Human Resources Functional Lead (Employee Relations)
La Clínica de La Raza Inc., Oakland, California, United States, 94616
La Clinica de La Raza is a Non-profit, community-based health center established in 1971 to address health barriers and create better lives for the underserved. We have proudly grown into 35 sites across Alameda, Contra Costa, and Solano County. To learn more about our history, click here: Our History - La Clinica or visit our website at www.laclinica.org.
Human Resources Functional Lead (Employee Relations) Job Summary:
The Human Resource Functional Lead will perform some or all the routine functions of the Human Resources (HR) department including, but not limited to agency wide oversight of recruitment, hiring, administering pay, benefits, leave management, performance management, training, workers compensation, ADA, employee and labor relations, and interpreting and enforcing company policies and practices.
Major Areas of Responsibility, include but are not limited to:
Lead Responsibilities:
May have tasks related to the recruitment, hiring or training of new staff.
Oversees daily workflow.
Provides input on constructive and timely performance evaluations.
May establish and enforce work rules and procedures.
May recommend discipline and termination of employees in accordance with policy.
Leads assigned staff.
Ensures adherence to wage and hour regulations and reviews and recommends payroll and time off for assigned staff.
Duties/Responsibilities may include but are not limited to:
Partners with 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.
Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Provides support and guidance for workers compensation, ergonomics, and related areas.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicant, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
zes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Oversees employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Performs other duties as assigned.
Knowledge, Skills, and Abilities:
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills, good judgement in decision making.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office or related software.
Proficiency with or the ability to quickly learn the organization’s management systems.
Ability to work well with others, conduct productive meetings, and lead projects.
Education and Experience:
Bachelor's degree required. Year for year substitution allowed 12 months of direct experience in human resources equals one year of education.
A minimum of two years of direct human resources experience (one year equals 12 months)
HR Certification preferred including but not limited to: SHRM Certified Professional, Senior Certified Professional. All HR trainings will be considered.
Physical Requirements:
Remaining in a stationary position, often standing, or sitting for prolonged periods
Bending/lifting, pushing/pulling, adjusting, or moving objects up to 15 pounds in all directions
Repeating motions that may include the neck, wrists, hands and/or fingers.
Upper extremity demands: Reaching above shoulder and/or below waist.
Must be able to access and navigate each department at the organization’s facilities.
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Human Resources Functional Lead (Employee Relations) Job Summary:
The Human Resource Functional Lead will perform some or all the routine functions of the Human Resources (HR) department including, but not limited to agency wide oversight of recruitment, hiring, administering pay, benefits, leave management, performance management, training, workers compensation, ADA, employee and labor relations, and interpreting and enforcing company policies and practices.
Major Areas of Responsibility, include but are not limited to:
Lead Responsibilities:
May have tasks related to the recruitment, hiring or training of new staff.
Oversees daily workflow.
Provides input on constructive and timely performance evaluations.
May establish and enforce work rules and procedures.
May recommend discipline and termination of employees in accordance with policy.
Leads assigned staff.
Ensures adherence to wage and hour regulations and reviews and recommends payroll and time off for assigned staff.
Duties/Responsibilities may include but are not limited to:
Partners with 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.
Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Provides support and guidance for workers compensation, ergonomics, and related areas.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicant, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
zes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Oversees employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Performs other duties as assigned.
Knowledge, Skills, and Abilities:
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills, good judgement in decision making.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office or related software.
Proficiency with or the ability to quickly learn the organization’s management systems.
Ability to work well with others, conduct productive meetings, and lead projects.
Education and Experience:
Bachelor's degree required. Year for year substitution allowed 12 months of direct experience in human resources equals one year of education.
A minimum of two years of direct human resources experience (one year equals 12 months)
HR Certification preferred including but not limited to: SHRM Certified Professional, Senior Certified Professional. All HR trainings will be considered.
Physical Requirements:
Remaining in a stationary position, often standing, or sitting for prolonged periods
Bending/lifting, pushing/pulling, adjusting, or moving objects up to 15 pounds in all directions
Repeating motions that may include the neck, wrists, hands and/or fingers.
Upper extremity demands: Reaching above shoulder and/or below waist.
Must be able to access and navigate each department at the organization’s facilities.
#J-18808-Ljbffr