Human Resources Manager

Pay Rate: $97K-$127K annually

Join a Team That Changes Lives

For more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we're here to create real change - helping people lead meaningful, fulfilling lives.

Now, we're looking for passionate team members to join us. Here, your work will change lives - including your own. You'll make an impact every day, find purpose in what you do, and grow in a career that truly matters.

At Elwyn, we take care of you while you care for others. We offer:

• Generous Paid Time Off
• Comprehensive Medical/Dental/Vision Benefit Packages
• Earned Wage Access/On-Demand Pay
• Paid On-the-Job Training
• Tuition Reimbursement
• Career Advancement Opportunities and Growth
• Flexible Schedules
• Retirement Savings Plan

Join us and be a part of something bigger. Apply today.

POSITION SUMMARY: The Regional Human Resources Manager serves as a strategic HR partner, overseeing all HR functions for the assigned region. This role provides leadership in talent acquisition, employee relations, compliance, benefits administration, performance management, and policy implementation. The manager ensures alignment with organizational objectives while supporting leadership in workforce planning, engagement, and conflict resolution.

ESSENTIAL FUNCTIONS:

• Support the business in all life-cycle recruitment activity, including training managers, outreach programs, increasing recruitment efforts, and candidate selection guidance
• Maintain posting of employment opportunities, including outreach to local community officials concerning existing vacancies and representation at job and career fairs
• Serve as the main point person for recruitment. Duties include: screening resumes, phone screens, scheduling interviews, creating offer letters, working with candidate to obtain documentation, and other pre-employment and onboarding activities.
• Provide support to management and employees in areas such as benefits, payroll, compensation and manage complex employee relations matters
• Lead employee investigations, as needed, and facilitate conflict resolution
• Ensure fair and complete resolution to employee relations matters, considering all risk and liability to the organization while leveraging the appropriate resources for support when needed
• Provide recommendations for resolution of employment conflicts
• Counsel and coach managers and employees to achieve problem resolution on employment issues and ensure standard application of corporate policies and procedures in all actions
• Respond to inquiries regarding HR policies, procedures, and programs
• Provide direct support to employees, managers, and executives; train and mentor with respect to HR activities (including transactions, system data entry and file maintenance, etc.), career development, workplace issue resolution, and performance management
• Support managers in addressing employee performance issues
• Advise and guide managers in all aspects of employee discipline, as well as reviews all discipline for consistency, fairness, and compliance with any federal, state, or local laws and regulations
• Assist employees and managers in performance management processes, including setting expectations/objectives, providing effective feedback, performance evaluations, recognition and rewards, and corrective action, with the ability to review and revise necessary documentation
• Administer performance review program to ensure effectiveness, compliance, and equity within the office
• Visit regional facilities to support managers with specific HR needs
• Apprise the Director of HR of issues relating to performance, staffing or employment
• Work closely with Director of Human Resources to drive key elements of performance management, talent acquisition, leadership development and retention
• Discuss all terminations, suspensions, and termination warnings with Director of HR with final approval from the executive review committee before taking action
• Support benefits administration and online benefit enrollment system
• Conduct annual open enrollment meetings
• Educate leadership and employees in all areas of HR, including corporate policies and procedures; manage general inquiries by providing information and referrals
• Assist corporate Risk Management in the implementation of workers compensation and workplace safety programs and Risk Management policies
• Administer and investigate work related accidents and submit documents/reports for Workers' Compensation insurance carrier
• Coordinate statutory local, state and federal leave requests with program administrator and operations; coordinates other company leave requests with operation and program leadership
• Assure salaries are reviewed and recommendations are in keeping with salary administration structures and policy
• Complete Equal Employment Opportunity (EEO) reports and oversee the ongoing maintenance of AAP and goals
• Prepare for and attend unemployment compensation and employment hearings as necessary
• Comply with necessary recordkeeping, reports, statistics, etc. for employee relations matters, as necessary
• Work closely with Payroll to ensure compliance with federal and state wage and hour requirements
• Coordinate organizational HR communications initiatives
• Exercise independent judgment in analyzing complex and diverse workplace issues
• Perform other related duties as required

QUALIFICATIONS/EDUCATION/EXPERIENCE:

• High school diploma with human resources certification (any of the following preferred: PHRca/SPHRca/PHR/SPHR/SHRM-CP/SHRM-SCP/CCP/CEBS/CBP) and, in lieu of bachelor's degree, the equivalent relevant work experience required; bachelor's degree in business administration, human resources, industrial relations or related field of study preferred
• Minimum seven (7) years' experience in a human resources (generalist preferred) with three (3) years in a leadership role
• Demonstrated working knowledge and experience with HR disciplines, processes, and systems, including:
  • Development of human resources initiatives, programs and processes and project management experience preferred
  • Training facilitation
  • Full life cycle recruitment and development of talent acquisition strategies
  • Administering AAP strategies, initiatives and outreach
  • Administering employee engagement programs
  • Administering performance management and appraisal systems and tools preferred
  • Benefits administration
  • Administration of human resources-based technologies/systems (HRMS), including but not limited to applicant management, benefit enrollment, COBRA administration, flexible spending account, etc., preferably using ADP platforms
  • Employee records management and audit preparation
• Coaching and counseling employees and managers on complex employee relations issues
• Handling sensitive employee relations matters and conducting complex employee relations investigations; experience responding to EEOC, DFEH, DLSE and any other applicable administrative employment agency claims
• Developing and administering reward and recognition programs
• Workplace safety, workers compensation, CalOSHA, OSHA preferred
• Demonstrated knowledge of state labor laws, legal requirements and government reporting regulations affecting Human Resource functions
• Must possess excellent internal and external customer interaction, collaboration, and written and verbal communication skills
• Demonstrated intermediate experience with Microsoft Office applications, including Word, Excel, Outlook, and PowerPoint; Publisher and report-writer experience preferred
• Non-profit human service experience highly preferred
• Project management experience preferred

Elwyn is an Equal Opportunity Employer. Elwyn does not discriminate on the basis of race, color, religion, creed, ancestry, pregnancy status, medical condition, gender, gender identity or expression, genetic information, sexual orientation or identity, age, national origin, citizenship, handicap status, marital or family status, mental or physical disability, perceived disability, military or veteran status, political activities or affiliations, or any other characteristic protected under applicable federal, state or local law, ordinance, or regulation.