Human Resources Manager, FT Exempt (Sacramento)

Northern California Behavioral Health System•Sacramento, CA

13d•Onsite

About The Position

The Human Resources Manager serves as the operational lead for the HR department, ensuring consistent, accurate, and timely execution of daily HR functions. This role directly supervises two HR Coordinators—one responsible for leave administration and workers’ compensation, and one responsible for orientation coordination, PAR processing, UKG data entry, hourly recruitment workflow, and first‑line employee inquiry triage. The HR Manager leads exempt‑level full‑cycle recruitment, onboarding operations, and employee relations fact‑finding, including investigations involving represented and non‑represented employees. The Manager ensures legally compliant, consistent, and people‑centered practices across the organization. In addition to overseeing daily HR operations, the HR Manager supports process improvement, policy implementation, leader training, and department‑wide operational initiatives. The Manager collaborates with leadership on complex investigations, high‑volume periods, and elevated labor matters as needed. This role requires strong HR operational expertise, supervisory capability, California employment law knowledge, and experience conducting investigations and managing recruitment in a fast‑paced environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
Three to five (3–5) years of progressively responsible HR Generalist, HRBP, or equivalent experience, including at least one (1) year in a supervisory or lead HR role
Demonstrated experience conducting employee relations investigations, including represented‑employee matters
Strong working knowledge of California employment law (FEHA, CFRA, FMLA, ADA, wage/hour, and related regulations)
Experience owning exempt‑level full‑cycle recruitment
Experience managing HR operations in a multi‑department, fast‑paced environment
Strong interpersonal and communication skills
Ability to manage multiple priorities and lead others with clarity and accountability
High level of discretion and professionalism
Proficiency with HRIS systems (UKG, ClearCo.) and Microsoft Office
Maintains strict confidentiality of employee, applicant, and patient information
Demonstrates professionalism and emotional intelligence in sensitive and high‑stakes situations, including complex employee relations matters
Demonstrates respect across diverse social, cultural, economic, and educational backgrounds
Proficient in Microsoft Office (Outlook, Word, Excel, PowerPoint) and HR platforms (e.g., UKG, HealthStream)
Strong interpersonal, verbal, and written communication across diverse audiences
Excellent organizational and leadership skills; able to manage a team while maintaining individual accountability and attention to detail
Critical thinking, sound judgment, and a proactive approach to complex problem-solving
Adapts effectively to shifting priorities, ambiguity, and fast‑paced environments
Collaborates across departments and builds trust with internal and external partners
Balances independent initiative with team-oriented execution and upward communication
Maintains service orientation with a respectful, employee-centered mindset
Understands HR's operational and legal impact; anticipates downstream effects of decisions
Open to feedback; learns quickly and applies new knowledge to improve outcomes and team performance
Capable of pulling, interpreting, and presenting HR data for compliance, operational, and strategic insights
Understands, enforces, and communicates HR policies with clarity and professionalism
Provides responsive, respectful, and solution-oriented employee relations support
Demonstrates supervisory capability: able to delegate, coach, and hold team members accountable with fairness and clarity
Use standard office equipment and access, input, and retrieve information from a computer. Use computer keyboard with manual and finger dexterity and wrist-finger speed sufficient to perform repetitive actions efficiently for extended periods of time.
Communicate effectively in person or via telephone in a manner which can be understood by those with whom the person is speaking, including a diverse population.
Give and follow verbal and written instructions with attention to detail and accuracy.
Perform complex mental functions and basic arithmetic functions; interpret complex laws, regulations, and policies; collect, interpret, and/or analyze complex data and information.
Vision: see details of objects at close range.
Coordinate multiple tasks simultaneously.
Reach forward, up, down, and to the side.
Sit or stand for minimum periods of one hour at a time and come and go from the work area repeatedly throughout the day.
Lift up to 10 pounds.

Nice To Haves

Healthcare industry experience preferred
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Responsibilities

Manage day‑to‑day HR operations, serving as the primary operational lead across all HR functions.
Directly supervise, coach, and develop two HR Coordinators.
Set clear priorities and expectations; conduct regular check‑ins, performance evaluations, and professional development conversations.
Serve as the first point of escalation for HR team members; triage issues and escalate appropriately.
Maintain internal SOPs, workflows, and HR resources to ensure consistency and operational efficiency.
Provide coverage and ensure operational continuity during team absences.
Provide operational leadership for all recruitment and onboarding activities, ensuring high‑quality execution by the HR Coordinator for hourly recruitment.
Lead exempt‑level full‑cycle recruitment, including job postings, sourcing, screening, interview coordination, offers, and candidate communication.
Serve as the primary recruiter for complex, confidential, or strategically critical exempt roles.
Personally conduct initial phone screens for leadership candidates, assessing qualifications, leadership competencies, and cultural alignment.
Lead continuous improvement of onboarding and orientation programs to ensure a consistent, high‑quality new hire experience.
Collaborate with hiring managers to maintain, update, and standardize job descriptions.
Serve as the main point of contact for managers and employees, triaging concerns and conducting investigations.
Lead investigations involving represented and non‑represented employees, including direct communication with union representatives or shop stewards to ensure accurate fact‑finding and contract‑aligned resolution.
Maintain thorough, accurate documentation of employee relations matters in compliance with California employment law, hospital policy, and collective bargaining agreements.
Advise managers on performance management, corrective action, and termination processes, ensuring decisions align with law, policy, and contractual obligations.
Identify trends or recurring issues in employee relations and recommend proactive interventions.
Support development and implementation of a Just Culture framework and related culture initiatives.
Elevate complex, high‑stakes, or sensitive matters to the HR Director, including cases involving significant legal exposure, employee appeals, or situations requiring executive‑level decision‑making.
Collaborates with the HR Director on represented‑employee matters as needed. All grievances, bargaining, negotiations, mediations, and arbitrations are led directly by the HR Director.
Manage the annual performance evaluation cycle, including timelines, manager training, tracking, and follow‑up.
Design and implement employee engagement initiatives such as stay interviews, exit interviews, and feedback programs.
Analyze engagement and retention data; provide insights and recommendations.
Support recognition programs and employee experience strategies that reinforce a people‑centered culture.
Ensure accurate and compliant employee records in accordance with California and federal requirements (FMLA, CFRA, ADA, FEHA, etc.).
Oversee mandatory training completion tracking in collaboration with the Education team and department managers.
Lead or support internal HR audits; ensure corrective actions are documented and completed.
Monitor changes in California employment law and bring compliance updates and recommendations forward.
Support workers’ compensation coordination and leave administration oversight in partnership with the Leaves Coordinator.
Support department‑wide initiatives, including policy implementation, leadership development, and organizational design.
Identify process gaps, propose solutions, and lead operational improvements.
Represent HR in cross‑functional meetings and initiatives as delegated.
Prepare reports, dashboards, and data summaries for leadership review.
Provide administrative support including scheduling, document management, and correspondence.
Serve as a resource for general HR inquiries and escalate issues appropriately.
Help foster a culture of responsiveness, accountability, collaboration, and continuous improvement.
Perform additional related duties as assigned.