Human Resources Manager

Downtown Women’s Center•Los Angeles, CA

14h•$100,000 - $110,000•Hybrid

About The Position

The Human Resources Manager is a strategic and operational leader responsible for advancing Downtown Women’s Center’s people strategy and ensuring compliance with applicable employment laws and organizational policies. The role partners with agency leadership to foster a high-performing, inclusive, and trauma-informed workplace culture that supports employee engagement, retention, professional development, and organizational effectiveness. The manager oversees employee relations, leaves of absence, workers’ compensation, benefits administration, performance management, policy administration, compliance, and workforce planning. The role leads workplace investigations, prepares findings and recommendations, and maintains confidentiality and professionalism. As a trusted advisor to leaders and employees, the manager provides coaching and practical guidance aligned with the organization’s mission, values, and priorities. The position also supervises and develops HR team members and drives continuous improvement in people practices, systems, and processes. This is a full-time, non-exempt position with office hours of 8:00 a.m. to 4:30 p.m. The role follows a hybrid model, with the manager expected onsite three days per week. Flexibility to work evenings and weekends when necessary is required. Local travel between DWC locations is required, and occasional conference travel may be expected.

Requirements

At least 5 years of HR experience, including at least 2 years in a managerial or supervisory role.
Bachelor’s degree or equivalent in HRM, Business, Psychology, or an equivalent field.
PHR/SPHR, SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) credential.
Knowledge of California employment laws, wage and hour regulations, leave laws, workers’ compensation, and workplace investigations.
Experience managing complex employee relations matters, including investigations, grievance resolution, performance management, corrective action, reductions in force, accommodations, and conflict resolution.
Hands-on responsibility for staff supervision and development.
Excellent interpersonal, written, and verbal communication skills, including the ability to explain complex benefits, legal, and personnel issues clearly and diplomatically.
Ability to develop and maintain a goal-oriented, positive attitude and communicate effectively with the Board of Directors, executive staff, direct reports, and the broader DWC community.
Cultural humility, commitment to trauma-informed care, and ability to support and lead in a mission-driven environment serving diverse communities.
Ability to promote psychological safety, respect, collaboration, and inclusive leadership practices.
Must be a California resident and live no more than 80 miles from DWC; must be available for in-person meetings at DWC.
Must provide documentation of a negative TB test result from within the last twelve months on the first day of hire.
Must be authorized to work in the United States; DWC does not sponsor employment visas.

Nice To Haves

HR experience supporting nonprofit organizations, social service agencies, or mission-driven organizations.
Occasional travel to conferences may be expected.

Responsibilities

Partner with organizational leaders to develop and implement HR strategies aligned with the mission, strategic plan, values, and organizational objectives.
Advise managers and employees on workforce planning, employee relations, performance management, and organizational effectiveness.
Analyze workforce trends, employee data, and organizational needs to develop solutions that improve engagement, retention, and operational effectiveness.
Lead and support organizational change initiatives, including communication, employee engagement, and implementation.
Manage complex employee relations matters, including performance concerns, workplace conflict, policy violations, corrective action, grievances, and separations.
Conduct objective, confidential workplace investigations into allegations such as harassment, discrimination, retaliation, and misconduct.
Prepare investigation reports, findings, and recommendations in compliance with employment laws.
Collaborate with leadership and legal counsel, as needed, to mitigate risk and support legally compliant employment practices.
Ensure compliance with federal, state, and local employment laws and regulations, including wage and hour requirements, leave administration, workers’ compensation, and employee privacy standards.
Develop, implement, communicate, and maintain HR policies, procedures, and practices that promote consistency, accountability, equity, and compliance.
Monitor employment legislation and recommend updates to policies and practices.
Train, coach, and consult with leaders on employment law, policy interpretation, and best practices.
Oversee and improve performance management processes, aligning them with organizational goals, core competencies, and leadership expectations.
Coach managers on setting performance expectations, providing feedback, developing employees, and addressing performance challenges.
Partner with leadership on succession planning, leadership development, and workforce development initiatives, including learning and development opportunities.
Oversee employee benefits, leaves of absence, accommodation requests, and workers’ compensation programs.
Ensure accurate and timely HR documentation, recordkeeping, reporting, and personnel file maintenance.
Use HRIS and other technology platforms to maintain data integrity, generate reports, monitor trends, and support decision-making.
Identify and implement process improvements that enhance efficiency, service delivery, and employee experience.
Champion a positive, inclusive, and trauma-informed culture that reflects organizational values and commitment to diversity, equity, inclusion, belonging, and psychological safety.
Partner with leadership on employee engagement, recognition, wellness, and retention initiatives.
Promote organizational values, celebrate achievements, and strengthen employees’ connection to the organization’s mission.
Foster a workplace where employees feel respected, supported, and empowered.
Directly supervise HR team members, providing leadership, coaching, mentoring, performance management, and professional development.
Set goals, priorities, and expectations for HR staff while fostering accountability, collaboration, and continuous improvement.
Build and maintain a high-performing HR team that provides responsive, customer-focused service.
Participate in cross-functional committees, organizational initiatives, and special projects.
Represent Human Resources in organizational meetings, trainings, and external partnerships as required.
Attend professional development opportunities to maintain knowledge of HR trends, employment law updates, and industry best practices.
Perform other duties and special projects as assigned.