Regional HR Manager

St Johns Community Health•Los Angeles, CA

About The Position

The Regional HR Manager is responsible for Human Resources day-to-day operations working across multiple disciplines connecting workforce development through people analytics and maintaining compliance with local, state, and federal employment laws and regulations. The position is a member of the Human Resources team and works to make SJCH a better place for employees. This position works to ensure that employees feel appreciated and respected on an emotional and psychological level, in addition to making sure they are appropriately compensated, supporting the administration of leaves, workers compensation, learning and development, and performance management. The Regional HR Manager supports SJCH in the following functional areas: creating people policies, labor relations, addressing employee concerns, drafting communications, employee engagement, people analytics, regulatory and grant compliance, HRIS-strategic innovation, and project management and integration of HR specific grant initiatives.

Requirements

Four years of professional human resources administration, including two years in employee relations, preferred, or its equivalent through training, education and other related field experience.
Knowledge of the principles and practices of employee and labor relations, collective bargaining and employment laws.
Skilled in the practical application of labor and employment laws.
Knowledge of Human Resources theories, practices and techniques.
Knowledge of supervisory principles.
Knowledge of program development and administration principles and practices.
Skilled in effective written and oral communications, listening, presentation, group facilitation, influencing and negotiations.
Skilled in coordinating activities with other internal departments and/or external agencies.
Skilled in effective project and time management.
Willingness to work evenings and weekends, within the 40-hour workweek, as needed
Ability to reconcile labor relations issues in the context of both existing labor agreements and the ever-changing environment of employment law.
Ability to scale human resources provisioning in a large and growing health services organization.
Ability to work as part of a team that supports all of SJCH employees at all levels and tenures.
Ability to apply Higher Order Thinking Skills to all aspects of the role and essential functions.
Ability to utilize trauma-informed management to resolve complex people relations matters.

Nice To Haves

Human Resources certification, a plus
Experience working in a non-profit setting preferred, and at an FQHC, a plus
Demonstrated commitment to serving the needs of underserved communities such as undocumented workers, unaccompanied minors, LGBTQ+ populations, communities of color, youth/adolescents, and those experiencing homelessness, substance abuse, and/or mental illness
Bilingual English/Spanish, a plus (read, write, speak with fluency).

Responsibilities

Ensures employees are treated fairly and consistently and feel supported through the employment lifecycle.
Analyzes essential people and business metrics such as Diversity, Equity, Inclusion & Accessibility, performance management, and Learning & Development identifying enhancements to the employee experience that empower and engage the workforce.
Through collaboration and innovation improves SJCH culture enabling employees to do their best work and achieve their highest potential.
Evolve onboarding processes through SJCH’s system of record and develop and implement a learning management system (LMS).
Support the centralization of Human Resources day-to-day operations and service through standardized processes and optimizing SJCH HRIS, including the system of record, employee changes, workplace investigations and case management, LMS, benefits, leaves management, and collaborates with Recruitment to further optimize ATS.
Addresses growing needs for operational support with the goal of laying the foundation to increase Human Resources strategic impact.
Provides coaching and support to resolve specific operational issues and updates policies and procedures in conjunction with changes made, including developing communications to support change management within the organization.
Connects employees and assures access to the tools they need from Human Resources, including supporting management with processes that are not automated, and developing and implementing self-serve options for employees.
Creates and implements programs and procedures to improve relations with employees, ensuring compliance and audit-readiness, including the development of workflows, policies and procedures, and guides.
Listens to and addresses employee complaints and provides coaching and support to management to resolve specific employee and HR-related operational concerns.
Supports Human Resources colleagues with investigating and resolving complex issues involving employees.
Develops performance management systems and career pathing support to management.
Collects and analyzes employee feedback, including exit interviews to identify reasons for departure and to help improve SJCH.
Chooses and creates programs to help employees and improve the areas that support the employee lifecycle, including, but not limited to, onboarding, training, and career pathway development.
Collaborates with leadership on policy and procedure development and implementation.
Curates’ data and predictive modeling, utilizing or developing technological infrastructure designed to support Human Resources strategic operations and employee support.
Manage and implement all HR specific grant funded initiative.
Manage and facilitate HR Compliance initiatives.
Responsible for spearheading all HR audits or request for information for other departments.
Serves Human Resources representative as directed.