Employee Relations/ Personnel Documentation (35%)

• Bridge leadership and employee relations by addressing demands, grievances, or other issues.
• Counsel employees concerning work-related issues.
• In collaboration with the CEO and/or Supervisor, handles discipline and  termination of employees in accordance with the Organization’s policy.
• Proficient in employee relations counseling.
• Investigate employee issues and conflicts and brings them to resolution.
• Maintain human resources information system (HRIS) containing personal confidential information with regards to salary administration, PTO eligibility, benefit package and required recordkeeping.
• Create, update, and maintain relevant Human Resources forms.
• Responsible for responding timely to Employment Verifications and EDD UI Claims.
• Tracking of personnel requirements – annual TB tests, clinical license and BLS, mandated Sexual Harassment and Abusive Conduct online training, 90-Day Evaluations, Annual Performance Reviews and Health Stream.

Talent Acquisition/ Training and Development (30%)

• Partner with the Leadership Team to understand and execute the Organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Responsible for the development of current and future job descriptions, job
  classifications, and pay transparency analysis with input from Supervisors where needed.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborate with Supervisors to understand skills and competencies required for openings.
• In collaboration with the Finance Team, maintain the HRIS personnel/payroll database.
• Conduct new hire onboarding and employee offboarding.
• Develop role expansion opportunities for current staff, as needed.
• In collaboration with the CEO and department Supervisors, assist in providing
  opportunities for staff by launching retention strategy including employee development initiatives which entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization.
• Collaborate with DEI Consultant to provide DEI staff training, as needed.

Compensation and Benefits (25%)

• Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Recommend appropriate salary levels and collaborate with the Director of Finance and Chief Executive Officer (CEO) to develop compensation structure.
• Support Finance team with setup and rollout of the employee benefits programs,
  including group health, disability insurance, Flexible Spending Account (FSA), and 403(b) retirement plans.
• Collaborate with the Director of Finance to manage premiums and monitor cost-effectiveness of vendors.
• Manage the organization’s Workers’ Compensation Program, leave of absence
  programs, and disability programs.

HR Compliance and Audit/Projects (10%)

• Develop clear HR policies that ensure fairness and equity in the workplace.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Within Q1 of each fiscal year or in line with any laws changes, update and maintain GMCH’s multi-state Staff Handbook (California and New York) that reflects current law and regulations.
• Create a re-entry guideline for supervisors and staff who are returning from leave of absence to review all updated polices and procedures with staff.
• Create organizational communication (i.e., staff-wide memos) to inform staff of policy changes or updates.
• Support the Finance team as needed, provide HR data for annual audits such as financial audit, OSPHD clinical audit, and Workers Comp audit.
• In partnership with Finance team, participate in the Non-Profits Compensation Survey, as needed.