Interim Sr HR Generalist

Job Description

Job Description

POSITION PURPOSE:

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

QUALIFICATIONS:

EDUCATION:

• BA/BS in Business, Management or equivalent experience required. 

LICENSES:

• HRCI or SHRM Human Resources Certification preferred. 

EXPERIENCE:

• 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.

OTHER:

• 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. 
• 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.