Human Resources Manager - Hope Cooperative (aka TLCS, Inc.)

Full Time Management Sacramento, CA, US 9 days ago Requisition ID: 3011 Salary: $90,000.00 Annually Are you a motivated individual with a passion for supporting others and making a difference in the community? Hope Cooperative is a nonprofit that moves people from a life of instability by providing permanent supportive housing, mental health services, substance‑use rehabilitation, and life skills. We are looking for dynamic, committed individuals to join our team. If you want to be part of the solution to solving homelessness in our community, we are looking for your talent and expertise as we transform and empower the lives of people with mental illness by supporting independence and preventing homelessness. Title: Human Resources Manager (Compliance) Program(s) and Location: Administration (Sacramento, CA) Schedule: Full‑time, Exempt, Monday‑Friday 8:00am to 5:00pm Pay rate: $90,000 annually Benefits: HOPE Cooperative offers a competitive benefits package consisting of, but not limited to, the following, and may be subject to change: 21 PTO days per year (4 weeks & 1 day) 26 PTO days after the 5th year (5 weeks & 1 day) 11 paid holidays 1 Personal Day Leadership Development! Reimbursements! Eligible for Government Loan Forgiveness Programs Employer‑paid health insurance for employees and children (Kaiser, Sutter or Western Health Advantage) HSA Contributions Flexible Spending Account PTO Cash Out Voluntary Dental, Vision, Life Insurance, Accident Insurance, Disability Insurance and more Employee Assistance Program Regular wage step scale increases Flexible start/end times for some positions iPhone with unlimited data for personal/professional use and laptop for some positions Clinical Supervision towards licensure (for certain positions and upon approval) CEU days for certain positions Up to $500 CEU allowance for certain positions Annual BBQ and staff appreciation awards Annual Gift Card Program * All benefit offerings are subject to change and are governed by the eligibility guidelines in the Employee Handbook. This list represents a general summary of available benefits and nothing stated here should be interpreted as being included in a written offer for employment. Position Description The Human Resources Manager (Compliance) partners with a co–Human Resources Manager to lead and execute all aspects of the organization’s human resources strategy and operations. This role collaborates closely with leadership to align HR initiatives with organizational goals, supporting talent management, employee relations, performance development, and compliance. Together, the HR Managers share responsibility for developing and implementing HR policies, fostering a positive workplace culture, and ensuring consistent and equitable HR practices across the organization. This position requires strong communication, coordination, and alignment to deliver seamless HR support and drive strategic initiatives. The Human Resources Manager (Compliance) performs a variety of confidential, professional‑level administrative, analytical, and technical duties across all functional areas of human resources, with a primary emphasis on compliance. This role is responsible for ensuring organizational adherence to federal, state, and local employment laws. Key responsibilities include auditing and updating policies, managing regulatory reporting, overseeing employee training on legal requirements, and mitigating risk through consistent policy enforcement. ESSENTIAL DUTIES and RESPONSIBILITIES include the following. Other duties may be assigned. 1. Policy Development & Compliance Develop, implement, and update HR policies and procedures to ensure compliance with federal, state, and local employment laws (including wage and hour and anti‑discrimination laws). Monitor regulatory changes and recommend updates to maintain compliance and reduce organizational risk. Ensure adherence to best practices in human resources and employment law. Conduct regular internal audits of payroll, employee records, and HR practices to identify and mitigate legal and compliance risks. Partner with leadership to address findings and implement corrective actions. 3. Training & Development (in collaboration with the co‑HR Manager) Provide ongoing training to managers on employment laws, regulatory requirements, and ethical practices. Facilitate new manager onboarding related to HR policies, procedures, and compliance expectations. Develop and implement learning and development programs to support employee growth. 4. Employee Relations & Investigations Partner with the HR Manager and HR Director to conduct internal investigations and resolve employee concerns, complaints, and compliance issues. Serve as a resource to managers and employees on policies, employment law, and workplace practices. 5. Regulatory Reporting & Recordkeeping Oversee the preparation and submission of required federal and state reports, including but not limited to EEO‑1, VETS‑4212, OSHA 300, Medicare, and other compliance‑related filings. Maintain accurate HR records and ensure proper documentation for audits and reporting requirements. Serve as Custodian of Records (COR) for background check processes with FBI and DOJ, escalating concerns as appropriate. 6. Talent Acquisition & Workforce Planning (in collaboration with the co‑HR Manager) Assist in oversight of recruitment, interviewing, and hiring processes, particularly for managerial and professional roles. Partner with department leaders to identify staffing needs and required competencies. Assist in the development and revision of job descriptions. 7. Benefits Administration & Compensation Support Oversee benefits administration, including vendor coordination, plan implementation, billing, and employee communication. Participate in benefits evaluation, negotiations, and annual renewals. Ensure accurate HRIS entry and maintenance of all benefits‑related data. 8. HRIS & Operations Management (in collaboration with the co‑HR Manager) Assist in oversight of all HRIS functions, ensuring data accuracy and system optimization. Manage HR processes including onboarding, offboarding, personnel records, recruitment tracking, and reporting. Evaluate and implement new HR technologies and systems as needed. 9. Employee Support & Leave Administration In collaboration with the HR co‑Manager, act as a primary point of contact for employee HR inquiries. Advise employees and managers on leaves of absence, including FMLA/CFRA, SDI, PFL, workers’ compensation, and related programs. Support unemployment and workers’ compensation claims, including documentation review and response coordination. 10. Compliance‑Specific Responsibilities Ensure confidentiality and protection of Protected Health Information (PHI) in accordance with HIPAA regulations. Serve as a Mandated Reporter, including fulfilling “Duty to Warn” obligations as required by law. Adhere to all organizational safety policies, including the Illness and Injury Prevention Plan (IIPP). 11. Strategic Initiatives & Reporting Research, design, and implement new HR programs to enhance employee experience and organizational effectiveness. Prepare reports for budgeting, benefits analysis, and incentive programs. Maintain awareness of HR trends, best practices, and legal updates through professional development and external engagement. Partner closely with the co‑HR Manager to ensure alignment and consistency across all HR functions. Provide backup support for HR Generalist and Recruiter roles as needed. 13. Additional Responsibilities Ensure predictable and reliable attendance. Perform other duties as assigned. Supervisory Responsibilities Directly supervises the Human Resources Generalist II. In collaboration with, or absence of, the co‑Manager supervises the HR Generalist I, the Recruiter, and the HR /Admin Assistant. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Education and/or Experience Bachelor’s Degree in Human Resources (preferred) In depth, working knowledge of federal and California State employment laws and practices, especially with ERISA, COBRA, FSLA, DLSE, and wage and hour laws Minimum of 3‑5 years’ experience administering benefits and extensive knowledge of HR functions with an emphasis in benefits administration. Two years proven track record in HR management Minimum of two years of experience with ADP Workforce Now Payroll and HRIS system is highly desirable Non-profit social services experience is desirable. Other Skills, Abilities, and Job Requirements Ability to pass clearance of various agencies including but not limited to the Department of Justice, the Federal Bureau of Investigation, the Department of Motor Vehicles, a third‑party consumer reporting agency, and, perhaps, other agencies. Consumer of mental health services or a family member of a mental health consumer desirable. HOPE Cooperative (aka TLCS, Inc.) is an affirmative action/Equal Opportunity Employer, and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class. Our agency embraces a diverse & culturally rich workforce, and we welcome all candidates to apply. #J-18808-Ljbffr Hope Cooperative (TLCS, Inc.)