Human Resources Director at Plaza De La Raza Child Development Services Inc

Industry, California, United States -

Full Time

Start Date

Immediate

Expiry Date

26 Aug, 26

Salary

138804.6

Posted On

29 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resource Management, Employment Law, Recruitment, Benefits Administration, Labor Relations, Conflict Resolution, Strategic HR Planning, Performance Appraisal, Payroll Coordination, Employee Relations, Compliance Monitoring, Microsoft Office Suite, HRIS, Workforce Planning, Diversity Equity and Inclusion, Organizational Development

Industry

Education Administration Programs

Description

Description POSITION: Human Resources Director JOB CODE: MAD2 OCCUPATIONAL GROUPING: Human Resources REPORTS TO: Executive Director CLASSIFICATION: Exempt POSITION TYPE: Full Time/Full Year (12-Months) SALARY GRADE: 64 MONTHLY PAY RANGE: $10,223.59 to $11,567.05 LOCATION: City of Industry, CA PROGRAM SUMMARY Plaza de la Raza Child Development Services, Inc. (Plaza) is a comprehensive early childhood education program with a focus on school readiness for children zero to five years of age. Developmentally appropriate services are provided for children from low-income families, zero to five years of age. Plaza de la Raza currently serves over 650 children and their families. DEFINITION Under direction of the Executive Director this position oversees human resources projects and programs related to employment, classification, compensation, benefits, performance appraisal, development of agency workforce plan that addresses required trainings and identifies training needed to foster quality services identified by staff and agency needs, develop, and implement standards for employee relations, labor relations, EEO compliance and personnel policies and procedures that integrate Justice, Diversity, Equity and Inclusion. Coaches and counsels department managers and supervisors regarding personnel policies/ procedures. Negotiates, develops, and/or interprets labor contracts, human resources policies/procedures and the Employee Handbook. Negotiates benefits plans and rate increases with insurance providers. Assesses of employee turnover and means for improving management and employee capabilities in delivering program services. SUPERVISION RECEIVED AND EXERCISED The Executive Director provides general direction and supervision. This position exercises supervision over the Human Resource Specialists. DUTIES AND RESPONSIBILITIES A. Recruitment/Employment/Payroll • Discusses staffing needs with the Executive Director and Director of Finance and Business Operations to ensure that program goals and objectives are incorporated into the Human Resources policies and Procedures, and that the policies and procedures are compliant with Federal, State, and local laws. • Interact with managers to determine recruitment needs. • Develops and distributes job postings to announce vacancies. • Review employment requisitions and match employment applications to required education and training, job skills, experience, and compensation needs. • Ensure consideration to current and former program parents for employment vacancies for which parents are qualified and apply. • Schedules interviews for qualified applicants in coordination with management staff, Policy Committee and (if needed) Board of Directors. • Conducts reference checks on top candidates. • Coordinates candidate correspondence including distribution and completion of pre-employment documents, including background check. • Notification to candidates of unsuccessful application or interview. • Responsible for offers of employment. • Coordinates the on-boarding process of new hires beginning with obtaining appropriate approval, acceptance of the offer, new hire packets, submission of required documents, and new employee orientation. • Generates new employee data for payroll input; prepares documentation and coordinates with the payroll department regarding payroll status, changes such as promotions, transfers, demotions, leave of absence, terminations, and resignations. • Monitors an employee database that reflects status of required degrees, permits and/or licenses. • Must ensure that all staff, consultants, contractors, and volunteers abide by the program’s Standards of Conduct. B. Benefits Administration • Plans and directs implementation and administration of benefits programs designed to insure employees against loss of income due to illness, injury, layoff, or retirement. • Directs preparation and distribution of written information to employees regarding benefits programs such as insurance plans, pension plans, paid time off, and special employer sponsored activities. • Analyzes existing benefits policies of organization, and prevailing practices against similar organizations to establish competitive benefits programs. • Evaluates services, coverage, and options available through insurance and investment companies to determine programs that best meet the needs of the organization. • Proposes modification of existing benefits programs when needed; recommends benefit plans changes to management and maintains accurate and complete paperwork for processing of insurance claims. • Administers, coordinates, and maintains tracking system for leave of absences; processes all SDI, unemployment and other FMLA benefits claims. C. Training • Is the lead developer, in collaboration with Assistant Directors and department leaders, of the agency Workforce Plan for the yearly funding application. • Ensure the integration of a Justice, Diversity, Equity, and Inclusion plan that is implemented agency wide in agency training and is included in the Human Resources Policies and Procedures as well as the Employee Handbook. • Provides guidance to supervisors and employees on employment policies and procedures, agency, federal, state, and local labor laws as well as the grantee GIM requirements. • Provides orientation training for all new employees. • Provides yearly overview of the agency Code of Conduct that integrates Justice, Diversity, Equity and Inclusion of all agency staff, parents, consultants, and contractors. • Provides educational and career counseling and guidance for advancement. D. Record-Keeping • Monitors personnel files to ensure compliance with federal, state, local and Grantee requirements, safeguards confidentiality of records. • Maintains tracking system for teaching permits and required licenses, physical examination clearances, and T.B. and other immunization clearances as required by Title 5 and Title 22. • Develops, reviews, maintains job descriptions for all positions. Confer with the Executive Director before implementation of any changes/deletions or additions. • Conducts ongoing monitoring activities of human resources management practices to ensure the program remains in compliance with state, federal, local regulations, including Head Start Performance Standards and Grantee requirements. • Monitors the integrity and accuracy of employee database. • Prepares a variety of reports, flyers, announcements, notices, and other professional documents. • Processes and completes employment verification and reference checks inquiries. E. Employee Relations • Provides guidance and serves as the initial contact for general employee relations issues generated by managers. • Assists management in identifying, analyzing, and resolving human resources challenges. • Provides guidance to the Executive Director on sensitive HR issues. • Represents organization at personnel related meetings, hearings, and investigations. • May represent organization in union negotiations. F. Management • Establishes, develops, and formulates policies and procedures that comply with agency, federal, state, local law, and Grantee Human Resources GIM guidelines. • Establishes and administers the performance evaluation program for the agency. • Analyzes wage and salary reports and personnel forecast to project employment needs to determine competitive compensation plan and personnel budget allocations.in collaboration with the Assistant Director of Finance and Business Operations and uses the analysis to make recommendations to the Executive Director. • Completes and delivers written performance evaluations for assigned Human Resources positions annual performance appraisals and professional development plans. • Writes directives that have been approved by the Executive Director advising department supervisors of company policies and practices. • Provides consultative services and support to departments in the area of organizational development and efficiency. • Attends assigned meetings and workshops. • Performs other duties as assigned by the Executive Director. JOB REQUIREMENTS Knowledge of: Must demonstrate knowledge of personnel practices and theories of human resource management. Must have comprehensive knowledge of FSLA, FMLA/CFRA, PDL, ADA EEO, DOL regulations and other federal and state regulations related to employment law. Must display understanding and respect for individual differences and cultural diversity. Must have thorough knowledge of business operations and strategic HR planning, Human Resources Information System applications and various software applications such as Microsoft Office Suite. Ability to: Must display outstanding analytical skills, including the ability to develop systems that effectively implement, evaluate, and track key HR tasks; excellent conflict resolution skills. Must exhibit excellent oral and written communication skills, including the ability to answer questions and convey information to staff and management; effective time management skills, including ability to prioritize workload to meet deadlines clearly and concisely. Must have strong interpersonal skills such as ability to educate, and interact with all organizational levels, including the Board of Directors, Policy Committee, community agencies and business partners. MINIMUM QUALIFICATIONS Education: Baccalaureate degree with a major in the field of Human Resources, Organizational Development, Business Managements, or related field is preferred. Master’s degree in human resources and/or certification as a Human Resources Professional is highly desirable. Experience: Minimum of seven (7) years of progressive more responsible experience in human resources management; two (2) years of supervisory experience within a large company of no less than two hundred employees. HEALTH REQUIREMENTS • Successful completion of an initial health examination, performed by or under the supervision of a physician, to determine, at a minimum, of the prospective employee can perform requirements of the job description physical requirements. • Proof of the absence of Tuberculosis, from a physician to that the prospective employee is cleared to work with children and families. • Documentation of current immunizations against Influenza, Measles (MMR) and Pertussis (TDAP). ADDITIONAL REQUIREMENTS • Fingerprint clearances from the Department of Justice (DOJ), the Federal Bureau of Investigation (FBI), and the Child Abuse Index prior to starting employment. • Completed and signed statement of any pending and/or prior criminal arrests/charges/convictions related to child sexual abuse, child abuse and neglect, and/or violent felonies. • Verification that determines eligibility for employment in the United States of America. • A valid California driver’s license and the availability of private transportation or the ability to obtain transportation to perform position duties is required. • As a mandated reporter of child abuse, must immediately report any suspected child abuse and/or neglect to Child Protective Services. • Bi-lingual in a language reflective of the population served is preferred. PHYSICAL DEMANDS The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to sit, stand; walk; use hands and fingers to handle or feel; reach with hands and arms; stoop, kneel, crouch; and hear. The employee may frequently lift and/or move up to twenty-five (25) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. MAINTAIN PROFESSIONAL AND ETHICAL STANDARDS • Maintains confidentiality in accordance with Agency policy and legal requirements. • Respects and maintains rights and privacy of all staff, parents, and children. • Attends mandated trainings and meetings and seek out staff development opportunities. • Works as a team member with all staff and maintain a positive work ethic. • Acts conscientiously in performing routine duties. Adheres to Plaza de la Raza's Standard of Conduct which indicates that staff members are required to adhere to the following codes of conduct: 1. Respect and promote the unique identity of each child and family and refrain from stereotyping on the basis of gender, race, ethnicity, culture, religion, or disability; 2. Follow program confidentiality policies concerning information about children, families and other staff members; 3. Maintain visual observation of children at all times and not leave any child alone or unsupervised while under their care; 4. Use positive methods of child guidance and will not engage in corporal punishment, emotional or physical abuse, or humiliation. 5. Not employ methods of discipline that involve isolations, the used of food as punishment or reward, or the denial of basic needs. 6. Not solicit or accept personal gratuities, favors or anything of significant monetary value form contractors or potential contractors. 7. Maintain respect and promote professional relationships with the Los Angeles County Office of Education (LACOE), families, staff and children. 8. Refrain from the unlawful manufacture, distribution, dispensing, possession, or use of alcoholic beverage, controlled substance, and tobacco products in the workplace or at any activity funded by federal or state funds. 9. Maintain adherence to LACOE, state, or federal mandates, including but not limited to program eligibility determination regulations for Early Head Start, Head Start or state preschool services. 10. Enrolling pregnant women and children that are not eligible to receive Early Head Start or Head Start services. BENEFIT PLANS Plaza offers eligible employees the opportunity to select plans and programs that meet individual and family needs through our comprehensive benefit plans listed below: Health Care: Medical (Kaiser), Dental (Sunlight), Vision (Sunlight), Long Term Disability Insurance, Life Insurance, Accident, Hospital and Critical Illness Coverages. Financial: 401(k) Plan Paid Time Off: Vacation, Holidays, Sick Leave, Bereavement Leave and Jury Duty Work/Life Solutions: Employee Assistance Program (EAP) & Employee Assistance Service for Education (EASE) APPLICATION PROCESS 1. Complete an online employment application on www.plazadelarazacds.org; and submit the required documentation: 1) Resume and 2) Transcripts reflecting degree and major conferred. Only complete application packets will be considered for the screening and selection process. 2. Submit official transcripts prior to date of hire. EQUAL OPPORTUNITY EMPLOYER Plaza de la Raza Child Development Services Inc. is an equal opportunity employer to all. Plaza de la Raza Child Development Services is committed to creating a community in which a diverse population can learn, live, and work in an atmosphere of tolerance, civility, and respect for the rights and sensibilities of each individual regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

Responsibilities

Oversees all human resources functions including recruitment, compensation, benefits, and labor relations to ensure legal compliance and organizational efficiency. Develops workforce plans and implements policies that integrate justice, diversity, equity, and inclusion across the agency.