Manager of Human Resources (Leaves)

Heritage Building 2201 Mount Vernon Ave Bakersfield, CA 93306, USA Kern Medical has been a community cornerstone since its founding in 1867. Today, we are an acute care teaching center with 222 beds, offering the only advanced trauma care between Fresno and Los Angeles. Kern Medical offers a range of primary, specialty, and multi‑specialty services including high‑risk pregnancy care, inpatient psychiatric services integrated with county mental health programs, and a growing network of outpatient clinics providing personalized patient‑centered wellness care. Kern Medical cares for 15,500 inpatients and 125,000 clinic patients a year. Career Opportunities within Kern Medical include many benefits such as: New Hire Premium : +6% of base rate of pay, matched up to 6% if contributed to Deferred Compensation Plan. A Comprehensive Benefits Package : includes Holidays, Paid Time Off, Retirement, Medical, Dental, Vision and Life Insurance. Position : Manager of Human Resources (Leaves) Definition The HR Manager partners closely with leadership, Employee Health, Risk Management, Payroll, Legal Counsel, Workers’ Compensation administrators, and department managers to support employees and advance organizational goals. The position works closely with and may take direction from other HR Directors depending on the functional assignment. Specific functional assignments may vary based on organizational need; the position supports broader Human Resources operations and initiatives as assigned. Essential Functions Leave of Absence Administration Administers and oversees employee leave programs including, but not limited to: Family and Medical Leave Act (FMLA) California Family Rights Act (CFRA) Pregnancy Disability Leave (PDL) Americans with Disabilities Act (ADA) California Fair Employment and Housing Act (FEHA) Military leave Paid Family Leave (PFL) Workers’ compensation‑related leave Personal and medical leaves of absence Ensures timely and accurate leave designation, tracking, notifications, and documentation. Manages complex leave cases involving overlapping federal, state, and organizational policies. Serves as a subject matter expert to managers and employees regarding leave eligibility, rights, benefits, and obligations. Monitors leave utilization and identifies trends, compliance risks, and operational impacts. Interactive Process & Disability Accommodation Coordinates and facilitates the ADA/FEHA interactive process. Reviews medical certifications and work restrictions in collaboration with Employee Health and legal counsel as appropriate. Evaluates reasonable accommodation requests and documents outcomes. Partners with department leaders to identify operationally feasible accommodations and transitional assignments. Light Duty & Return‑to‑Work Program Management Develops, implements, and oversees transitional work and light duty programs. Coordinate return‑to‑work planning for employees recovering from illness, injury, or disability. Collaborates with Workers’ Compensation, Employee Health, supervisors, and treating providers to ensure safe and timely return‑to‑work transitions. Monitors modified duty assignments for effectiveness, duration, and compliance. Recommends process improvements that reduce lost workdays and support employee retention. Employee & Labor Relations Provides guidance and support to managers regarding attendance, performance concerns, workplace accommodations, and employee relations matters. Conducts and supports workplace investigations, including complaints related to harassment, discrimination, misconduct, and policy violations; document findings and recommend appropriate corrective action. Serves as a resource and advisor on the interpretation and administration of collective bargaining agreements, grievance procedures, and labor‑management relations. Partners with Legal Counsel and Labor Relations on grievance responses, arbitrations, unfair labor practice charges, and meet‑and‑confer obligations as needed. Assists with policy development, interpretation, and implementation. Maintains confidential employee records and documentation in accordance with applicable laws and organizational standards. Employee Engagement Designs, coordinates, and evaluates employee engagement initiatives, recognition programs, and workforce morale efforts that reflect Kern Medical’s values and culture. Administers and analyzes employee engagement and satisfaction surveys; develop action plans based on findings and present results to HR leadership and department managers. Manages the full employee engagement survey cycle, including planning and communications to maximize participation, overseeing data collection and results analysis, and facilitating the organization‑wide action planning process to ensure meaningful follow‑through at the department and enterprise level. Collaborates with department leaders and HR team members to identify and address barriers to employee retention, satisfaction, and organizational belonging. Supports onboarding, orientation, and new employee integration programs to foster early engagement and cultural alignment. Tracks and reports engagement metrics, turnover data, and related workforce indicators to inform HR strategy and organizational decision‑making. Special Projects Management Leads or supports HR‑related special projects, including process improvement initiatives, system implementations, policy reviews, and organizational change efforts. Develops project plans, timelines, and status reports; coordinate with internal stakeholders and external partners to ensure successful and on‑time delivery. Supports accreditation activities, regulatory compliance reviews, audits, and other HR operational projects as assigned. Prepares reports, presentations, and recommendations for HR leadership and organizational stakeholders related to assigned projects and functional areas. Partners with operational leaders to balance employee support with staffing and patient care needs. Promotes consistent application of policies and procedures across the organization. Trains managers and supervisors on HR policies, employment laws, accommodations, attendance management, employee engagement, and return‑to‑work practices. Serves as a resource to HR staff and cross‑functional stakeholders. Additional Duties Performs other job‑related duties as required. Employment Standards Education Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Public Administration, or a related field from an accredited college or university. Additional relevant experience may be substituted for the education requirement. Experience Minimum of five (5) years of progressively responsible Human Resources experience. Minimum of two (2) years of experience in one or more of the following: leave administration, disability accommodation, workers’ compensation coordination, return‑to‑work programs, employee and labor relations, employee engagement, or HR project management. Experience in a hospital, healthcare, public sector, unionized, or complex regulated environment. Licenses/Certifications PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred. Valid California Driver’s License may be required. Knowledge of Federal and California employment laws, including FMLA, CFRA, ADA, FEHA, PDL, NLRA, workers’ compensation, and applicable provisions of the California Labor Code. Return‑to‑work, transitional duty, employee engagement, and labor relations program administration. Human Resources principles, practices, and employee relations techniques, including employee experience and recognition programs. HRIS systems, leave tracking systems, project management tools, and Microsoft Office applications. Healthcare workforce operations and staffing challenges preferred. Ability to: Interpret and apply complex laws, regulations, policies, and labor agreement provisions. Handle highly confidential and sensitive matters with professionalism and discretion. Exercise sound judgment and independent decision‑making. Manage multiple priorities and complex cases simultaneously. Build collaborative relationships with leaders, employees, physicians, and external partners. Communicate effectively both orally and in writing. Analyze data and prepare reports and recommendations. Employees must maintain all health requirements designated by Kern Medical. Supplemental : Dependent upon assignment, applicants may be required to pass an extensive background investigation and be fingerprinted. Disqualification for felony, misdemeanor, and traffic offenses will be assessed on a case‑by‑case basis. All Kern Medical employees are designated “Disaster Service Workers” through state and local laws (CA Government Code Sec. 3100-3109 and Ordinance Code Title 2 - Administration, Ch. 2.66 Emergency Services.) As Disaster Service Workers, all county employees are expected to remain at work, or to report for work as soon as practicable following a significant emergency or disaster. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr