes, including orientation, documentation, and exit interviews. • Oversee performance management cycles, including goal setting and evaluations. • Handle employee relations issues, conflict resolution, coaching, and corrective actions. • Maintain compliance with federal, state, and local labor laws and HR best practices. • Manage employee benefits administration, including health insurance, PTO, sick leave, and leaves of absence (FMLA/CFRA, etc.). Payroll & HRIS (ADP) Management • Administer ADP payroll processing for all employees, ensuring accuracy, timeliness, and compliance. • Maintain employee records in ADP, including new hires, pay changes, deductions, tax forms, and terminations. • Verify timecards, hours, overtime, PTO, and leave balances. • Coordinate with Accounting/Finance on payroll reports, GL files, and audits. • Ensure payroll compliance with IRS, state tax agencies, wage & hour laws, and company policies. • Generate HR and payroll reports as needed for management. Administration & Office Management • Oversee administrative operations such as office supplies, vendor management, facility maintenance, and equipment. • Support company events, meetings, and internal communications. • Manage contracts, service agreements, and basic procurement activities. • Coordinate travel arrangements and expense approvals, as needed. • Ensure the office environment is secure, clean, and efficient. ⸻ Qualifications • Bachelor's degree in Human Resources, Business Administration, or related field. • Minimum 5+ years of HR experience, including at least 2 years in a supervisory or manager role. • Hands-on experience with ADP Workforce Now, ADP Run, or other ADP HRIS systems is required. • Strong knowledge of employment laws (FLSA, FMLA, state/local regulations). • Excellent communication, interpersonal, and problem-solving skills. • Ability to handle confidential information with discretion. • Strong organizational skills and attention to detail. Pay Range$80,000-$110,000 USD

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.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Director, Human Resources DEPARTMENT: Human Resources REPORTS TO: Regional HR Director FLSA STATUS: Salaried / Exempt LEGENDS GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions - from venue development and event booking to revenue strategy and hospitality. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! THE ROLE The HR Director partners with leaders across their respective venues and provides strategic advice on a wide variety of areas to maximize organizational performance and to cultivate Legends culture. He/she provides expert recommendations, counsel, and coaching to senior leaders, managers, and employees (union and non-union) on all HR matters including but not limited to areas of performance management, employee relations, HR policies and procedures, training & development, employee engagement, and staffing & recruitment. He/she will proactively anticipate labor/employee relations issues and provide timely and appropriate counsel to resolve them. The HR Director is also responsible for building bench strength in the organization through the identification, recruitment, and development of top talent. This role is responsible for partnering with the Regional HR Director in driving critical organizational change, cultivating Legends unique organizational culture and implementing Legends people strategy and initiatives across his/her area of responsibility. This role will manage a team of local venue HR professionals and ensure continued growth and development for his/her direct and indirect reports. ESSENTIAL DUTES AND RESPONSIBILITIES HR Strategy Partner with Regional HR Director to drive Legends People Strategy and deliver sustainable HR solutions and programs that support continued organizational growth. Serve as Business Partner Act as a constant conduit for communication between key leaders. Demonstrate depth of knowledge in functional HR areas: employee relations, compensation & benefits, training and development, workforce planning, strategic staffing/recruitment and apply that knowledge to lead others towards successful solutions. Employee Relations Establish and maintain positive employee relations strategies that support the business objectives, while creating an environment of trust and engagement. Ensure appropriate polices and processes are in place to meet all legal obligations (company, local, state, and federal), minimize organizational risk, and provide a safe and secure work environment for employees. Ensure proper preparation of information requested, or required, for compliance with all state and federal laws. Talent Management- Acquire, Develop and Maximize talent Be visible and focused on external recruitment balancing short term and long-term talent planning, on-boarding and diversifying talent levels. Partner with General Managers to ensure proper onboarding of all seasonal staff. Identify strategic positions and ensure talent action plans are in place at all times (balancing both internal succession planning, external recruiting practices, bench strength assessment). Partner with Talent Acquisition Director to constantly challenge innovation around the talent pipeline (where to source the best talent, how to attract them to Legends). Manage performance review process. Partner with business leads to ensure employees are aware of broader organizational priorities. Reinforce a constant feedback culture. Review, guide and advise management regarding hires, promotions, transfers, and terminations. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legends & ASM policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE Bachelor's degree preferred 5+ years of varied human resources experience 2+ years of people supervisory experience SKILLS AND ABILITIES Extensive working knowledge of worker's compensation, workplace safety, EEOC and FLSA Superior computer skills including hands-on HRIS and ATS experience Must be comfortable presenting to small and large audiences Demonstrated ability to forge meaningful interpersonal relationships across functions, industries and in local communities Outstanding leadership skills with a high capacity for managing multiple projects simultaneously Proven ability to influence and gain credibility with all levels of employees and customers both internal and external Must possess excellent oral, written and listening communication skills and the ability to prioritize and execute in a deadline-oriented environment. A strong commitment to delivering a high level of customer and client service with demonstrated initiative, leadership, and management skills. The successful candidate will have excellent communication skills; effectively influence others, the ability to make decisions quickly, and a high level of maturity. Must be flexible to work extend hours due to business requirements including late nights, weekends and holidays. COMPENSATION Competitive salary range of $115,000 - $125,000 plus bonus potential, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site - Angel Stadium Anaheim, CA PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

Title: Director of Human Resources and Payroll Reports to: VP of Finance Ben's Asphalt, LLC is a well-established construction firm specializing in commercial and residential asphalt, concrete, striping, and sealing services. The company currently employs approximately 300 individuals, with plans to grow to over 500 employees within the next 3-4 years. The workforce includes both union and non-union personnel, as well as prevailing wage positions. This period of expansion requires experienced and proactive HR leadership to ensure systems, processes, and people strategies support long-term success. Job Summary: The Director, Human Resources will lead and direct the routine functions of the Human Resources and Safety (HR/Safety) Department. The positioned is accountable to hire, develop, interview and retain staff, administer pay, benefits, and leave, oversee the safety and risk management functions of the organization, and develop and enforce company policies, procedures, and practices. The Director will oversee the three person HR/payroll team in the Santa Ana location, as well as HR/payroll team members in other divisions of the company in California and other states Essential Duties & Responsibilities (included but are not limited to): HR Strategy and Leadership Partner with the Executive Management team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Design and implement a comprehensive human resources strategy that supports organizational objectives, workforce scalability, and cultural alignment. Ensure that the basic responsibilities of the HR department are implemented by the team in an efficient manner, including staffing, payroll, compliance, and safety. Serve as a subject matter expert on human capital issues, offering consultation to leadership on employee relations, legal exposure, and compliance risk. Ensure the planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedule management conferences with employees; listen to and resolve employee grievances; and counsel employees and supervisors. Payroll, Benefit and HRIS Administration Direct all payroll operations using Paylocity, ensuring accurate processing of wages, tax filings, and year-end reporting. Collaborate with Accounting to reconcile payroll data and ensure consistency with general ledger accounts. Ensure system functionality, integrations, and updates are optimized for payroll accuracy and regulatory reporting. Overhaul employee onboarding process by building out the capabilities of the Paylocity HRIS tool Administer benefits programs such as medical, vision, and dental insurance, vacation, sick leave, leave of absence, and employee assistance. Oversee the Company's 401kplan Manage payroll audits, garnishments, prevailing wage obligations, and wage & hour compliance across multiple jurisdictions. Human Resources Compliance and Policy Handle discipline and termination of employees in accordance with company policy. Maintain full compliance with federal, state (with an emphasis on California law), and local employment regulations, including wage and hour laws, leaves of absence, I-9/E-Verify, and mandated notices. Oversee the development and enforcement of company-wide HR policies, procedures, and employee handbook updates. Monitor and implement compliance procedures related to OSHA, FMLA, ADA, ACA, and other applicable statutes. Oversee the Safety program for the organization. Administer and execute appropriate disciplinary notices and retrain for non-compliance. Manage the compliance and recognition program for the safety function. represent the organization at personnel-related hearings and investigations to include rendering oversight for all OSHA-related activities and hearings. Team Development and Infrastructure Building Assess current HR and payroll staffing structure and lead efforts to expand and develop a high-performing team. Recruit, onboard, and manage additional HR personnel, as needed Develop training programs and onboarding processes that support consistent, compliant, and effective integration of new hires. Build and maintain digital, scalable systems for HR records, performance reviews, job descriptions, and compensation structures. Retain historical human resource records by designing a filing and retrieval system and keeping past and current records. Requirements:

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

California (Hybrid) Job Announcement Information Job Title: Human Resources & Operations Director Term: Full-time, occasional evenings and weekends required 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 California's 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 CIPC's 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

Conejo Valley Unified See attachment on original job posting ENTRANCE QUALIFICATIONS Education/Experience: A bachelor's degree in public administration, business administration, human resources administration, psychology, industrial relations, or a closely related field AND four years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). OR A master's degree in public administration, business administration, human resources administration, industrial/organizational psychology, industrial relations, or a closely related field AND three years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). Human resources experience functioning under the principle of a civil service system or Merit System is preferred. APPLICATION REQUIREMENTS: To be eligible for consideration, interested candidates must submit the following documents: Online employment application Supplemental questions Proof of education Letter of Introduction (cover letter) Detailed resume At time of final interview, candidate must present three (3) letters of reference, that are dated and signed and written expressly for this recruitment and attesting to the candidate's knowledge, skills, abilities and success. Letters should include the addresses and telephone numbers of the references. *If you are a veteran and will be requesting preference points, please upload a copy of your DD214 Additional details can be found on the online application. ENTRANCE QUALIFICATIONS Education/Experience: A bachelor's degree in public administration, business administration, human resources administration, psychology, industrial relations, or a closely related field AND four years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). OR A master's degree in public administration, business administration, human resources administration, industrial/organizational psychology, industrial relations, or a closely related field AND three years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). Human resources experience functioning under the principle of a civil service system or Merit System is preferred. APPLICATION REQUIREMENTS: To be eligible for consideration, interested candidates must submit the following documents: Online employment application Supplemental questions Proof of education Letter of Introduction (cover letter) Detailed resume At time of final interview, candidate must present three (3) letters of reference, that are dated and signed and written expressly for this recruitment and attesting to the candidate's knowledge, skills, abilities and success. Letters should include the addresses and telephone numbers of the references. *If you are a veteran and will be requesting preference points, please upload a copy of your DD214 Additional details can be found on the online application. Comments and Other Information EXAMINATION PROCESS AND TIMELINE: The examination process for this recruitment may be comprised of one or more of the following: competitive screening of the applicant's training, background, and experience; scored evaluation of responses on the supplemental application; written and/or performance examination(s); performance examination; qualifications technical oral examination, scored on a job-related basis; district advisory appraisal for general fitness. Only the most highly qualified candidates will be invited to continue in the examination process. Successful candidates who pass all parts of the examination process will be placed on the eligibility list in order of their relative merit as determined by these competitive examinations. For applicants invited to advance in this recruitment, the exam and interview dates are as follows: The examination process and timeline for this recruitment may consist of: Review of Application, Resume, and Supplemental Questionnaire (required and submitted with online application): Week of January 12, 2026 Oral Board Examination (Merit Leadership Panel): Week of January 19, 2026 District Advisory Panel: February 3, 2026 Final selection interviews with the Personnel Commission: February 3, 2026 PLEASE NOTE: Exam Locations will be announced in the invite emails.