Humane Resources Manager

Humane Resources Manager Humane Society of Sonoma County - 2.0 Santa Rosa, CA Job Details $79,000 - $91,000 a year 14 hours ago Benefits Health insurance Dental insurance Qualifications Affordable Care Act (ACA) HR policy development Google Workspace HIPAA compliance Handling wage garnishments FMLA Phone communication Employee grievance management State-specific regulations in benefits management Team leadership Anti-discrimination law Employee conduct policy development Health insurance policy knowledge HR analytics Regulatory compliance

HIPAA HR

legal compliance Metrics Reporting Trend analysis Employee data management Policy & process development ADA compliance Cultural competency Internal employee customer service Leadership equity initiatives Data management Continuous improvement Staff policy implementation Employee mediation Data interpretation

Full Job Description Mission Statement:

Committed to kindness in service to the community since 1931, the Humane Society of Sonoma County is a donor-supported safe haven for animals. Our mission is to transform animal welfare across Sonoma County through prevention, community veterinary care, and innovative sheltering, partnerships, and education. Our vision is a thriving community that celebrates the bond between animals and their people.

SUMMARY:

The HR Manager serves as a trusted partner and culture champion within the Humane Society of Sonoma County, providing comprehensive support across all areas of human resources for a multi-location nonprofit organization. While this role does not include direct supervisory responsibilities, the HR Manager plays a key leadership role by modeling organizational values, guiding staff and managers through policy and practice, and helping to foster an inclusive, engaged, and mission-driven workplace. This is a highly independent, hands-on role requiring a strong HR practitioner who can confidently manage day-to-day HR operations with limited administrative infrastructure and minimal day-to-day oversight. Responsibilities include employee relations, leaves of absence and accommodations, recruiting and onboarding, wage and hour compliance, benefits administration, policy interpretation, performance management support, and leadership coaching. The HR Manager serves as a critical resource to leadership and staff, balancing compassion and relationship-building with sound judgment, accountability, and operational excellence. This position is central to ensuring that people practices align with the organization's commitment to compassion, integrity, equity, inclusion, and excellence in serving animals and the community.

Key Responsibilities:

Employee Relations & Staff Culture Build positive, trust-based relationships with staff across all levels of the organization. Collaborate with leadership to foster a culture of appreciation, inclusion, and continuous feedback. Serve as a resource for employees and supervisors to resolve workplace issues, including investigations, navigating conflicts, and foster respectful, solutions-oriented communication, always in a fair and impartial manner. Identify and address barriers, and support initiatives that strengthen organizational culture, promote staff well-being, and build an inclusive environment. Serve as a resource for employees and managers regarding HR policies, benefits, conflict resolution, and workplace concerns. Support and advise in employee performance conversations, coaching, corrective actions, and terminations. Organize recognition programs and assist with internal communications like newsletters and culture-building events. Policy Development & Compliance Assist with the development, communication, and consistent application of HR policies and procedures. Maintain employee handbook and support policy and procedure development and implementation. Partner with leadership to ensure policies reflect organizational values and legal compliance, with attention to equity and accessibility. Monitor state and federal employment law changes and recommend updates as needed. Stay current on employment law and HR best practices; ensure organizational compliance. Support audits, employment verifications, and regulatory reporting as needed. Perform Background and referral checks. Recruitment & Onboarding Partner with hiring managers to design and carry out fair, inclusive recruitment processes. Draft and post job descriptions, screen candidates, and coordinate interview processes. Lead onboarding to ensure new hires feel welcomed, supported, and connected to the organization's mission and culture.

Refine full-cycle recruitment:

job postings, screening, interviews, and offers ensuring a smooth onboarding process for new hires. Coordinate onboarding and orientation programs; support new hire integration with 30-60-90-day touchpoints. Training & Development Support the design and delivery of training that equips staff and supervisors with the tools they need to grow and succeed. Help identify professional development opportunities and resources that align with both organizational needs and employee goals. Compensation & Benefits Support the administration of competitive compensation and benefits programs. Serve as a resource for employees navigating benefits, leave, and pay-related questions. Administer employee benefit plans (health, vision, dental, life, retirement). Manage open enrollment and ongoing benefits education. Manage and accurately track leaves of absence, workers' compensation, and unemployment/disability claims. Review timecards and report discrepancies. Ensure compliance with all federal, state, and local employment laws and recordkeeping requirements. HR Operations Maintain accurate HRIS records, personnel files, and related documentation. Ensure timely and accurate processing of changes such as promotions, wage adjustments, and separations. Track HR metrics to support decision-making and continuous improvement. Finance Support Review and assist with biweekly payroll in coordination with the Finance Team. Assist with annual financial and regulatory audits. Leadership Through Influence Act as a thought partner to managers and leadership, providing perspective and guidance on people-related decisions. Model transparency, fairness, and respect in all HR practices. Encourage and influence practices that align with organizational values, even when not in a direct leadership role. Partner with leadership to advance organizational goals around staff engagement, retention, and equity. Model compassionate, trauma-informed leadership and communication at all levels.

QUALIFICATIONS

Strong working knowledge of California labor laws and HR compliance. Bachelor's degree in human resources, Business Administration, or a related field preferred. 3-5 years of progressive HR experience in a Manager capacity; nonprofit experience highly valuable Professional certification such as PHR, or SHRM-CP preferred.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

Comprehensive knowledge of California labor and employment law including wage and hour regulations, leaves of absence (FMLA, CFRA, PDL, PSL, ADA/FEHA), meal and rest break compliance, and other state-specific requirements. Experience in working in lean or minimally structured HR environments and comfortable navigating change. Strong understanding of payroll compliance including wage and hour calculations, overtime rules, pay equity standards, wage garnishments, final pay requirements, and accurate recordkeeping practices. Benefits administration expertise across health, dental, vision, retirement, and supplemental plans, with knowledge of ACA, COBRA, HIPAA, and state-mandated benefits. Employee relations skills with the ability to investigate, mediate, and resolve workplace concerns in a fair and supportive manner, grounded in equity and transparency.

Policy development and compliance acumen:

ability to interpret laws, draft/update policies, and ensure consistency with collective bargaining agreements, agency values, and legal mandates.

Leaves of absence management:

skilled at guiding employees and managers through the process with empathy and accuracy, balancing compliance with human needs.

Cultural competency and equity awareness:

ability to work effectively with staff across diverse backgrounds, supporting bilingual communication and inclusive practices. Analytical skills to interpret HR metrics, wage data, and compliance reports; able to identify trends and recommend improvements. Technical proficiency with HRIS systems, payroll platforms, and MS Office/Google Workspace, with the ability to adapt quickly to new tools.

Communication and interpersonal skills:

approachable, empathetic, and clear in both written and verbal communication, capable of building trust at all levels of the organization.

Organizational and multitasking abilities:

able to manage competing priorities, maintain confidentiality, and meet deadlines in a fast-paced environment.

Leadership through influence:

able to guide, coach, and support staff and managers in ways that strengthen workplace culture, embody organizational values, and model equity and inclusion. Able to work independently while collaborating across teams. Ability to demonstrate active listening and compassionate communication when supporting staff through sensitive and emotionally charged situations.

PHYSICAL REQUIREMENTS

The role requires the ability to perform standard office activities, including sitting or standing at a desk for extended periods, reaching for and handling office materials, and using a computer keyboard, mouse, telephone, and other office equipment. The position also requires the ability to communicate effectively in person and by phone, to hear and respond to questions, and to read and review documents in both paper and electronic formats. Occasional lifting of up to 10 pounds may be necessary (such as office supplies or files). The HR Manager may occasionally travel to other locations or events. Exposure to animal-related allergens and contact with animals should be expected. All essential functions of this position can be performed with or without reasonable accommodation.

WORK ENVIRONMENT

The work for this position is primarily performed in an office environment within an animal shelter setting. Employees may be exposed to animal-related allergens, sounds, and occasional direct contact with dogs, cats, and other animals. The office environment includes typical conditions such as use of computers, phones, and standard office equipment. Work may occasionally take place at community events, meetings, or other organizational locations. The role involves interaction with staff, volunteers, and members of the public. Noise levels are generally moderate but can be higher in animal care areas. All essential functions of this position can be performed with or without reasonable accommodation.

EEO STATEMENT

HSSC is an Equal Opportunity Employer. We are committed to building a diverse, inclusive, and equitable team. We encourage applications from individuals of all backgrounds and identities, especially those historically underrepresented in animal welfare and veterinary medicine.