Senior Human Resources Partner at Disability Rights California

Los Angeles, California, United States -

Full Time

Start Date

Immediate

Expiry Date

13 Sep, 26

Salary

98817.0

Posted On

15 Jun, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Talent Acquisition, HRIS Administration, Compliance Leadership, Workforce Planning, Trauma-informed HR Practices, Onboarding And Offboarding, Benefits Administration, Case Management, Policy Interpretation, Supervision, Data Analysis, Diversity Equity And Inclusion, Conflict Resolution, Strategic Advisory, Project Leadership

Industry

Law Practice

Description

Description Make a difference in California! We fight for the rights for people who have disabilities... JOIN US! At Disability Rights California we encourage all qualified people to apply for our positions. People with disabilities, people of color, people in all protected classes, and formerly incarcerated people are encouraged to apply. Equitable and Inclusive Hiring at Disability Rights California (DRC) At Disability Rights California (DRC), we are committed to creating an equitable, accessible, and inclusive experience for all applicants. Below, we’ve outlined important details to ensure you feel fully supported throughout the hiring process. Examples of reasonable accommodations include: American Sign Language (ASL) interpretation Alternative formats for interview materials (e.g., large print, Braille, digital files) Interview questions are provided prior to the interview Extended interview time A quiet or distraction-free interview setting Adjustments to the interview format for accessibility (e.g., pinning participants,) Assistance with reading or note-taking during interviews If you require an accommodation due to a disability to complete this application OR you are experiencing issues submitting your application and accompanying materials, please e-mail: talent@disabilityrightsca.org . Please note: your resume and personalized cover letter are required. Incomplete applications will not be considered for this position. LOCATION: Los Angeles, CA (DTLA) - HYBRID EMPLOYMENT STATUS: Exempt; Regular; Full-time SALARY RANGE: Band 9: $82,020 - $98,817 annually. Important: As part of our commitment to internal equity, salary offers are determined through a structured analysis that considers each candidate’s relevant education and years of substantially similar experience for the position. We review the candidate’s resume to assess relevant experience in relation to current employees in comparable roles. This process ensures our compensation decisions are fair, consistent, and aligned with organizational equity standards. EXCELLENT BENEFITS 401K - We have an 8% Match Health benefits (Aetna and Kaiser HMO options) Additional Benefits: dental, vision, basic life insurance, short-term and long-term disability insurance, flexible spending accounts (medical, dependent care and commuter). Health Reimbursement Accounts for our Aetna HMO Plans. Pet Insurance, Employee Assistance Program, Teladoc Vacation Time Self-Care / Sick Time Holidays (including the last week in December) We are a Public Service Loan Forgiveness (PSLF) - eligible employer. INTERNAL CANDIDATE ELIGIBILITY Regular employees Meet the minimum requirements of the position for which they are applying Employed for more than 6 months In good standing APPLICATION DEADLINE: Open until filled. Applications should be received by 5:00pm on June 29, 2026, to be considered for the first round of interviews. Resume and cover letter are reviewed and are required. Incomplete applications will not be considered. WHO WE ARE Disability Rights California (DRC) defends, advances, and strengthens the rights and opportunities of people with disabilities. DRC works for a world where all disabled people have power and are treated with dignity and respect. In this world, people with disabilities are supported, valued, included in their communities, afforded the same opportunities as people without disabilities, and make their own decisions. DRC values all forms of human diversity. We are committed to a culture of belonging where all people are welcome. In order to be effective advocates for all people with disabilities, we must address discrimination in all its forms, including the unique challenges faced by people who experience the intersection of multiple systems of discrimination. UNIT Administration – Human Resources PURPOSE OF THE JOB The Senior Human Resources Partner is both a strategic advisor and is personally responsible for completing the day-to-day HR work for the assigned unit or units. This role supports units across California — including Los Angeles and Sacramento— and interacts with all employees in all positions within the organization, from new hires to senior leadership. The Senior HR Partner leads core HR functions such as employee relations, talent acquisition, onboarding, offboarding, HRIS administration, and compliance. While the role includes essential tactical responsibilities, it also offers opportunities to influence policy, organizational culture, and equitable practices. This position is ideal for an HR professional who thrives in a mission-driven environment, enjoys building relationships, and is energized by both routine and complex problem-solving and long-term organizational development. DRC supports ongoing education, leadership development, and professional growth. JOB RESPONSIBILITIES The Senior HR Partner must be able to perform the following essential functions with or without reasonable accommodation: Strategic & Advisory Responsibilities Strategic HR partnership — Serve as the primary HR advisor for assigned units, providing guidance on employee experience, workforce planning, and organizational structure. Trauma-informed employee relations — Lead complex employee relations matters, including investigations, corrective actions, and separations, ensuring fairness, documentation integrity, and alignment with DRC values. Policy interpretation — Advise managers and employees on policy application, employment law, and best practices. Compliance leadership — Monitor and interpret federal, state, and local employment laws; recommend policy updates; and ensure organizational compliance. Data-driven HR insights — Act as HRIS data owner; analyze monthly HR metrics; prepare reports; and recommend improvements to support organizational health. Tactical & Operational Responsibilities Employee relations case management — Conduct investigations, prepare documentation, and present findings to HR leadership. Talent acquisition — Lead full-cycle recruiting for assigned unit or units, ensuring equitable and inclusive hiring practices. Onboarding & offboarding — Oversee first day HR onboarding, facilitate virtual or in-person new hire orientation (2-3 times per year), oversee onboarding workflows, and manage offboarding processes. Benefits & leaves administration — Co-lead open enrollment, support employees through leave processes and reasonable accommodation requests. HRIS administration — Validate and process employee changes, maintain accurate records, and support HRIS enhancements. HR program administration — Support compensation, performance development, recognition, safety, and learning initiatives. Project leadership — Lead HR initiatives, gather stakeholder feedback, and ensure timely execution. Champion Diversity, Equity, Inclusion, and Access in all interactions and decisions. SUPERVISORY RESPONSIBILITIES Supervision — Hire, train, coach, evaluate, and retain up to two direct reports (HR Partner, HR Coordinator, Etc.). SUCCESS IN THIS ROLE First 30 Days ·Builds rapport and trust with employees at all levels across California. ·Gains a strong understanding of DRC’s mission, values, policies, and trauma-informed HR practices. ·Learns the structure, needs, and culture of assigned units through introductory meetings and listening sessions. ·Becomes familiar with Paylocity, HRIS workflows, case management processes, and compliance requirements. ·Begins supporting routine HR inquiries with guidance from HR leadership. ·Demonstrates reliability in the hybrid schedule, including participation in the weekly anchor day. First 60 Days Independently manages routine HR tasks such as onboarding, offboarding, and HRIS updates. Begins taking the lead on lower-complexity employee relations matters using trauma-informed approaches. Provides early insights on unit-level trends, communication needs, and opportunities for process improvement. Takes lead recruiting efforts for assigned units, ensuring equitable and inclusive practices. Builds collaborative relationships with managers and becomes a trusted resource for policy interpretation. Participates in professional development opportunities supported by DRC, including leadership engagement series and HR education. First 90 Days Manages a full caseload of employee relations matters with minimal oversight, including documentation and recommendations. Demonstrates proficiency in Paylocity / HRIS reporting and contributes to monthly metrics and data-driven insights. Leads or co-leads components of onboarding or new hire orientation. Begins contributing to HR projects that influence policy, culture, and organizational effectiveness. Strengthens relationships with unit leadership and provides strategic HR guidance tailored to each unit’s needs. Shows consistent alignment with DRC’s values, commitments, and trauma-informed practices. One Year Is recognized as a strategic thought partner and trusted advisor to assigned units and HR leadership. Leads complex employee relations cases, investigations, and sensitive conversations with confidence and fairness. Influences policy development, culture-building initiatives, and organizational improvements through strategic HR partnership. Demonstrates HRIS data analysis and uses insights to recommend systemic improvements. Successfully supervises and develops direct reports, fostering engagement, accountability, and growth. Leads at least one major HR initiative that improves efficiency, compliance, or the employee experience. Actively contributes to a positive, inclusive, and equitable workplace culture across California. Demonstrates ongoing commitment to professional development through DRC-supported education and leadership learning. Requirements MINIMUM QUALIFICATIONS EDUCATION AND EXPERIENCE: (Applicants MUST meet EACH of the minimum qualifications to be considered for an interview.) Five or more years of progressively responsible HR experience. Demonstrated knowledge of at least five HR functional areas. Three years of experience supervising or mentoring HR staff. Two years of experience completing complex employee relations matters. Experience managing a high-volume caseload in a fast-paced, evolving environment. Experience with HRIS systems (Paylocity preferred). Effective communication, analytical, and problem-solving skills; ability to handle confidential information; and experience creating HR resources or training materials. DESIRABLE QUALIFICATIONS (Applicants DO NOT have to meet any of the Desirable Qualifications to be considered for an interview.) Experience with compensation strategy and implementation. HR certification (SPRHR, PHR-CA, SHRM-CP, etc.). Experience applying trauma-informed workplace practices TRAVEL REQUIREMENTS Up to 10% of travel within California and occasional national travel for job fairs, training, unit meetings, open enrollment, and orientations. WORKING CONDITIONS The following describes general working conditions and requirements of the job, which can be performed with or without disability related reasonable accommodations. Duties will be performed in an office environment and remotely. Duties require regular communications over online platforms. Must be able to transport oneself to work-related meetings, training, and community events. Duties frequently require lifting and/or moving weights up to 10 pounds. This is a hybrid role requiring two onsite days per week in our Los Angeles Office (DTLA), including one anchor day for in-person collaboration. Remaining work may be performed remotely. Duties require effective and regular communication via online platforms. E-mail, and the ability to travel to meetings and events.

Responsibilities

The Senior HR Partner serves as a strategic advisor and operational lead for assigned units, managing employee relations, talent acquisition, and HRIS administration. The role involves leading complex investigations, ensuring legal compliance, and supervising HR staff to foster an inclusive workplace culture.