Human Resources Director GA

EAST OAKLAND COMMUNITY PROJECT

JOB DESCRIPTION

TITLE: Human Resources Manager

DEPARTMENT: Administration

 REPORTS TO: Executive Director

FLSA Status: Exempt/Fulltime

Salary: $80,000 to $85,000

Summary

The Human Resources Manager provides strategic leadership and oversight for all human resource functions and organizational operations. This position is responsible for developing, implementing, and administering human resource programs, policies, and practices that support the organization's mission, goals, and workforce needs. Key responsibilities include talent acquisition and onboarding, employee relations, compensation and benefits administration, performance management, professional development, succession planning, and workforce planning.

The Human Resources Manager ensures organizational compliance with all applicable federal, state, and local employment laws and regulations, advises executive leadership on employment-related matters, and serves as a trusted resource on human capital management issues. The Manager develops and maintains personnel policies, oversees employee engagement initiatives, manages risk related to employment practices, and fosters a positive, inclusive, and high-performing workplace culture.

In addition, the Human Resources Manager is responsible for maintaining accurate personnel records and human resource information systems, ensuring confidentiality and data integrity. The Manager also provides leadership in planning, developing, implementing, and evaluating the organization's operational systems and administrative functions, driving efficiency, accountability, and continuous improvement across the organization. As a member of the leadership team, the Human Resources Manager collaborates with management to align human resource strategies with organizational objectives and contributes to long-term organizational growth and sustainability.

Essential Duties and Responsibilities

Human Resources Administration

• Administer and implement the organization's personnel policies, procedures, and human resource programs.
• Develop, coordinate, and maintain personnel systems related to recruitment, onboarding, compensation, benefits, performance management, employee relations, and workplace safety.
• Manage recruitment activities, including job postings, applicant tracking, and coordination with hiring managers.
• Conduct new employee orientation and onboarding activities.
• Communicate human resource policies, procedures, and employment-related information to employees and supervisors.
• Monitor and administer the employee performance evaluation process and provide guidance to managers regarding performance management practices.

Employee Relations

• Provide guidance and support to managers regarding employee relations issues, disciplinary actions, corrective action plans, and terminations.
• Coordinate employee relations programs and activities, including employee counseling and conflict resolution.
• Conduct investigations related to employee complaints, harassment claims, and other policy violations.
• Conduct exit interviews and provide recommendations to management based on findings.

Compensation, Benefits, and Retirement Programs

• Manage employee benefit programs, including medical, dental, vision, cafeteria plans, COBRA, workers' compensation, and other employer-sponsored benefits.
• Coordinate benefit enrollment, open enrollment activities, and reconciliation of monthly benefit billing.
• Monitor benefit and insurance trends, legal requirements, and vendor performance; recommend program improvements as needed.
• Administer the organization's 403(b) retirement plan, including enrollments, rollovers, loans, non-discrimination testing, and employee education activities.
• Coordinate with financial advisors and benefit providers to ensure employees receive accurate information regarding available programs.

Compliance and Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Review and evaluate human resources programs and practices for legal compliance and recommend corrective actions when necessary.
• Maintain current knowledge of employment law, benefits regulations, and human resource best practices.
• Consult with legal counsel, as authorized by the Executive Director, regarding employment-related matters.

Personnel Records and Reporting

• Maintain accurate and confidential personnel files, conversations and electronic employee records.
• Prepare and maintain HR reports, logs, spreadsheets, and tracking systems related to employee status changes, promotions, terminations, EEO/AA reporting, leave accruals, compliance documentation, acknowledgments, and other personnel-related records.
• Ensure proper retention and management of all personnel documentation.

Payroll and Operational Support

• Coordinate payroll-related activities with the Finance Department to ensure accurate employee compensation and benefit deductions.
• Support the planning, implementation, administration, and continuous improvement of operational systems related to human resources and administrative functions.
• Recommend improvements to HR and operational processes to enhance organizational efficiency and effectiveness.

Operations Management

• Supervise purchasing and ordering system. Approves all office supplies and furniture, equipment and computer purchases. Assures that all expenditures are cost effective and are within EOCP's budget, including janitorial supplies, computer supplies, telephone/telecommunication services, postal services, equipment rental agreements, etc.

• Provides historical reference by defining procedures for retention, and disposal of office records
• Designs and implements office policies by establishing standards and procedures, measuring results against standards and adjusting as necessary. Office procedures to be developed with the assistance and directives of managers and management.
• Primary contact for general agency business, facility liability insurance, company owned auto insurance
• Responsible for on-site administrative office security including locked cabinets and staff/public access to administrative/financial information
• Recruits volunteers to support office operations as needed. Provides training and ongoing support to volunteers
• Maintains professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, etc.
• Participation in monthly Leadership meeting. Responsible for notifying directors, managers, coordinators. and staff of any changes in procedures, office systems, support service personnel

Qualifications

Education and Experience

• Bachelor’s degree in human resources, Business Administration, Organizational Development, Public Administration, or a related field.
• Five or more years of progressively responsible HR experience, including employee relations, benefits administration, recruitment, compliance, and performance management.
• At least two years of supervisory, management, or organizational leadership experience.
• Nonprofit or community-based organization experience strongly preferred.
• An equivalent combination of relevant education and experience may be considered.
• HR certification—such as SHRM-CP, SHRM-SCP, PHR, or SPHR—preferred.
• Current knowledge of federal, California, and local employment requirements, including wage-and-hour rules, protected leave, workplace investigations, accommodations, and harassment prevention.

Other Duties

Proficiency in Microsoft Word, Excel, computer calendar programs (Microsoft Outlook), and PowerPoint

PHYSICAL REQUIREMENTS: Must be in good physical condition, able to lift 30-50lb weights for file storage, receiving orders, etc. Good stamina required to perform in a fast pace and often­ stressful environment.

WORK ENVIRONMENT: The office environment is busy, often stressful with many interruptions and many incoming calls.