Human Resources Manager

Location: North Campus Administration - Hybrid (Vista, CA) Salary: $75,000 to $90,000 (DOQ/E) 52 Weeks

DEFINITION

Under direction, performs a variety of highly responsible professional, technical and analytical activities in support of MAAC’s human resources programs in assigned areas of functional responsibility (Labor and Employee Relations, Recruitment / Onboarding, HR Data Analytics, Compliance, and Compensation), and performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS

The Human Resources Manager is a seasoned professional in multiple functional areas of human resources. The incumbent provides effective coaching to managers, supervisors and employees, performs responsibilities with independence and confidentiality, supervises other professional and support staff, and may serve as the Human Resources Director in his/her absence. This exempt, at‑will position requires complex work requiring broad depth of professional knowledge gained through continuing professional development, education, certification, and/or experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Ensures compliance with applicable federal, state and local laws, regulations and guidelines and management adherence to established labor contracts and MAAC policies and procedures; advises managers and supervisors on employee relations and discipline processes; researches best practices and develops implementation strategies; guides program managers with corrective action and discipline; facilitates dispute resolution; conducts workplace investigations and prepares findings with recommendations; schedules. Interprets policies, procedures, regulations and labor contract provisions; provides guidance and assistance to management and employees on a wide variety of human resources issues and concerns; accurately responds to requests for HR information. Assists in developing strategies to meet department HR challenges; assesses and recommends plans; reviews organizational structure and job designs; identifies improvement opportunities; assists managers in workforce strategies; advises on the impact of changing job assignments, restructuring units, temporary staff, and vacancies; develops policies for legislation changes; evaluates and streamlines department procedures; schedules recurring meetings with program managers; attends meetings, conferences and training sessions; conducts special projects and performs related duties as assigned. Collaborates with assigned programs and Recruitment Manager to analyze workforce needs, conduct position classification and compensation studies; audit job descriptions and class specifications; recommend classifications; design and conduct surveys and studies related to compensation; recommend pay structure changes. Leads assigned HR team; ensures accuracy, timely communication, workload distribution, capacity, and performance standards.

QUALIFICATIONS AND SKILLS

Knowledge of: Principles, practices and techniques of human resource management, including recruitment, HRIS, EEO/affirmative action, classification, compensation, benefits, Workers’ Compensation, employee and labor relations, employee development, performance planning and appraisal. Effective leadership, management, and communication practices. Employee and labor relations, including negotiations and contract administration. Administrative principles and methods, including goal setting, program development and implementation. Federal, state and local laws, regulations and court decisions applicable to HR and employee relations. Trends in HR program development, research methods, data analysis techniques and effective business communication. Human Resource Information Systems, automated reporting, and standard business computer software (Word, Excel, PowerPoint, Outlook). Ability to: Design, implement and utilize data gathering and reporting procedures, including those available through HRIS. Gather data, analyze problems, evaluate alternatives, and make recommendations using research methods. Understand, interpret, explain and apply HR policies, procedures and legislation. Exercise independent judgment and initiative within guidelines. Present proposals and recommendations clearly and logically; communicate effectively orally and in writing. Represent MAAC in dealings with managers, employees and labor representatives on HR issues. Prepare clear, concise, accurate, and persuasive reports, correspondence, studies, and other written materials. Develop methodological protections for confidential information. Establish effective relationships with managers, supervisors, employees, labor representatives, community organizations, compliance agencies, and others.

EDUCATION/EXPERIENCE/CERTIFICATION

A typical path includes a bachelor’s degree in business administration, human resources, psychology or a related field, plus at least three years of progressively responsible HR management experience—or an equivalent combination of training and experience. Experience in organizations with labor unions and/or in a non‑profit setting is preferred. SHRM or HRCI certifications are strongly preferred. Bilingual in English and Spanish is preferred.

VALUE-BASED BEHAVIORS

Listens attentively to others and asks clarifying questions to gain a better understanding of viewpoints and assumptions. Works effectively in a team environment, actively participates in joint problem solving, and willingly cooperates with coworkers. Identifies and takes advantage of opportunities for personal and professional development. Attends work consistently and punctually, arrives prepared to meetings, honors work commitments, follows through, and meets deadlines. Honors the private and confidential matters of coworkers, protecting the proprietary information of MAAC systems. Follows rules, regulations, and policies; positively contributes to implementing changes. Deals with issues directly, respectfully, and timely; focuses on resolving the issue while not criticizing the person.

HEALTH STATUS

Must have a physical examination, TB clearance and a drug screen by a designated doctor/clinic, and provide immunization records for influenza, pertussis, and measles as required by state and federal regulations before the first day of employment.

PHYSICAL AND MENTAL DEMANDS

Physical Demands: Regularly required to stand, walk, sit, talk or hear both in person and by telephone, use hands to handle objects, reach with arms, stoop, kneel, bend, crouch or crawl, climb or balance, and lift up to 50 pounds. Vision: close, distance, depth perception, color vision, and ability to adjust focus. Mental Demands: Regularly required to use written and oral communication skills; read and interpret information; analyze and solve problems; observe and interpret people and situations; use basic math; learn and apply new information or skills; work under intensive deadlines and interact with management, administrators, staff, teachers, parents, family members, children, and others.

BACKGROUND CLEARANCE

All positions are subject to a background and education check, DMV check, NSOR, exclusion and debarment checks before hire and periodically thereafter as required by funding sources. California Start law requires background criminal checks for anyone working in a licensed childcare facility who is not a client. Must have or obtain a current criminal background check clearance, signed criminal record statement, and signed Acknowledgement to Report Child Abuse form before the first day of employment.

TRANSPORTATION

Must have and maintain a valid California driver’s license, daily use of a personal insured vehicle, and a motor vehicle driving record acceptable to MAAC’s insurance carrier. Incumbents will be enrolled in the California DMV Pull Program. #J-18808-Ljbffr MAAC (Metropolitan Area Advisory Committee