Human Resources Manager (Workers Comp, Safety, Benefits, LOAs)

Fresno Economic Opportunities Commission•Fresno, CA

2d•$84,372 - $101,256

About The Position

The Human Resources Manager leads and directs the routine functions of the Human Resources department, including recruitment, pay administration, benefits and leave, workers’ compensation and safety, employee relations, HR systems, and the application of company policies and practices. The role supports the organization’s vision of “A strong Fresno County where people have resources to shape their future free from poverty.” It supervises assigned staff, interns, and volunteers and shares responsibility for the day-to-day operations of the Human Resources Office. The manager oversees benefits and leave administration, wellness, retirement plans, recruitment, employee relations, safety and workers’ compensation, HRIS, compensation and position management, and related compliance. The role advises the Human Resources Director/Officer, provides policy guidance to managers and employees, analyzes HR data for statistical and legal reporting, presents information to organizational leaders and the board of commissioners, and completes special projects as assigned. The position travels for work-related business using reliable transportation and may work evenings and weekends as required.

Requirements

Bachelor’s degree with major courses in human resources, business administration, public administration, or a related field; additional relevant work experience may substitute for required education on a year-by-year basis.
Four years of progressively responsible professional human resources management or generalist experience.
Two years of supervision in a human resources capacity.
Knowledge of and ability to interpret and apply federal and state employment laws relevant to HR administration.
Excellent interpersonal and communication skills supporting a respectful and collaborative work environment.
Ability to develop and manage community partnerships and professional relationships.
Problem-solving, time-management, analytical, design, project-management, and facilitation skills in a team-oriented environment.
Strong business acumen and ability to use available technology effectively.
Ability to evaluate processes critically and recommend solutions that increase efficiency.
Proficiency in Microsoft Office Suite and related business software.
Effective presentation, written, and verbal communication skills.
Willingness to work non-traditional hours and days to meet position needs.
Valid California driver’s license, reliable transportation, adequate auto insurance as required by state law, and insurability by the organization’s carrier when driving agency vehicles.
Ability to meet the described physical demands, including regularly sitting, handling or feeling with hands and fingers, talking or hearing; frequently standing, walking, and reaching; occasionally stooping, kneeling, crouching, or crawling; and lifting or moving up to 50 pounds occasionally.

Nice To Haves

Four years of supervision in a human resources capacity.
PHR or SHRM certification.
PHR-CA, SHRM California Law Credential, or function-specific credentials such as Workplace Investigation, CEBS, or OSHA30.
Practitioner experience with ADP Workforce Now.

Responsibilities

Supervise assigned staff, interns, and volunteers, including recruitment, performance management, and other personnel processes.
Share responsibility for the day-to-day operations of the Human Resources Office.
Oversee HR functions including benefits, leaves of absence, wellness, retirement plans, recruitment, employee relations, safety, workers’ compensation, and HRIS.
Provide guidance and interpretation of policies to managers and employees to support understanding and consistent administration.
Assist with agency compliance with federal and state laws and regulations.
Advise the Human Resources Director/Officer on HR issues and activities.
Analyze HR data for statistical and legal reporting, and present requested information to directors, officers, commissioners, and others.
Complete special projects, assist with staff relations issues, and participate in or oversee employee committees as assigned.
Develop, administer, review, and improve benefits and leave programs, policies, procedures, vendor relationships, enrollments, audits, reporting, claims, payments, communications, and employee training.
Oversee leave administration in compliance with applicable laws and organizational policies, ensure timely processing of leave requests, and participate in accommodation interactive-process meetings.
Provide employee wellness resources and events.
Develop and implement safety and workers’ compensation goals, policies, procedures, training, hazard corrections, investigations, claims management, audits, and loss-control measures.
Maintain agency risk-management insurance and professional relationships with claims adjusters, brokers, and third-party administrators; work with workers’ compensation attorneys on litigation and administrative proceedings.
Lead employee relations activities, receive and investigate complaints, resolve workplace conflicts, and support managers and employees with performance management, coaching, discipline, and policy interpretation.
Promote fair, equitable, consistent, and positive employee relations practices; develop and assess annual employee relations goals and maintain complete records.
Coordinate recruitment and selection, develop position-specific hiring profiles and recruitment plans, manage hiring timelines and metrics, improve onboarding, and maintain a centralized hiring process.
Oversee HR information systems, databases, access, security, reporting, technical support, upgrades, procurement, vendor coordination, and system migrations.
Develop and maintain job descriptions, job codes, FLSA statuses, compensation grades, compensation structures, policies, and administrative guidance.
Conduct internal equity and external market analyses, evaluate employee placement in pay ranges, benchmark jobs, and review salary structures and pay practices.
Work with management and program accountants on compensation recommendations and available funding.
Travel for work-related business using reliable transportation and work evenings and weekends as required.