Divisional Human Resources Administrative Assistant

Job Description

Job Description

OVERVIEW:

This position reports directly to the Divisional Human Resources Director and provides administrative and operational support to the Human Resources Department. Responsibilities include coordinating employee evaluations, supporting compliance initiatives, assisting with training programs, and maintaining HR operations in alignment with departmental goals. The role also helps ensure regulatory compliance, maintains HR systems and records, and coordinates a variety of HR-related activities and processes.

DUTIES AND RESPONSIBILITIES:

• Oversee employee evaluations, including 30-,60-,90-day, and annual reviews
• Manage annual MVR trainings for employees and volunteers
• Coordinate HR events, including scheduling staff meetings and sending email communications
• Serve as the overall support for the GSDHQ human resources team in advancing HR initiatives and organizational goals
• Conduct regular audits of HR practices, policies, and procedures to ensure compliance and reduce risk
• Maintain and update HR SOPs, policies and procedures to align with regulations and organizational changes
• Maintain TSA HR Website
• Manage ordering of DHQ HR office supplies
• Monitor compliance with federal, state, and local labor laws, including nonprofit-specific regulations
• Serve as the primary point of contact for external audits, inspections, or investigations
• Develop, deliver, and track employee training programs, including required compliance training
• Partner with hiring managers and HR staff to identify training needs based on performance trends and compliance requirements
• Provide guidance and training to staff on HR policies and best practices
• Assist HR generalists as needed during absences
• Maintain and manage employee files in both UKG and shared drives, ensuring all records are complete, accurate, and properly stored
• Oversee the Kettle Season process, including training, background checks, payroll matters, and other related tasks
• Other related duties as required

EDUCATION AND EXPERIENCE:

• High School Diploma or equivalent (required)
• CA driver’s license (required)
• AA degree or equivalent (preferred)
• Experience working in human resources

SKILLS AND ABILITIES:

• Bilingual in Spanish or Chinese (preferred)
• Ability to lead
• Great communication skills
• Team player
• Knowledge of federal, state, and local labor regulations, including those specific to nonprofit organizations

EQUIPMENT USED:

• Modern Office Equipment and Relevant Software

PHYSICAL REQUIREMENTS:

• Ability to lift up to 25 lbs. (usually file boxes)

ADA Statement:

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.

Acknowledgment of Religious Purposes of The Salvation Army:

The employee acknowledges that he/she has been informed and understands The Salvation Army’s religious purpose and status as a church. The employee agrees that he/she shall do nothing to his/her relationship with The Salvation Army as an employee to undermine its religious mission. The employee agrees and understands that his/her services are a necessary part of The Army’s religious purposes and his/her work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army’s religious purposes.

At-Will:

I hereby understand and acknowledge that, unless otherwise defined by applicable law, any employment relationship with this organization is of an “at will” nature, which means that the Employee may resign at any time and the Employer may discharge the Employee at any time with or without cause. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.