Human resources manager jobs in Thousand Oaks, CA

Base salary: $165 - $185k/yr The Manager of Data Architecture is an integral part of the Technology & Information Services team. This role will be responsible for leading the data architecture team and overseeing the design and implementation of the organization's data infrastructure, while developing and implementing comprehensive data architecture strategies that align with organizational goals. This role will be located in our Global Services office. Please note that this role may be eligible for a flexible working schedule that allows for a hybrid and in-office presence. - Competencies & Skills: - Someone who understands the modern data stack and can execute a vision for data design/security - Ability to implement and understand data pipelines. - Someone who is a good data engineer - Someone who has implemented systems - Have a deep technical understanding while also maintain the ability to get buy in from stakeholders/manage a team - Practical, hands-on experience, not just school experience - Proficiency in Fabric, Databricks, data modeling, data engineering. - Ideal Candidate: Experienced manager, highly technical with stakeholder engagement and can execute long-term vision. - Past Experience: Open to wider technical backgrounds beyond law firms. Deeply technical people manager with 70% technical hands-on work. - Key Responsibilities: Support firm migration to cloud and design scalable storage solutions. Manage team on this project Leading and mentoring a team of data architects and integration developers Overseeing the design, maintenance, and enhancement of data systems and processes Working with the Senior Manager of Business Intelligence and Data Systems Integration and Project Manager to prioritize resources and projects Collaborating with technology and business stakeholders to identify data needs and deliver architecture solutions that drive business value Managing data-related projects, including timelines, resources, budgets, and deliverables Protecting and maintaining any highly sensitive, confidential, privileged, financial, and/or proprietary information that the company retains Demonstrate proven experience in data architecture, data management, and data integration with a track record of leadership responsibilities Display a deep understanding of data structures, database systems, data warehousing, and data modeling Possess experience with business intelligence tools (e.g., Power BI, Tableau, Qlik) and data architecture platforms (e.g., Azure, Fabric, Databricks) And have: Minimum of seven (7) years of experience in data architecture or a related field, with a track record of supervisory responsibilities Bachelor's degree in Computer Science, Information Management, Business Administration, Finance, or a related field Master's degree is preferred but not 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

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

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.

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

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.

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).

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 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

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

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

About Us Located on the iconic Sunset Strip, The Sun Rose West Hollywood is a newly rebranded, independent, award-winning hotel and a proud member of Preferred Hotels & Resorts. The property features 149 guest rooms and suites, a signature rooftop poolside restaurant by Wolfgang Puck, a full-service spa, and an intimate live music venue. Set on the former House of Blues site, The Sun Rose is writing its next great chapter with a guest experience rooted in design, cultural expression, and a strong sense of place. Delivering an experience that's magnetic, quietly bold, and unmistakably West Hollywood. Don't meet every single requirement of this job? At HEI we are dedicated to building a diverse and inclusive workplace, so if you're excited about this role but your experience doesn't align perfectly with every qualification in the job description, we encourage you to still send in your information. You may be the perfect candidate for this or for other roles within our organization! We value U.S. military experience and invite all qualified military candidates to apply. Overview Directs and ensures the efficient administration and management of the Human Resources function to include recruiting, training, wage and benefit administration, compliance with statutory requirements and the execution of associate relations activities, in order to provide each department with the personnel, guidance, and support necessary to achieve their guest service and business objectives. Essential Duties and Responsibilities Provide assistance, guidance and counseling to the General Manager, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening and interpreting concerns and objectives and seeking solutions. Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and proposed methods, consult with and make recommendations to the management staff for improvement. Direct and instruct the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient associates. Conduct interviews for all management positions. Ensure all other pre-selection activities are completed, including drug testing, reference checks, background checks, etc. Ensure all new hires and existing associates possess proper employment eligibility verifications. Ensure compliance with all Company policies and procedures and Federal, State and Local laws and regulations which pertain to Human Resources. Implement new procedures and communicate verbally and in writing any new requirements. Oversee compliance with Affirmative Action Plan. Direct and administer associates relations programs and activities such as associate recognition and service award ceremonies, social functions and general hotel meetings to maintain a positive associate relations climate. Monitor the associate performance appraisal programs. Analyze evaluations to ensure appraisal comments are appropriate and verify goals are measurable and achievable. Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems. Comply with attendance rules and be available to work on a regular basis. Perform any other job-related duties as assigned. Qualifications and Skills 3+ Years of Human Resources Experience. Hotel experience preferred. Bachelor's Degree in applicable field or HR certification is helpful. Ability to deal effectively with all applicants and associates with tact and diplomacy, to diffuse anger and collect accurate information and resolve conflicts. Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of Federal, State and Local laws and regulations pertaining to Human Resources matters. Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning. Leadership skills to motivate and develop staff and to ensure accomplishment of goals. Able to set priorities, plan, organize and delegate. Basic mathematical skills in order to perform moderately complex calculations for salary and benefit administration and to forecast departmental expenses using a calculator and/or moderately complex computer system. Ability to prepare correspondence and meet deadlines. Ability to prepare office memorandum and correspondence as well as provide clear and meaningful instructions, guidance, and counseling to all associates. Ability to observe associates in the workplace, analyze operations and detect situations of concern with regard to areas such as associate performance, grooming, training, policy adherence and morale. Ability to work effectively under time constraints and deadlines. Ability to stand, walk and sit and continuously perform essential job functions for an eight-plus hour shift with or without reasonable accommodation. Effective verbal and written communication skills. Ability to adapt communication style to suit different audiences, such as effectively communicating with supervisors, coworkers, public etc. Compensation Salary Range: $165,000.00 - $175,000.00 Annually Tipped/Service Charge Eligible? No Discretionary Performance Bonus Eligible? Yes Benefits HEI Hotels and Resorts is committed to providing a comprehensive benefit program that offers you choices for your physical, mental and financial wellness, creating value in your most important investment - you! For your physical and mental wellness we offer competitive Medical and Dental programs through Anthem Blue Cross Blue Shield as well as Vision insurance programs through EyeMed. Our Vacation, Sick and Holiday programs are available for you to rejuvenate with time off. HEI also provides pet insurance through the ASPCA. For your financial wellness, HEI provides a wide array of coverage, including Supplemental, Spousal and Child Life insurance as well as Short and Long-Term Disability plans. Our 401(k) Savings Plan with matching funds, and discounts through our 'YouDecide' and Hotel Room Discount programs provide additional incentives for choosing HEI as the employer of your future. Specific details and eligibility of these programs vary by location and employment status. HEI Hotels and Resorts is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics. Applicants with arrest or Conviction records will be considered for Employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers, the San Francisco Fair Chance Ordinance and the California Fair Chance Act.

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 desired3. 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.

As part of the recruiting process, all applicants are requested to take a pre-employment assessment. Please click on the link below: *************************************************************** Code=000LE1 ***$1,000 sign on bonus*** Directs and ensures the efficient administration and management of the Human Resources function to include recruiting, training, wage/benefit administration, compliance with statutory requirements and the execution of employee relation activities, in order to provide each department with the personnel, guidance, and support necessary to achieve their customer service and business objectives. ESSENTIAL JOB FUNCTIONS LEADERSHIP · Direct and instruct the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient employees. Conduct interviews for all management positions. · Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive and productive employment environment. Monitor same for fair and consistent application. · Ensure compliance with all State and Federal laws as well as regulations and court rulings which pertain to Human Resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements. Supervise EEOC program. · Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems. · Review and appraise all personnel changes and paperwork for the merit and accuracy. Approve all required Human Resource forms such as Personnel Authorizations and Employment Requisitions. BUILDING RELATIONSHIPS · Maintains open channels of communications for all levels (line employees through General Manager) and monitors employee relations. · Aids in establishing a positive relationship between all employees, supervisors, department heads & General Manager. · Responsible for monthly Rallies, Annual Awards/Recognition, Annual Picnic and other events that need to be planned. · Due to the nature of the business the individual may be required to do other duties and special projects as assigned by the General Manager. GENERATING TALENT · Hires the best people available from inside and outside the hotel. Hires for talent, diversity and balance of skills. Supports hotel's interviewing tools to ensure hiring decisions are based on the candidate's job-related talent, skills and competencies. Maintains succession planning. · Develops, implements and maintains departmental orientation and training certification programs for employees to receive the appropriate new hire training to successfully perform their job. · Uses all available on the job training tools for employees; implements and manages training initiatives and conducts training when appropriate; ensures self and direct reports have completed appropriate training classes. · Manages employee progressive discipline procedures for areas of responsibility. Ensures hotel's policies are administered fairly and consistently. Ensures disciplinary procedures and documentation are completed according to Employee Handbook. · Ensures regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicate expectations, recognize performance and produce desired business results. Establishes and maintains open, collaborative relationships with employees and ensures employees do the same within the team. · Monitor the employee performance appraisal programs to ensure reviews are timely. Read and analyze evaluations and goals to ensure appraisal comments are appropriate and goals are measurable and achievable. · Actively solicits feedback, utilizes an “open door” policy and reviews employee satisfaction results to identify and address employee problems and concerns. Ensures employees are treated fairly and equitably. Constantly strives to improve employee retention. Brings issues to the attention of General Manager as necessary. · Celebrates successes and publicly recognizes the contributions of team members; ensures recognition is taking place across areas of responsibility. Maintains an on-going employee recognition program. ORGANIZATIONAL LEADER · Enlivens the Culture within the hotel. · Attends different departmental stand-up meetings and communicates information to the staff in the absence of the General Manager. SUPPORTIVE FUNCTION This position might also be required to perform the following supportive functions. · Supervise, coordinate and motivate the activities of the department staff. · Monitor safety programs and Worker's Compensation Benefits. · Maintain all hotel personnel records and Human Resources files ensuring confidentiality where necessary. · Ensures the prompt and proper submission of all corporate, divisional and governmental reports as required. · Compose, type and distribute general Human Resources correspondence, such as those announcing policy revisions. · Answer telephone inquiries. · Other duties and responsibilities as assigned by the General Manager, including administering, posting, and tracking guest service scores. · Maintaining employee bulletin boards. KNOWLEDGE, SKILLS & ABILITIES · Any combination of education and experience equivalent to graduation from high school or any other combination of education, training or experience that provides the required knowledge, skills and abilities. High School diploma required. College degree preferred. · Minimum of 4 years HR management experience. · Full Service Hotel Experience Preferred . · Requires proven managerial skill as position involves frequent decisions, meeting of deadline, negotiations of contracts of vendors, analytical ability and the planning, organization development and coordination of large scale work projects. Knowledge and Skills · Ability to deal effectively with all employees and employee representatives, some of whom will require high levels of patience, tact and diplomacy to diffuse anger and collect accurate information and resolve conflicts. · Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of State and Federal laws and regulations pertaining to Human Resources matters. EOE/AA/M/F/D/V

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

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.

HR Generalist (HR & Payroll Focus) Culver CIty For a complete understanding of this opportunity, and what will be required to be a successful applicant, read on. Full-Time | Onsite/Hybrid Depending on Team Needs $65K-$80K DOE | Direct Hire We are partnering with a growing organization in the Los Angeles area seeking a highly skilled HR Generalist with strong payroll experience to support expanding HR teams. These roles offer the opportunity to work in structured, fast-paced environments while owning key HR functions across payroll, recruiting, compliance, and employee support. Key Responsibilities Full-Cycle Payroll (Primary Focus) Process semi-monthly or bi-weekly payroll using ADP Workforce Now or similar systems Oversee timecard management, attendance tracking, and wage adjustments Audit payroll for accuracy and partner with HR team members to resolve discrepancies Maintain reporting and ensure compliance with California and multi-state wage & hour laws Recruitment & Talent Support Manage full-cycle recruiting for administrative, operational, and office roles Collaborate with department leaders on staffing needs and requisition management Conduct sourcing, screening, interviews, and offer coordination Support workforce planning and hiring timelines Leaves of Absence & Workers' Compensation Administer LOA programs including FMLA/CFRA, medical, parental, and personal leaves Manage Workers' Compensation claims and maintain communication with employees and leadership Ensure compliance with state and federal regulations and maintain accurate documentation General HR Operations Support onboarding, offboarding, new hire setups, and employee lifecycle documentation Assist with performance review cycles, corrective action documentation, and HR compliance Partner with leadership to improve HR processes and contribute to HR initiatives Provide day-to-day HR support and guidance to employees and managers Qualifications Bachelor's degree required 5 plus years of HR experience with a strong emphasis on payroll, recruiting, and LOA administration Strong Job Stability is important on resume ADP Workforce Now experience strongly preferred Solid understanding of California employment laws (multi-state experience a plus) Strong communication skills and the ability to support multiple locations or teams Highly organized, detail-oriented, and comfortable handling competing priorities Experience in structured, process-driven environments preferred Vaco by Highspring values a diverse workplace and strongly encourages women, people of color, LGBTQ+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. EEO Notice Vaco by Highspring is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race (including but not limited to traits historically associated with race such as hair texture and hair style), color, sex (includes pregnancy or related conditions), religion or creed, national origin, citizenship, age, disability, status as a veteran, union membership, ethnicity, gender, gender identity, gender expression, sexual orientation, marital status, political affiliation, or any other protected characteristics as required by federal, state or local law. Vaco by Highspring and its parents, affiliates, and subsidiaries are committed to the full inclusion of all qualified individuals. As part of this commitment, Vaco by Highspring and its parents, affiliates, and subsidiaries will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact . Vaco by Highspring also wants all applicants to know their rights that workplace discrimination is illegal . By submitting to this position, you agree that you will be giving Vaco by Highspring the exclusive right to present your as a candidate for the foregoing employment opportunity. You further agree that you have represented information about yourself accurately and have not affirmatively misrepresented your qualifications. You also agree to maintain as confidential, to the fullest extent permitted by law, any information you learn from Vaco by Highspring about the position and you will limit disclosure of information about the position only to the extent necessary to perform any obligations in furtherance of your application. In exchange, Vaco by Highspring agrees to exercise reasonable efforts to represent you through all solicitation, job screening and resume dispersal. Privacy Notice Vaco by Highspring and its parents, affiliates, and subsidiaries ("we," "our," or "Vaco by Highspring") respects your privacy and are committed to providing transparent notice of our policies. California residents may access Vaco by Highspring HR Notice at Collection for California Applicants and Employees here . Virginia residents may access our state specific policies here . Residents of all other states may access our policies here . Canadian residents may access our policies in English here and in French here . Residents of countries governed by GDPR may access our policies here . Pay Transparency Notice Determining compensation for this role (and others) at Vaco by Highspring depends upon a wide array of factors including but not limited to: the individual's skill sets, experience and training; licensure and certification requirements; office location and other geographic considerations; other business and organizational needs. With that said, as required by local law, Vaco by Highspring believes that the following salary range referenced above reasonably estimates the base compensation for an individual hired into this position in geographies that require salary range disclosure. xevrcyc The individual may also be eligible for discretionary bonuses.

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 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