Human Resources Leader (Manager/Sr. Manager)

Servant•San Fernando, CA

2h•Hybrid

About The Position

The HR Leader is a hands-on and operational role responsible for executing people programs, ensuring compliance, and supporting managers across the organization. This position operates closely with the business, focusing on implementation, administration, and day-to-day problem-solving, while providing informed input to leadership. Unlike a Director-level role, this position has limited company-wide decision authority and does not own enterprise HR strategy.

Requirements

8–10 years progressive HR experience
Strong California employment law knowledge
Experience supporting multi-location and warehouse environments
Handles confidential information with discretion and restraint
Ability to make sound recommendations without perfect information
Comfort operating in gray areas while managing legal and people risk
Maintains composure during conflict, investigations, and executive tension
Does not escalate situations through tone, defensiveness, or over-processing
Quickly earns trust with owners, managers, and frontline employees
Strong listener who can de-escalate employee concerns
Comfortable implementing decisions they did not personally make
Knows when to escalate vs. resolve independently
Organized, detail-oriented, and process-driven
Demonstrated ability to manage sensitive employee matters with discretion, empathy, and sound judgment

Nice To Haves

HR certification (PHR/SPHR) preferred

Responsibilities

Provide day-to-day leadership, direction, and prioritization for the HR team.
Build a high-performing, service-oriented HR function through coaching, feedback, and performance management.
Assign work, monitor execution, and ensure timely, high-quality delivery of HR services.
Support capability development and professional growth of HR team members.
Serve as an escalation point for complex employee relations or compliance issues.
Model professionalism, sound judgment, and discretion in all interactions.
Execute people programs in alignment with company strategy and leadership direction.
Support workforce planning, organizational changes, and talent processes through implementation and coordination.
Ensure consistency and quality in HR service delivery across the organization.
Serve as the primary point of contact for employee relations matters, investigations, and performance issues.
Ensure compliance with federal and multi-state employment laws.
Partner with external legal counsel on higher-risk matters and implement recommended actions.
Maintain HR policies, employee handbook updates, and required postings.
Oversee HRIS, payroll coordination, benefits administration, recruiting processes, and leave management.
Ensure smooth onboarding and offboarding processes and accurate personnel records.
Maintain audit readiness, documentation standards, and record retention practices.
Support operational needs such as reporting and, when needed, sales bid processes.
Coordinate benefits administration, including open enrollment and vendor communication.
Support payroll processing and resolve issues as they arise.
Ensure ACA compliance and required reporting.
Provide data and administrative support but does not design or redesign compensation or benefits programs.
Administer the workers’ compensation program, including claim intake, documentation, and coordination with brokers and carriers.
Partner with managers on incident reporting and return-to-work processes.
Maintain OSHA compliance, including recordkeeping (OSHA logs), training coordination, and policy implementation.
Escalate complex claims, litigation, or regulatory issues to leadership and external advisors.
Act as the internal coordinator for P&C insurance programs, including workers’ compensation, EPLI, and liability coverage.
Support annual renewals by gathering data, completing applications, and working with brokers.
Implement coverage updates and communicate requirements internally.
Maintain certificates of insurance (COIs) and evidence of coverage.
Advise managers on performance management, corrective action, and terminations within established guidelines.
Train supervisors on HR policies, documentation standards, and compliance basics.
Support company values and culture initiatives across the organization.
Execute training programs, engagement efforts, and internal communications as directed.