HR - Training Specialist

Title: Human Resources - Training Specialist

Reports to: Director of Human Resources

Department: Human Resources

Location: 5350 Machado Road, Culver City, CA 90230

FLSA Status: Exempt

Compensation: $72k-$80k annual

Program Hours: Monday – Friday, 8:30 am to 5:00 pm

Supervisory Responsibility: None

Position Summary

The HR – Training Specialist plays a key role in supporting day-to-day HR operations, including employee training, employee relations, benefits, and compliance. This position works closely with employees and leaders to ensure a smooth and consistent HR experience across the organization. This position assists the Director of Human Resources with developing and implementing employee training programs. The position is approximately 75% HR Generalist and 25% Training Specialist.

Essential Duties and Responsibilities

• Maintains knowledge of industry trends and makes recommendations to the Management Team for improvement of the organization’s policies, procedures, and practices on personnel matters. Responsible for drafting and shaping policy updates for review and submission to the HR Director or COO.

• Serves as a resource to leadership on performance management processes, including coaching, counseling, and progressive discipline.

• Conducts and facilitates new hire orientation by presenting on organizational policies, procedures, benefits, and workplace culture to ensure a consistent onboarding process.

• Oversees and maintains accurate records related to employee benefits enrollment and personnel transactions, including hires, promotions, transfers, performance reviews, and separations —as well as the collection and reporting of workforce data to ensure compliance with internal policies and external reporting requirements, including government-mandated reporting.

• Manages and resolves complex employee relations issues, conducting thorough, objective investigations and recommending appropriate actions in consultation with the HR Director or COO.

• Interprets and applies HR policies and procedures, ensuring consistency and equal application across departments.

• Assists in administering the performance evaluation process in coordination with the HR Director and/or COO to ensure effectiveness, alignment with established metrics, and consistency in applying performance standards for all employees.

• Administers and monitors benefit programs such as health, life, dental and vision insurance, retirement plans (401k), vacation, sick leave, leaves of absence, and EAP and other benefit offerings; interface with third party administrators when employee issues arise related to benefits.

• Conducts and oversees investigations related to workplace injuries and accidents, oversees the dissemination of relevant documentation, coordinates treatment and reporting with the employee and their supervisor, and facilitates workplace accommodations as needed in consultation with the HR Director or COO.

• Manages the employee separation process including the coordination of exit documentation, final pay, benefits continuation (COBRA), and required notices; ensures compliance with state and federal regulations while supporting a positive offboarding experience.

• Interfaces with the Payroll department to review and verify approvals related to employee absences, including sick time, vacation requests, and leaves of absence, ensuring accurate, timely processing, and appropriate payment for employees.

• In coordination with the HR Director, assesses training and development needs through surveys, interviews, focus groups and communication with internal stakeholders.

• Creates, organizes, plans and presents various forms of onboarding, orientation, and skills training for employees and customers.

• Develops unique training programs to fulfill employee specific needs to maintain or improve job skills.

• Creates and/or acquires training procedure manuals, guides and course materials.

• Presents training and development programs using various forms and formats including group discussion, lectures, simulations and videos.

• Evaluates program effectiveness through assessments, surveys and feedback.

Other Duties

• Comply with ECF’s Injury and Illness Prevention Program. Ensure safe use and operation of tools and/or equipment.
• Comply with ECF’s policies and procedures, including mandated reporting requirements.
• Observe regular, on-site work hours and represent the HR Department throughout the organization.
• Perform other duties as assigned by the Director of Human Resources or executive leadership.
• Collaborate with payroll, finance, and other departments to ensure smooth HR-related operations.

Qualifications

Education/Licenses/Certifications: Bachelor’s degree in human resources or related field.

Experience: Minimum 2-3 years of experience as an HR Generalist with in-depth knowledge of labor and employment law, including Title VII, leave of absence, benefits, employee relations and related workplace equity and anti-discrimination regulations.   At least 2-3 years of experience creating, developing and implementing employee training programs.

Knowledge/Abilities/Skills:

• Knowledge of state and federal requirements related to employment.
• Knowledge of HR practices, functions, and best practices
• Excellent writing and verbal communication skills.
• Highly organized with the ability to manage multiple projects simultaneously while being flexible as needs change
• Remarkable organizational and conflict management skills.
• Strong technical/computer skills.

Requirements

• Driving is an essential function of this position. Proof of valid California driver’s license, reliable transportation, evidence of state-mandated car insurance, and insurable driving record are required. While driving for work, should a need arise, the employee’s insurance is deemed primary and ECF’s coverage is secondary.
• Driving Disclaimer- Employees driving for company business must maintain a clean record and operate vehicles safely and responsibly. Company vehicles will be monitored and activity recorded. Violations of the driving policy may result in disciplinary action, including suspension of driving privileges, reassignment, or termination.
• Provide evidence of a negative TB test initially and every three years thereafter.

Work Environment

Work site is located in a building shared with a school for students (grades K–12 th ) who have varying degrees of learning, behavioral, emotional, and developmental disabilities. Employees may encounter students who are in crisis, exhibiting emotional/psychological distress, or behaving in an aggressive manner. Environment may include frequent interruptions, loud noise, odors, varying indoor temperature, and drafts.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential responsibilities and functions of the job and are not meant to be all inclusive. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential responsibilities and functions of the job.

• Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, and to attend meetings at various sites.
• Ability to lift and carry materials weighing up to 10 pounds.
• Ability to read printed materials and a computer screen.
• Ability to communicate in person and over the telephone.

Equal Opportunity Employer

Exceptional Children’s Foundation is an equal opportunity employer.  We are on a mission to support independence, belonging and community. We strive to build a culture that is safe, respectful, fair, and supportive for all employees. We are proud to employ people of all backgrounds who possess the talent, energy, and focus to accelerate our vision forward.

At-Will Statement

Employment with Exceptional Children’s Foundation, aka ECF is at-will employment which means that ECF or the employee may terminate the employment relationship at any time, with or without cause, and with or without advance notice. ECF holds the right to modify the terms of employment, including but not limited to, job descriptions, duties, schedules, compensation, work locations, procedures, guidelines, practices or employee benefit programs with or without advance notice. I acknowledge and understand that the at-will nature of my employment relationship with ECF can only be changed by an express written agreement signed by the President/CEO of ECF and me.