Sr. Human Resources Generalist
Under the supervision of the Human Resources Director, the Sr. HR Generalist is responsible for supporting 450+ employees in a wide variety of areas such as onboarding, leave administration, benefits administration, employee relations, Workers Compensation, terminations, compliance and special projects. The Sr. HR Generalist works extensively and cooperatively with the Director of Human Resources and is responsible for assisting the Director of Human Resources in carrying out Human Resource activities including but not limited to: employee relations, training and development, employee benefits, compensation, and payroll. The Sr. HR Generalist will ensure that employee relation functions conform to all applicable regulatory requirements and works closely with the management team in supporting and promoting policies and procedures.
Essential Duties and Responsibilities
Recruitment and Talent Management
- Work with the HR Director in developing and implementing recruitment strategies and processes necessary to achieve organizational staffing objectives.
- Work with the Recruiter and Hiring Managers in finding ways to source candidates. Collaborate with hiring managers to understand skills and competencies required for openings. Assure that recruitment process is effective and that hiring occurs in accordance with the state, federal and JFCS guidelines.
- Review, revise and update job descriptions in accordance with JFCS standards.
- Review and provide feedback to managers during the pre-hire process. Provide support to managers by participating in the interview process and skills assessments as requested by the hiring manager.
- Handle production and routing of employment contracts, letters of hire and other confidential personnel and independent contractor documents under the direction of the Human Resources Manager. Reviews employment and independent contractor contracts prepared by the HR Generalist.
- Assist with the planning for an effective and informative new employee on-boarding and orientation sessions.
Payroll and Benefits Management:
- Work with the HR and Payroll team in tracking all pay increases, active employees and reviewing the pre-process payroll register on a bi-weekly basis.
- Manage the routine functions and administration of employee leaves of absence process and coordinate pay and benefits continuation with the payroll staff. Maintain communication with the employees and the department managers throughout the leave process.
- Work closely with Payroll to ensure that all changes related to and including benefits, taxes, direct deposit, and leaves of absences are in the system for all payroll cycles.
- In coordination with the HR Generalist, manage all ADA accommodation requests, following up with related documentation as needed, and serving as an information source for the employee.
- Assist with the open enrollment process, and ensures benefit enrollments and terminations are processed timely.
- Create learning paths and development programs and initiatives that provide internal development opportunities for employees.
Employee Relations and HR Policy Administration:
- Effectively support 450+ employees located in multiple locations in Northern California.
- Actively participate in developing new programs or tools for the growth and development of the department. Recommends new approaches, policies, and procedures to continually improve efficiency of the department and services performed. Work closely with the HR Director in leading change control, organizational change, process documentation and training efforts and as a supporting role in cross-functional projects.
- Assist the HR Director in updating policies and employee handbooks.
- Assist the HR Director in handling employee relations counseling and in the absence of the HR Director, provides support to employees in various HR-related topics and resolve issues and conflicts.
- Provide support and guidance to the HR Generalists, Payroll Associates, management and other staff when complex. Specialized, and sensitive questions and issues arise.
- Maintain responsibility for agency compliance with federal, state and local legislations pertaining to all labor matters.
- Ensure proper compliance with labor laws including wage and hour regulations, FMLA, CFRA, COBRA, ADA and EEO, unemployment compensation, worker’s compensation and other applicable state and federal laws.
- Participate in audits, compliance reporting and other employee related inquiries.
- Manage the development and maintenance of the HR systems. Create/prepare reports and analysis using the HRIS, and other software, as required. Compile statistical data, and assist with special projects. Prepare key management reports and make recommendations on a variety of human resources issues to ensure organizational development and regulatory compliance.
- Execute revisions to documents on the JFCS intranet to make sure that the current versions of all Human Resources forms are available to staff.
- Assist in the preparation of standard government reports required by the state, federal, and local agencies
To perform the job successfully, an individual should demonstrate the following competencies:
- Functional Skills: Demonstrates foundational knowledge of HR policies and practices. Knowledgeable in core HR Expertise and Compliance including employee relations, discrimination and harassment, recruiting and hiring, benefits administration, leaves and disability management, payroll and records management.
- Communication Skills: Listens attentively to ideas and concerns. Speaks clearly, effectively and with confidence. Is thoughtful and persuasive; writes clearly and informatively; clearly and concisely, composes/proofreads/edits documents such as letters, memos, brochures, meeting minutes and e-mail; varies communication styles to meet needs of audience. Keep his/her manager informed about progress and problems.
- Service Delivery: Ability to work comfortably with diverse populations. Responds with courtesy, clarity and accuracy to inquiries and requests for service and assistance interdepartmentally. Has a strong sense of urgency about solving problems and getting work done. Effectively diffuses/de-escalates difficult or confrontational situations.
- Technical Skills: Possesses needed technical and computer skills to do the job; accurately creates, generates and maintains diverse reports and documents utilizing databases, spreadsheets and communications. Effectively applies technical knowledge to solve a range of problems with office equipment and computerized business machines.
- Adaptability: Understands and accepts other points of view and recognizes the value of diverse approaches. Adapts to changes in work duties and organizational structure, demonstrates openness to new organizational structures, procedures, and technology. Applies special techniques to manage situations involving stress or change.
- Judgment: Exhibits sound and accurate judgment; can clearly explain reasoning for decisions; includes appropriate people in decision-making process; demonstrates persistence and overcomes obstacles while remaining professional at all times.
- Problem Solving: identifies and resolves problems in a timely manner, works with others to solve complex problems.
- Dependability: Complete tasks on time; takes responsibility for own actions; can be relied upon
- Strategic Thinking: Develops strategies to achieve organizational goals; identifies internal and external issues and opportunities; adapts strategy to changing conditions.
- Teamwork: Cooperates and collaborates with colleagues as appropriate; works in partnership with others; cultivates builds and maintains food relationships with peers, and customers; delivers on commitments to team/organization.
- Acumen: Understands implications of decisions on other areas of work of JFCS; displays orientation to non-profit environment; aligns work with strategic goals
Required Education and Experience
- Bachelor’s Degree in HR Management or related field preferred. HR Certification is required.
- A minimum of 4 years of increasingly responsible experience as an HR Generalist or HR Business Partner is required.
- At least 2 years of current experience in managing leaves of absence and leave integration with Federal, State and local ordinances.
- Previous experience in successful HR software implementation, including planning, resource management, and assist in leading the implementation and post-implementation processes.
- Strong project management and follow through skills; ability to organize and drive completion of multiple projects. Adept in statistical report writing and HR-related reports.
- Ability to tailor communication approach to specific situations and audiences.
- Ability to identify and resolve problems with solid business and accurate judgment.
- Proven ability to work independently and make sound judgments on a day-to-day basis regarding assigned and ad hoc duties with very limited or absence of direction from the Director of HR.
- Experience in supporting and coaching HR Generalists and Payroll Associates.
- Ability to maintain a high level of confidentiality and to handle difficult and/or sensitive situations.
- Exceptional integrity. Trustworthy, credible, unbiased, and willing to share information and serve as a mentor.
- Strong computer skills, including Microsoft Office, HRIS, OneNote, Canva, etc.
- Collaborative and have a confident and assured attitude.
Compensation and Benefits
Competitive compensation will depend on experience and proficiency level. We offer a robust array of benefits including: medical, dental, and vision coverage; paid holidays, paid vacation, paid sick leave; 403bplan; life and disability insurance.
To be considered for this position, you must meet the requirements and competencies listed above. This position is located in San Francisco and does not offer relocation packages.
Please apply here:
***LOCAL CANDIDATES ONLY. NO RELOCATION OFFERED FOR THIS ROLE***
All qualified applicants are encouraged to apply, including minorities, women, veterans, and disabled individuals. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status. JFCS is an Equal Opportunity Employer.
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.