Find & Apply For Human Resources Manager Jobs in Atascadero, California

HUMAN RESOURCES MANAGER

Department:

Human Resources Reports To:

President/Owner Location:

Atascadero, California Status:

Full-Time, On-Site Compensation:

$90,000-$105,000 annually, depending on experience Position Summary The Human Resources Manager serves as the primary in-house human resources professional for Avila Traffic Safety and is responsible for leading and managing the company's HR function. Reporting directly to the President/Owner and working as a member of the management team, the HR Manager provides professional guidance to ownership and managers regarding employee relations, employment practices, compliance, recruiting, performance management, employee development, compensation and benefits, and workplace culture. This is an HR Department of One position requiring both strategic thinking and hands-on HR management. The HR Manager supervises designated administrative staff and coordinates with outside service providers and consultants supporting payroll, safety and other specialized functions. The successful HR Manager will develop a thorough understanding of Avila Traffic Safety's operations, employees and culture; establish credibility and trusted relationships throughout the organization; and progressively assume responsibility for day-to-day HR guidance and decision support. Essential Responsibilities HR Leadership and Management Partnership Serve as the company's primary professional resource for human resources matters. Participate as a member of the management team and bring an HR perspective to organizational decisions. Serve as a trusted HR advisor to the President/Owner, Operations Manager and other managers. Provide clear, practical and well-supported recommendations regarding employee and organizational issues. Help establish appropriate HR roles, responsibilities, systems and decision-making processes. Identify emerging workforce issues and recommend proactive solutions. Develop relationships and credibility with administrative, management and field employees. Coordinate appropriately with outside HR, legal, payroll, safety and other professional resources. Employee Relations Serve as a primary resource for employee questions, concerns and workplace issues. Coach and advise managers regarding performance, attendance, conduct, interpersonal conflict and other employee matters. Promote fair, consistent and respectful application of company policies. Guide disciplinary and corrective-action processes. Conduct or coordinate appropriate workplace investigations. Provide guidance and support regarding employee separations and terminations. Ensure appropriate documentation of employee-relations matters. Recognize recurring patterns or organizational issues and recommend solutions. Compliance and HR Risk Management Maintain current working knowledge of applicable federal, California and local employment laws and regulations. Ensure HR policies and practices are compliant and consistently administered. Maintain and update company policies, procedures and employee handbook provisions as appropriate. Ensure compliance with applicable union agreements. Maintain accurate and confidential employee records. Coordinate required HR audits and documentation. Oversee leave administration and attendance practices. Track required employee licenses, certifications and renewals, including applicable DMV Pull Program requirements. Recognize situations requiring specialized legal or professional expertise and engage appropriate resources. Recruitment, Hiring and Onboarding Oversee the company's recruitment and selection processes. Partner with managers to determine staffing needs and job requirements. Develop and maintain accurate job descriptions. Develop recruitment advertisements and coordinate job postings. Establish effective screening and interviewing practices. Support managers in candidate evaluation and selection. Oversee pre-employment and onboarding processes. Ensure new employees receive an organized and welcoming introduction to the company. Evaluate recruitment and retention trends and recommend improvements. Performance Management and Management Development Lead and continuously improve the company's performance management practices. Coach managers in establishing expectations, providing feedback and addressing performance concerns. Support consistent documentation and follow-through on employee performance issues. Identify management and employee development needs. Coordinate appropriate training and professional development. Help managers strengthen their leadership and people-management capabilities. Compensation, Benefits and HR Administration Provide HR oversight of employee compensation practices. Monitor compensation practices for internal consistency, market competitiveness and legal compliance. Oversee employee benefit administration in coordination with designated administrative staff and outside providers. Serve as the HR liaison with the company's outsourced payroll provider. Coordinate workers' compensation matters with the company's Safety Officer and appropriate outside resources. Clarify responsibilities and establish accountability among employees, consultants and vendors involved in HR-related processes. Workers' Compensation and Safety Partnership Take primary HR responsibility for the effective management and coordination of workers' compensation claims. Manage workplace injury claims from initial reporting through resolution, ensuring timely documentation, communication and follow-through. Coordinate effectively with injured employees, supervisors, the company's Safety Officer, insurance/carrier representatives, medical providers and other appropriate resources. Maintain accurate workers' compensation records and ensure required reporting and documentation are completed in a timely manner. Manage return-to-work and modified-duty processes in collaboration with employees, managers, medical providers and other appropriate partners. Maintain appropriate communication with employees throughout the workers' compensation process and help ensure employees understand expectations, available resources and next steps. Monitor open claims and proactively follow up to support appropriate and timely resolution. Review workers' compensation trends and identify recurring injuries, claim patterns or workplace issues that may warrant management attention. Partner closely with the Safety Officer and operational leadership to connect workers' compensation experience with injury prevention and workplace safety initiatives. Provide management with appropriate information regarding workers' compensation trends, costs, risks and opportunities for improvement. Maintain current knowledge of California workers' compensation requirements relevant to the HR function and recognize situations requiring specialized professional, insurance or legal expertise. Employee Engagement and Workplace Culture Help foster a positive, respectful, safe and accountable workplace culture consistent with Avila Traffic Safety's mission and values. Maintain awareness of employee morale and workplace climate. Identify opportunities to strengthen communication and employee engagement. Develop and oversee employee recognition initiatives. Recommend and coordinate employee gatherings, events and culture-building activities as appropriate. Seek employee feedback and identify opportunities to strengthen the employee experience. Help build strong connections among field employees, administrative staff and management. Administrative Team Supervision Provide direct supervision to designated administrative employees. Establish clear responsibilities, priorities and performance expectations. Coach employees and provide ongoing feedback. Conduct performance discussions and address performance concerns as appropriate. Review and approve timecards for assigned employees. Delegate appropriate administrative responsibilities and monitor completion. Develop administrative staff capability and promote effective teamwork. Qualifications Bachelor's degree in Human Resources, Business Administration or related field preferred, or equivalent combination of education and relevant experience. 7+ years of progressively responsible human resources experience preferred. Broad HR generalist experience across multiple functional areas. Significant employee relations experience, including performance management, discipline, investigations and terminations. Demonstrated knowledge of California and federal employment laws. Experience advising and coaching managers. Supervisory or leadership experience. Experience working independently as a senior HR resource strongly preferred. Experience in a privately held, family-owned, construction, transportation, field-service or similar operational organization is desirable. SHRM-CP, SHRM-SCP, PHR or SPHR certification preferred. Core Competencies Professional Judgment — Evaluates complex employee situations, considers risk and organizational needs, and provides sound recommendations. Credibility and Influence — Establishes trust and effectively influences decisions through expertise, relationships and sound reasoning. Courageous Communication — Willing to raise concerns, provide an alternative perspective and respectfully challenge decisions when HR expertise or organizational interests require it. Relationship Building — Develops productive relationships with ownership, managers, administrative staff and field employees. Independent HR Leadership — Takes ownership of the HR function, recognizes issues requiring attention and moves matters forward without waiting for direction on every decision. Practical Problem Solving — Develops solutions appropriate for a growing, privately held operational business rather than applying HR practices mechanically. Confidentiality and Integrity — Handles sensitive information and employee matters with discretion, fairness and professionalism. Adaptability — Effectively balances established organizational practices with opportunities to introduce new systems, structure and professional HR practices.

Pay:

$90,000.00 - $105,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance

Work Location:

In person