Interim Sr HR Generalist

Council on Alcoholism and Drug Abuse•Santa Barbara, CA

12h•$70,304 - $72,000•Hybrid

About The Position

The interim Sr. HR Generalist will be providing 6 months of interim HR support and supervision of one full-time HR Assistant.

Requirements

BA/BS in Business, Management or equivalent experience required.
A minimum of 3 years of Human Resources Generalist experience required.
Proficiency in Microsoft Office Suite, Adobe Sign, SharePoint, and video conferencing required.
Experience with HRIS and Payroll Systems required, preferably Paychex.
Ability to maintain confidentiality and manage sensitive information required, as evidenced through past work experience.
Strong written and verbal communication skills required as evidenced in the interview and writing sample.

Nice To Haves

HRCI or SHRM Human Resources Certification preferred.
Experience working in a non-profit environment preferred.

Responsibilities

Recruitment, On-Boarding, & Off-Boarding: With support from the HR Assistant oversees all Recruitment, On-Boarding and Off-Boarding for the organization.
Timecards & Payroll Support: Review timecards and provide timecard training and support to managers and employees. Support the payroll process by processing employee changes in systems and maintaining documentation. Be a primary contact for the third-party Payroll representative, ensuring changes are entered in the system, payroll timelines are clearly communicated.
Compensation and Benefits: Managing salary structures, benefits programs, payroll coordination, bonuses, and ensuring compensation is competitive and equitable. Assess benefit eligibility and enter eligible employees into the benefits portal. Answer employee benefit questions and collaborate with third party benefits vendor. Assist with annual open enrollment.
Leaves & Accommodations: Responsible for processing all Leaves & Accommodations.
Performance Management: Developing performance-review processes, helping managers address performance issues, and supporting employee development.
Training and Development: Identifying skill gaps and organizing training, professional development, leadership development, and career growth programs.
Employee Relations: Addressing workplace concerns, resolving conflicts, handling grievances, and maintaining positive relationships between employees and management. Responsible for supporting managers through the disciplinary process. Responsible for conducting investigations. Responsible for receiving employee complaints/concerns and working with leadership to find resolution.
HR Policies and Procedures: Creating and maintaining employee handbooks, workplace policies, disciplinary procedures, leave policies, and other HR processes.
Workforce Planning: Forecasting staffing needs, managing organizational changes, succession planning, and helping leadership structure teams effectively.
Employee Engagement and Retention: Measuring employee satisfaction, improving workplace culture, identifying retention risks, and developing initiatives that keep good employees.
HR Records and Data: Maintaining accurate employee records and using HR metrics such as turnover, absenteeism, hiring costs, and engagement to support decisions.
Employee Health, Safety, and Wellbeing: Supporting workplace safety programs and employee wellbeing initiatives, while coordinating with relevant specialists when necessary.
Strategic Partnership with Leadership: Advising executives and managers on people-related decisions and aligning HR strategy with the organization's overall business goals.
Other: Occasional travel to other CADA sites in North and South County Santa Barbara. Collaborate with all departments and staff to ensure alignment with our One Team – One CADA culture. Respond to all phone messages, staff requests, and emails as appropriate and in a timely manner. Attend all meetings as scheduled and participate in meetings/trainings as requested.