Human Resources Manager

Description The Organization San Gabriel/Pomona Regional Center (SG/PRC) is a private, nonprofit agency contracted with the California Department of Developmental Services (DDS) to provide services and supports to individuals with intellectual and developmental disabilities. We proudly serve 30 cities across the Foothill, Pomona, and El Monte Health Districts within Los Angeles County. Our services span the full lifespan—from infants and toddlers, school-age children, and transition-age youth to adults and aging adults. At SG/PRC, our work is guided by compassion, collaboration, integrity, and a shared commitment to making a meaningful difference in the lives of the individuals and families we serve. Position Description The Human Resources Manager reports to the Chief People Officer and leads key human resources strategies that support organizational goals and enhance the employee experience. This role oversees employee relations and compliance, policy development, performance and compensation management, and talent acquisition and onboarding. The Human Resources Manager drives continuous improvement and builds collaborative partnerships with organizational leadership and community stakeholders to ensure effective, mission‑driven service delivery. Essential Job Functions Partner with the Chief People Officer to develop and implement HR strategies aligned with organizational goals and values. Ensure compliance with federal, state, and local employment laws and regulations. Provide guidance and consultation to leaders on workforce planning, organizational development, and people‑centered practices. Lead continuous improvement initiatives to strengthen HR systems, processes, and employee experience. Oversee employee relations matters, including coaching leaders through performance management, corrective action, and workplace concerns. Develop, review, and maintain HR policies, procedures, and SOPs to ensure clarity, consistency, and legal compliance. Oversee HR records management and HRIS accuracy in collaboration with HR staff. Supports audits, reporting, and data integrity related to human resources functions. Manage investigations, documentation, and resolution of employee relations issues in a consistent and fair manner. Oversee organizational performance management processes, including evaluations, goal setting, and merit‑based actions. Support compensation planning, salary administration, and equity alignment in partnership with leadership. Ensure consistent, equitable, and compliant recruitment and selection practices. Oversee onboarding process to ensure welcoming, effective transition for new employees. Build relationships with community partners, educational institutions, and professional networks to support talent pipelines. Provide leadership, support, and development to HR staff as applicable. Performs additional duties that support departmental and organizational goals. Requirements Employment Standards A bachelor’s degree in human resources management, business administration, or related field required. Master’s degree or advanced certification preferred. Five or more years of progressive human resources experience, including employee relations, compliance, and talent management. Prior supervisory experience is strongly preferred. Experience in nonprofit, healthcare, or public‑sector environments preferred. Knowledge and Abilities Strong knowledge of employment law and HR best practices. Proven ability to manage complex employee relations matters with professionalism and discretion. Knowledge of HR policies and procedures and demonstrated experience with HR metrics. Strategic thinker with problem‑solving skills and attention to detail. Ability to manage highly confidential information and exercise good judgment and discretion. Proficiency with HRIS systems and Microsoft Office Suite. Excellent communication, interpersonal, leadership, and relationship‑building skills. Strong organizational skills with the ability to manage multiple priorities effectively. Demonstrated commitment to equity, inclusion, and people‑centered leadership. Ability to establish collaborative partnerships with outside agencies. Ability to engage in effective interactions with diver individuals. Physical Demands & Work Environment Primarily sedentary work performed in an office environment. Ability to sit for extended periods and operate a computer and standard office equipment. Clear verbal communication in person and by phone. Occasional standing, walking, bending, and reaching to access files and supplies. Occasional lifting, pushing, or pulling of items up to 25 pounds. Adequate visual acuity to read documents, use a computer monitor for prolonged periods, and review detailed information. Work occurs in a typical office setting with standard lighting, temperature, and moderate noise levels. Employees are expected to follow safe and ergonomic work practices. Reasonable accommodation may be provided to enable individuals with disabilities to perform essential job functions. #J-18808-Ljbffr