Exec - Human Resources Manager

POSITION:

Human Resources Manager

WORK LOCATION:

ACSA Sacramento Office

DEFINITION OF POSITION Responsible for overseeing and carrying out all association human resources functions ranging from handling transactional elements to promoting a desirable staff culture. SUPERVISION RECEIVED AND EXERCISED •

Reports to and receives general direction from the Chief Operations Officer

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Works independently but collaborates regularly with management on overall direction

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Methods of performing tasks are the responsibility of the employee

EXAMPLES OF DUTIES - May include, but are not limited to, the following: Responsibilities: Leads talent acquisition and staff development activities such as: •

Conducts recruitment activities for regular and temporary positions, which likely include: Developing and/or revising position descriptions, drafting advertisements, identifying best placements to attract qualified pool of applicants, and posting job openings. Screening applications using appropriate criteria; developing and/or revising interview questions in consultation with appropriate supervisor, ensuring compliance with laws, regulations and best practices. Collaborating with appropriate supervisor to identify interview panels, coordinating interview schedule, conducting reference checks, conducting all necessary preparations for interview panels (ex. materials, location, logistics, etc.), participating in all interviews, facilitating panel discussions and decisions, and corresponding with candidates regarding results.

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Performs all onboarding functions to welcome and orient newly hired employees such as: Introducing and announcing new hires in person and in writing; providing a tour of building; arranging meetings with key employees; assuring employee has all necessary accounts, equipment, and basic supplies; assuring employee knows how essential office systems work (IT network drives, telephones, WebEx, copiers, safety systems, etc.); providing overview of employee manual, benefit programs, and important policies and procedures; helping new hire understand ACSA culture; and checking back to assure strong assimilation.

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Coordinates comprehensive, centralized staff development and training program such as: Assuring that staff complete legally required training on schedule (ex. AB 1825 harassment training) and maintaining records that verify such; assessing staff development needs and formulating plan to address identified needs; developing and presenting in-house training and collaborating with other staff to do so; identifying, engaging and coordinating external resources to meet staff development needs.

Performs and administers employee benefit programs and technical human resource elements such as: •

Manages all employee benefit programs including selection, coordination, and administration of programs. Informs employees regarding benefit programs and assists employees in utilizing benefits. Coordinates all aspects of annual open enrollment process. Maintains accurate employee rolls, ensures accurate

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implementation and billing from all related vendors and interacts regularly to manage program and solve problems (ex. medical/dental). •

Manages the 401(k) retirement program including assisting employees with all aspects and coordinating activities of the Trustee Committee and administration team. Completes periodic reports and required filings.

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Maintains a healthy, safe and health-minded working environment, including ensuring environment is appropriately equipped to safely and effectively conduct business and work stations are ergonomically correct; assuring building evacuation plan is current, staff are properly trained and drills are conducted at proper intervals; and reporting and/or recommending improvements.

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Produces and maintains confidential personnel, benefits, insurance, and statistical files and reports files in compliance with applicable legal requirements. Prepares and files HR-related reports (ex. worker’s compensation, CMS, Medicare).

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Ensures electronic and hard copy employee files are maintained in compliance with current legal requirements and meet current best practice standards.

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Oversees compensation systems including position classification review process, salary schedule and range classifications, and position descriptions, assuring they are current, accurate, and approved by appropriate supervisors.

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Maintains and interprets employee handbook, keeps abreast of changes in regulation and law that impact the handbook, recommends revisions for consideration by management, and assures that all legally required language is adopted on a timely basis. Assures that proper employee notice is provided and acknowledgement is received and maintained on file.

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Develops and/or revises internal forms as necessary to facilitate the completion of human resources related business.

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Manages and coordinates a wide range of employee human resource situational needs such as leaves of absence and reasonable accommodation.

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Maintains HRIS and Timekeeping System, and compiles reports from database as needed.

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Serves as primary back-up for payroll processing and reporting functions.

Facilitates overall performance management activities such as: •

Promotes an environment that supports positive and productive employee relations and a desirable staff culture; coordinates related internal communications that foster good will and employee morale; coordinates employee wellness programs; responds to staff questions regarding benefits, policies and procedures, professional development, and the like; conducts employee surveys as needed (ex. regarding climate, development needs, etc.); assists supervisors in addressing challenges and encouraging positive employee morale; and assists in resolving internal discord when needed.

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Advises management regarding human resources issues and consults on employee matters as needed; assists supervisors in building their capacity to manage effectively and coach, counsel and mentor their direct reports.

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Leads overall staff recognition program working closely with management team to assure that association acknowledges key personal (birthdays, births, marriages, etc.) and professional milestones (anniversaries, accomplishments, etc.) and special occasions in a genuine and consistent way. Maintains established employee recognition rituals, establishes additional guidelines and assures that supervisors have the support they need to assure consistent and meaningful employee recognition among their teams.

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Works in collaboration with the COO to implement a comprehensive employee evaluation program that facilitates periodic evaluation processes, timelines, instruments, and training for supervisors. Assures that policies outlined in employee handbook and practice are consistent and recommends revisions when needed.

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Assists supervisors with corrective action strategies, options and reports, monitors and recommends follow-up activities that promote improved staff performance.

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Oversees and handles all logistics for both voluntary and involuntary employee off-boarding to assure process is handled appropriately and in accordance with all applicable laws, regulations and best practices.


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Consults with legal counsel on complex employee matters and identifies feasible options.

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Responds to employee complaints and conducts investigations in accordance with legal, regulatory and best practice standards.

Performs other related functions such as: •

Develops, implements and interprets policies and procedures.

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Directs, supervises and evaluates assigned personnel.

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Maintains relevant professional and technical knowledge by most effective means, which may include attending educational workshops, reviewing professional publications, establishing personal networks, and/or participating in professional societies.

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Performs other related duties as assigned.

WORKING CONDITIONS •

Sitting for long hours, working at a computer workstation for extended periods.

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Perform light physical activity, including moving up to forty pounds.

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Some travel is required by land or air, with occasional overnights.

MINIMUM QUALIFICATIONS Knowledge of: •

Human resources best practices and procedures.

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Equal Employment Opportunity requirements.

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Federal, state, local regulations and laws that apply to human resource management (ex. ERISA, COBRA, FLSA, PDL, CFRA, HIPAA and California Wage Orders).

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Health benefit and retirement plan administration.

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Effective organizational and management practices and procedures.

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Excellent written and verbal communication skills.

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Effective writing skills including proper English usage, spelling, grammar, punctuation and formatting for standard business correspondence.

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Intermediate to advanced proficiency in Microsoft Office Suite (Word, Excel, Outlook), Internet-based software, databases and HR Information Systems.

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Effective time and project management techniques.

Ability to: •

Establish and maintain effective working relationships with staff, management, ACSA members, and the public.

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Maintain confidentiality of sensitive information.

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Work effectively as a member of a team.

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Use good judgment and assess a situation by weighing variables and gathering relevant facts.

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Supervise, evaluate, and motivate staff.

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Multi-task and meet time sensitive deadlines.

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Communicate effectively, both orally and in writing.

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Verbally articulate complex, controversial and/or sensitive information and positions.

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Provide exemplary customer service to all audiences served.


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EXPERIENCE, TRAINING AND EDUCATION Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Experience: •

Eight to ten years of progressively responsible Human Resources generalist or manager experience.

Training/Education: •

Bachelor’s degree in Human Resources or related field

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PHR-CA/SPHR-CA helpful


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