Senior Human Resources Partner

Description Equitable and Inclusive Hiring at Disability Rights California (DRC) At Disability Rights California (DRC), we are committed to creating an equitable, accessible, and inclusive experience for all applicants. Below, we’ve outlined important details to ensure you feel fully supported throughout the hiring process. Examples of reasonable accommodations include: American Sign Language (ASL) interpretation Alternative formats for interview materials (e.g., large print, Braille, digital files) Interview questions are provided prior to the interview Extended interview time A quiet or distraction-free interview setting Adjustments to the interview format for accessibility (e.g., pinning participants,) Assistance with reading or note-taking during interviews

LOCATION:

Los Angeles, CA or Sacramento, CA

EMPLOYMENT STATUS:

Exempt; Regular; Full-time

SALARY INFORMATION:

Band 9: $82,020.00 - to $98,817.00 As part of our commitment to internal equity, salary offers are determined through a structured analysis that considers each candidate’s relevant education and years of substantially similar experience for the position. We review the candidate’s resume to assess relevant experience in relation to current employees in comparable roles. This process ensures our compensation decisions are fair, consistent, and aligned with organizational equity standards.

EXCELLENT BENEFITS

8% Match – 401K Health benefits (HMO options) Additional Benefits: dental, vision, basic life insurance, short-term and long-term disability insurance, flexible spending accounts (medical, dependent care and commuter). Health Reimbursement Accounts for some HMO Plans. Pet Insurance, Employee Assistance Program, Teladoc We offer ample vacation, Sick / Self Care time and holidays (including the last week in December) We are a Public Service Loan Forgiveness (PSLF) - eligible employer.

INTERNAL CANDIDATE ELIGIBILITY

Regular employeeslocated in Los Angeles, CA or Sacramento, CA Meet the minimum requirements of the position for which they are applying Employed for more than 6 months In good standing

APPLICATION DEADLINE:

Open until filled. Applications should be received by 5:00pm on September 17, 2026 to be considered for the first round of interviews. Resume and cover letter are reviewed and required. Incomplete applications will not be considered.

WHO WE ARE

Disability Rights California (DRC) defends, advances, and strengthens the rights and opportunities of people with disabilities. DRC works for a world where all disabled people have power and are treated with dignity and respect. In this world, people with disabilities are supported, valued, included in their communities, afforded the same opportunities as people without disabilities, and make their own decisions. DRC values all forms of human diversity. We are committed to a culture of belonging where all people are welcome. In order to be effective advocates for all people with disabilities, we must address discrimination in all its forms, including the unique challenges faced by people who experience the intersection of multiple systems of discrimination. UNIT Administrative Unit / Human Resources

POSITION SUMMARY

The Senior Human Resources Partner (Sr. HRP) serves as a trusted advisor and partner to employees and leaders. The Sr. HRP provides recruitment, onboarding, employee relations, compliance, performance management, employee development, offboarding, and Human Resources Information System (HRIS) support. The Sr. HRP partners closely with supervisors, managers, and directors to support organizational goals, build employee engagement, and promote a positive workplace culture. This position may directly supervise up to two Human Resources team members and is responsible for supporting their recruitment, training, development, performance, and retention.

JOB RESPONSIBILITIES

Essential Duties and Responsibilities Essential functions are the job responsibilities an employee must be able to perform, with or without reasonable accommodation. The Senior Human Resources Partner essential functions include: Employee and Manager Partnership Serve as the primary Human Resources contact for assigned unit(s). Provide guidance to supervisors, managers, and directors regarding employee performance, engagement, and workplace issues. Support workforce planning and organizational effectiveness initiatives. Assist managers with performance discussions, feedback, and documentation. Partner with leaders to develop strategies that attract, engage, develop, and retain employees. Support employee engagement and retention efforts. Promote and enforce consistent application of policies, procedures, and employment practices. Talent Acquisition and Recruitment Lead full-cycle recruitment for exempt and non-exempt positions. Partner with hiring managers to develop recruitment strategies and workforce plans. Create and maintain job descriptions and job postings. Manage candidate sourcing, screening, interviewing, selection, and onboarding activities. Develop diverse talent pipelines and community partnerships. Track recruitment metrics and identify opportunities to improve the candidate experience. Support employee retention by helping leaders attract and hire qualified candidates who align with the organization's mission and culture. Employee Relations Provide guidance and consultation on routine employee relations matters. Respond to employee and manager questions regarding policies, procedures, and workplace practices. Conduct and document routine workplace reviews involving attendance concerns, performance issues, interpersonal conflicts, and policy interpretation. Support managers with coaching conversations, corrective actions, and performance improvement plans. Assist in resolving workplace concerns in a fair, timely, and consistent manner. Escalate complex or high-risk employee relations matters to Human Resources leadership as appropriate. Compliance and Policy Administration Ensure compliance with federal, state, and local employment laws and regulations. Maintain current knowledge of California employment laws and Human Resources best practices. Assist with policy development, implementation, and communication. Support leave administration processes and compliance requirements, including protected leaves and accommodations. Maintain accurate employee records and Human Resources documentation. Participate in audits and compliance-related activities as assigned. Human Resources Information Systems (HRIS) Administration Enter, maintain, and audit employee data in HRIS to ensure accuracy and completeness. Process employee status changes, new hires, transfers, promotions, compensation changes, and separations in the HRIS. Generate standard and ad hoc HR reports using HRIS data. Partner with payroll and other departments to ensure data integrity across systems. Troubleshoot routine HRIS issues and support employees and managers with HRIS-related questions. Maintain confidentiality and security of employee information within all HR systems. Supervision and Team Leadership May directly supervise up to two Human Resources employees, including an HR Partner and/or HR Coordinator. Participate in the recruitment, selection, onboarding, and training of Human Resources staff. Provide ongoing coaching, guidance, and performance feedback to direct reports. Support employee development and create opportunities for professional growth. Monitor workload distribution and ensure timely completion of assigned work. Foster a collaborative, employee-focused, and high-performing Human Resources team environment. Support retention efforts through employee engagement, recognition, and development initiatives. Human Resources Programs and Projects Support employee engagement and recognition initiatives. Participate in Human Resources projects and continuous improvement efforts. Assist with training, professional development, and leadership development programs. Support implementation of Human Resources initiatives that promote organizational effectiveness and employee engagement.

SUCCESS IN THIS ROLE

First 30 Days Builds rapport and trust with employees at all levels across California. Gains a strong understanding of DRC’s mission, values, policies, and trauma-informed HR practices. Learns the structure, needs, and culture of assigned unit(s) through introductory meetings and listening sessions. Becomes familiar with Paylocity, HRIS workflows, case management processes, and compliance requirements. Begins supporting routine HR inquiries with guidance from HR leadership. Demonstrates reliability in the hybrid schedule, including participation in the weekly anchor day. First 60 Days Independently manages routine HR tasks such as onboarding, offboarding, and HRIS updates. Begins taking the lead on lower-complexity employee relations matters using trauma-informed approaches. Provides early insights on unit-level trends, communication needs, and opportunities for process improvement. Takes lead recruiting efforts for assigned units, ensuring equitable and inclusive practices. Builds collaborative relationships with managers and becomes a trusted resource for policy interpretation. Participates in professional development opportunities supported by DRC, including leadership engagement series and HR education. First 90 Days Manages a full caseload of employee relations matters with minimal oversight, including documentation and recommendations. Demonstrates proficiency in Paylocity / HRIS reporting and contributes to monthly metrics and data-driven insights. Leads or co-leads components of onboarding or new hire orientation. Begins contributing to HR projects that influence policy, culture, and organizational effectiveness. Strengthens relationships with unit leadership and provides strategic HR guidance tailored to each unit’s needs. Shows consistent alignment with DRC’s values, commitments, and trauma-informed practices. One Year Is recognized as a strategic thought partner and trusted advisor to assigned units and HR leadership. Leads complex employee relations cases, investigations, and sensitive conversations with confidence and fairness. Influences policy development, culture-building initiatives, and organizational improvements through strategic HR partnership. Demonstrates HRIS data analysis and uses insights to recommend systemic improvements. Successfully supervises and develops direct reports, fostering engagement, accountability, and growth. Leads at least one major HR initiative that improves efficiency, compliance, or the employee experience. Actively contributes to a positive, inclusive, and equitable workplace culture across California. Demonstrates ongoing commitment to professional development through DRC-supported education and leadership learning. Requirements

REQUIRED EXPERIENCE

Minimum of four (4) years of progressively responsible Human Resources experience that includes recruitment, employee relations, manager coaching, talent management, Human Resources compliance, and HRIS administration. Progressive experience supporting supervisors, managers, and directors in a Human Resources Partner, Human Resources Generalist, or similar Human Resources role. Demonstrated experience leading full-cycle recruitment efforts for exempt and non-exempt positions. Experience advising managers on performance management, corrective action, employee development, and workplace concerns. Experience recruiting, training, developing, and retaining employees. Experience supporting employee relations matters and conducting routine workplace reviews. Demonstrated experience entering, maintaining, auditing, and reporting employee data within an HRIS. Payrol Experience using HRIS systems to support onboarding, employee changes, offboarding, reporting, and recordkeeping. Working knowledge of California #J-18808-Ljbffr Disability Rights California