Job Title:

Human Resource Manager Starting date: October 2026

Department:

Administration Hours:

Mon-Fri (occasional evenings and weekends) Reporting to: Executive Director Employment type: FTE /Exempt (final classification subject to PEO & California employment-counsel review) Salary range Posted range $78,000-$90,000/yr Organization Overview Restorative Partners, Inc. (RP) is a nonprofit that transforms lives impacted by crime through healing services and relationships — offering restorative justice, reentry, housing, recovery, and community-based support. Grounded in dignity, accountability, equity, and belief in people's capacity to change, RP holds that violence is never the answer and that every person deserves respect, healing, and restoration through education, love, and compassion. RP carries out this mission across multiple programs, residential settings, public contracts, and grants in San Luis Obispo County and beyond. Restorative Partners is an equal opportunity employer and does not unlawfully discriminate on the basis of race, creed, national origin, disability, sex, gender identity, marital status, age, or any other protected status covered by federal or state law. Position Overview The Human Resources Manager is RP's senior operational HR professional and internal-control owner for workforce administration, leading compliant, timely, trauma-informed, and mission-aligned people operations across the full employee lifecycle. The role translates California and federal employment requirements, funder conditions, and organizational policy into reliable practices for managers and staff, and serves as principal liaison to RP's PEO, payroll/benefits partners, legal counsel, insurers, and program leadership — working closely with Finance, Operations, Compliance, and program teams to keep personnel documentation, labor-cost support, and training/credential records audit-ready. Essential Roles & Responsibilities 1. HR Leadership & Internal Controls — Maintain an annual HR compliance calendar (payroll, notices, training, benefits, credentials, file reviews, workers' comp, IIPP, grant deliverables); build SOPs and evidence-retention standards with proper segregation of duties; advise the ED on workforce risk; keep an executive HR dashboard; lead self-audits and respond to funder/insurance/audit inquiries. 2. Employment-Law Compliance — Ensure wage-and-hour compliance (classification, overtime, meal/rest periods, timekeeping, pay statements, final pay); administer EEO, anti-harassment, accommodation, and investigation processes with counsel/PEO support; coordinate leave programs (CFRA, FMLA, PDL, sick leave, workers' comp, PFL); maintain notices, postings, and I-9 records; works collaboratively with the F&O Director the rollout of RP's Injury, Illness and Prevention Program (IIRP), safety training, and incident/workers' comp reporting. 3. Recruitment & Workforce Planning — Lead full-cycle recruitment: compliant job postings, inclusive outreach, applicant-flow tracking, screening coordination, structured interview practices, reference/background-check coordination, candidate communications, offer documentation, and onboarding readiness as well as partner with leadership and Finance on staffing forecasts and budget/grant alignment; lead full-cycle, compliant recruitment through offer and onboarding readiness; maintain defensible job descriptions; ensure hiring/screening is lawful and appropriate for work with justice-involved and vulnerable populations; build succession and cross-training plans for critical roles. 4. Onboarding, Performance & Separation — Responsible for a documented onboarding workflow (offer, PEO/payroll enrollment, I-9, access, training, 30/60/90-day plan); administer a consistent performance management framework (reviews, coaching, corrective action); lead offboarding/separation controls (final pay, benefits notices, exit interviews, access/property return, records retention); support a respectful, restorative workplace culture and prompt escalation of risk concerns. 5. Payroll, Benefits & PEO Administration — Serve as primary liaison to RP's PEO (e.g., Insperity) for data, benefits, timekeeping, and payroll processing; coordinate biweekly payroll with Finance; maintain audit-ready reconciliation across payroll, timekeeping, HRIS, and grant-cost allocation; administer benefits enrollment, workers' comp, and unemployment response; train and ensure supervisors understand timekeeping, attendance, approval, overtime and leave documentation. 6. Program Workforce & Personnel Compliance — The HR Manager maintains the personnel-compliance foundation supporting RP's public and private funding portfolio — including county, state, federal, managed-care, and correctional/community partner agreements — by tracking required positions, qualifications, credentials, training, and background/clearance conditions for staff across RP's service areas (restorative justice, reentry, CalAIM, substance-use recovery, housing, BSCC programs, and related contracts); coordinating and maintaining program-specific employment files (licensure, CPR/First Aid, mandated-reporter, trauma-informed care, and other required training); and supplying the HR components — staffing plans, org charts, job descriptions, personnel rosters, and training records — for grant applications, monitoring visits, and audit responses, while partnering with Finance/Compliance, which owns cost-allocation, time-and-effort reporting, and correction of any payroll or personnel-cost errors. 7.Training, Credentialing, and Workforce Readiness — The HR Manager operates a centralized learning and credential-tracking system — with automated reminders and escalation — to manage mandatory organization-wide and program-specific training, maintaining completion evidence for requirements such as anti-harassment prevention, workplace safety/IIPP, First Aid/CPR, mandated reporting, confidentiality/privacy and

HIPAA/42 CFR

Part 2 awareness, ethics and professional boundaries, cultural responsiveness, and trauma-informed practice; develops manager toolkits and delivers training on documentation, interviews, timekeeping, leave referrals, accommodations, performance management, corrective action, incident response, and respectful workplace expectations; and coordinates with program leaders to confirm training content, frequency, and documentation meet current contract, licensing, payer, insurer, or partner requirements before staff are assigned to restricted duties. 8. Employee Relations & Risk Response — Triage employee-relations concerns with impartial, trauma-informed practice; coordinate workplace investigations and document findings/corrective actions; partner with leadership on critical incidents affecting staff, clients, or facilities; serve as a trusted HR access point while reinforcing supervisory channels and non-retaliation expectations. Other duties as assigned Required Qualifications Bachelor's degree in HR, Business/Public Administration, or related field, or equivalent combination of education and progressively responsible HR leadership experience. 5+ years of progressively responsible HR experience, including California employment-law compliance, payroll/timekeeping oversight, benefits/PEO administration, employee relations, and personnel-file management. Nonprofit, social-services, health/human-services, or government-contracted workforce experience strongly preferred. Professional HR certification (SHRM-CP/SCP, PHR/SPHR, or comparable) strongly preferred; California-focused certification a plus. Demonstrated ability to interpret complex requirements, build repeatable controls, maintain sensitive records, and communicate clear guidance to managers and staff. High proficiency with HRIS, payroll/timekeeping systems, Microsoft Office, Google Workspace, and secure records management. Preferred Qualifications Experience with a PEO (e.g., Insperity), grant-funded payroll allocation, cost-reimbursement documentation, and audit/monitoring preparation. Experience serving justice-involved, behavioral-health/recovery, housing/residential, or other vulnerable populations. Bilingual English/Spanish. Experience with workforce data analysis, HR dashboards, credential tracking, and policy development. Core Competencies California employment-law judgment and operational rigor

• Discretion, confidentiality, and ethical decision-making
• Systems thinking and documentation discipline
• Equity, cultural humility, and trauma-informed communication
• Sound judgment under time pressure
• Collaborative partnership with Finance, Operations, program leaders, PEO partners, and outside counsel
• Ability to convert legal/contractual requirements into clear manager and employee actions.

Physical, Schedule & Employment Requirements Primarily in-person with local travel among RP offices, program locations, and partner sites; occasional evenings/weekends for onboarding, training, or incident response; valid California driver license, reliable transportation, and ability to meet RP's insurance requirements; successful completion of background, reference, and clearance requirements per law, funder terms, and policy; ability to maintain strict confidentiality and secure handling of personnel, medical, payroll, and investigation records. Performance Measures (First 12 Months) 100% of active personnel files meet RP's file-completeness checklist or have a documented remediation plan. Payroll submitted on time each pay period; exceptions resolved within internal deadlines. A current workforce compliance matrix covers all active restricted funding sources, reviewed quarterly with Finance and program leadership. Mandatory training/credential completion meets internal targets and funder requirements; expirations escalated before lapse. Job descriptions and core HR policies reviewed/updated on a defined annual cycle or sooner as law/contract requirements change. Quarterly HR compliance dashboard and risk report delivered to executive leadership with owners and due dates.

Pay:

$78,000.00 - $90,000.00 per year

Benefits:

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

Work Location:

In person