About Neighborhood:

Community health is about more than just vaccines and checkups. It’s about giving people the resources they need to live their best lives. At Neighborhood, this is our vision: a community where everyone is healthy and happy. We’re with you every step of the way, with the care you need for each of life’s chapters. At Neighborhood, we are Better Together.

As a private, non-profit 501(C) (3) community health organization, we serve over 506,563 medical, dental, and behavioral health visits from more than 96,867 people annually. We do this in pursuit of our mission to improve the health and happiness of the communities we serve by providing quality care to all, regardless of situation or circumstance.

Since 1969, our employees have been making this mission a reality. Regardless of the role, our team focuses on being compassionate, having integrity, being professional, always collaborating, and consistently going above and beyond. If this sounds like an organization you would like to be a part of, we would love to meet you.

About this role:

ROLE OVERVIEW and PURPOSE

This is a critical role for Neighborhood and leads Neighborhood’s most “Customer Facing” or “Field Services” portion of HR. That is, Employee Relations, Leaves of Absence, Workers’ Compensation, Accommodations and Talent Acquisition Management functions . This HR Manager role is a true Business Partner and works closely and collaboratively with Neighborhood’s Leadership in tandem with Neighborhood’s Human Resources Operations Manager and Senior Manager of Benefits & HR Technology. This role reports to Neighborhood’s Director of Human Resources. This role is also an active member of Neighborhood’s Justice, Equity, Diversity, and Inclusion (JEDI) Council. While performing the duties and responsibilities listed below, will ensure that policies and processes are equitable, just, and inclusive for all individuals, regardless of their specific diversity (age, gender, sexual orientation, religion, ethnicity, etc.)

Ideally this role will be based out of Neighborhood’s Escondido Administrative Offices Building. Riverside may also be an option. This is a hybrid role which requires regular travel throughout the San Diego and Inland Empire regions of Southern California. Initially this person will need to travel more frequently to develop relationships with managers, visit sites, build rapport, learn the organization. Afterwards travel will diminish to “on-demand”. This role is expected to work onsite at least 2 days a week (travel days will count). Fixed schedule to be worked out with Direct Supervisor.

RESPONSIBILITIES

Talent Acquisition & Outreach

Manage Neighborhood’s Talent Acquisition Team ensuring a strong partnership with hiring managers to understand business objectives and workforce needs, developing tailored recruitment strategies to attract top talent aligned with organizational goals. While also focused and obsessed on the Candidate Experience and promoting Neighborhood’s Employer Brand.
Oversee Neighborhood’s Community Outreach efforts to ensure that the organization is well positioned with community-based partnerships, local schools/occupational centers, workforce development associations (COMPACT, Junior Achievement, etc.), and a resource for externships and other development-based placements like internships, educational rotations, job shadowing, etc. All to develop strong partnerships and pipelines to attract well skilled and diverse talent from the communities in which we serve.
Strengthen Neighborhood’s position as an employer of choice in Southern California by ensuring that we are using the best tools available to attract and source talent. This includes managing Neighborhood’s Career Site, promotional materials, attendance at career fairs, residency programs, LinkedIn, Indeed and other recruiting-based vendors to promote Neighborhood opportunities.
Utilize data to optimize recruitment processes, including candidate sourcing, screening, and selection, to ensure a diverse and high-performing workforce.
Responsible for the development and maintenance of comprehensive job descriptions that accurately reflect the responsibilities, qualifications, and expectations for each role within the organization.

Employee Relations & Training

Oversee Neighborhood’s Performance Review Process which occurs each year from July 1, YYYY to June 30, YYYY. This includes the Performance Module in Neighborhood’s HRIS, communication, training, collaborating with leaders on certain performance thresholds, changes/updates to templates, etc.
Collaborate with leadership to develop progressive discipline frameworks and tools, ensuring consistency and fairness in disciplinary actions and adherence to legal requirements.
Analyze performance trends and metrics to identify opportunities for coaching, training, and organizational development interventions. Own Neighborhood’s current HR 101 training and continue to build out and further develop content that meets the needs of Neighborhood’s Managers. Partner closely with Neighborhood’s Director of Employee Experience, Director of HR, Training Specialist and other Key Stakeholders/Subject Matter Experts.

Create, Develop and Enhance a “Landing Page” of resources for internal HR users and/or Managers (SharePoint Page, Google Doc with Links/Tabs, etc.)

Develop and oversee a team of ERBPs that act as trusted advisors and mediators in resolving complex employee relations issues, fostering a culture of open communication, trust, and respect.
Conduct thorough investigations into employee complaints and grievances, collaborating with legal counsel as needed to ensure compliance with employment laws and regulations.
Proactively identify and address potential areas of conflict or risk, developing and implementing strategies to mitigate employee relations issues and promote a positive work environment.
Assist Chief HR Officer and Director of HR with legal compliance matters, including responding to claims from attorneys, drafting position statements, and representing the organization in investigations by the EEOC and CA's Civil Rights Department.
Stay abreast of changes in employment laws and regulations, providing guidance and training to managers and employees to ensure compliance and mitigate legal risks.
Conduct thorough and objective internal investigations into allegations of misconduct, harassment, discrimination, or policy violations, maintaining confidentiality and integrity throughout the process.
Prepare detailed investigative reports and recommendations for corrective action, collaborating with stakeholders to implement appropriate resolutions and prevent future incidents.
Partner with Director of HR to assess legal risks and ensure compliance with relevant laws and regulations during the investigation process.

Leaves of Absence, Workers' Compensation and Workplace Accommodations:

Own Neighborhood’s high volume, Leave of Absence Program to include the relationship with Neighborhood’s Third-Party Partner that helps to facilitate LOAs at Neighborhood. Ensure that ERBP for Leaves, WC and ADA is partnering with Third-Party Partner, employees and managers to facilitate smooth transitions during leaves of absence, ensuring compliance with legal requirements and maintaining positive employee relations.
Oversee Neighborhood’s Workers’ Compensation Program and work collaboratively with Neighborhood’s Safety Office to review trends and patterns to develop Safety Programs around.
Actively participate in quarterly claims reviews as well as oversee OSHA logs and annual reporting requirements.
Collaborate with occupational health professionals and management to facilitate workplace accommodations for employees with disabilities or medical conditions, ensuring compliance with ADA and other relevant laws.
Provide guidance and support to managers in managing absenteeism, FMLA, and other leave-related issues, fostering a culture of respect and support for work-life balance.

Policies and Procedures:

Author HR Policies and Procedures which will require the development, implementation, training and communication of HR policies and procedures that align with organizational values, legal requirements, and industry best practices.
Partner with business leaders, stakeholders and other HR leaders to ensure understanding and compliance with HR policies and procedures, providing training and support as needed.
Partner with HR Director to regularly review and update policies and procedures to address emerging issues, legislative changes, and feedback from employees and stakeholders.

Data Analysis and Reporting:

Develop and maintain HR metrics and analytics dashboards to track key performance indicators related to recruitment, employee engagement, turnover, and other HR initiatives.
Analyze recruiting data to assess the effectiveness of sourcing channels, candidate quality, time-to-fill, and other recruitment metrics, identifying areas for improvement and optimization.
Generate reports on exit interviews and turnover analysis to identify patterns, root causes, and opportunities for retention strategies and improvements in the employee experience.
Track and report on new job openings versus replacements, providing insights into workforce planning, succession planning, and talent acquisition strategies.

Supervisory Responsibilities:

Provide leadership and guidance to HR team members, fostering a collaborative and high-performance work environment.
Oversee the recruitment, training, and development of HR staff, ensuring alignment with departmental goals and organizational objectives.
Conduct regular performance reviews and goal-setting sessions with direct reports, providing constructive feedback and coaching to support professional growth and development.
Establish and maintain clear expectations for individual and team performance, recognizing achievements and addressing performance issues in a timely and effective manner.
Develop and implement training programs and resources to enhance the skills and competencies of HR staff, promoting continuous learning and development.
Delegate tasks and assignments appropriately, leveraging team members' strengths and expertise to optimize productivity and efficiency.
Lead by example, demonstrating professionalism, integrity, and a commitment to ethical standards in all aspects of HR management.
Foster a culture of accountability and collaboration within the HR team, promoting open communication, trust, and mutual respect.
Identify opportunities for process improvement and innovation within the HR function, soliciting input and feedback from team members to drive continuous improvement initiatives.
Serve as a mentor and coach to HR staff, providing guidance and support in navigating complex HR issues and challenges.
Collaborate with cross-functional teams and stakeholders to ensure alignment and integration of HR initiatives with broader organizational goals and strategies.

QUALIFICATIONS

Bachelor’s Degree required
5-7 years progressive human resources experience; 10+ years preferred
Previous experience leading a team of HR professionals required.
Experience Managing Leaves of Absence, Employee Relations & Recruiting Preferred.
Experience Managing an organization’s Performance Management “System” to include Progressive Discipline, PIPs, Performance Appraisals, Coaching’s, etc.
Experience leading internal investigations within a workplace to include sexual harassment, hostile work environments, fraud, performance, etc.
Experience authoring responses to demand letters and request from external agencies like EEOC and CA Civil Rights Department.
Experience Authoring New Policies and Procedures and amending Current Policies.
Success in developing a “Landing Page” of resources for internal HR users and/or Managers (SharePoint Page, Google Doc with Links/Tabs, etc.) preferred
Familiarity with UKG (and its limitations)
Affirmative Action Plan Background a Plus!
Systems Thinker who is great at Reporting and Data.
Proven Ability to implement new systems and processes (Applicant Tracking Systems, Leaves of Absence Trackers, etc.).
Process Improvement / Lean Six Sigma Experience Preferred
Systems processes ATS implementation
Experience as a Business Partner or Proven Ability to operate as one without the official title
Proven Ability to create and roll out new programs/initiativs and provide training
Payroll experience preferred
“Positive” Employee Relations Experience Preferred
Previous Sick and Vacation Time Off Environment Preferred
Ability to synthesize diverse data-points and follow up with appropriate recommendations in line with our strategic initiatives.
Strong communication skills with an ability to engage at all levels of the organization.
Intimate knowledge of HR strategies and processes, as well as current market trends and potential future HR trends.
Experience investigating and resolving employee relations matters.

SALARY RANGE: $115,000 to $144,000, dependent on knowledge, skills, abilities and experience.

Neighborhood Healthcare jobs

Human Resources Manager (Recruiting, LOAs, WC, ADA, and Employee Relations)