NAPA Center Hiring for Director of Human Resources at Los Angeles, CA Full Time

Position Overview:

The Director of Human Resources is responsible for the full implementation of all human resources functions including payroll processing, employee onboarding, recruitment, unemployment insurance, worker’s compensation ing, managing personnel files, managing employee credentials, and tracking and ing HR metrics.

Requirements:

• 7-10 years of experience in an administrative or human resources staff position is required
• Bachelor’s degree in Human Resource Management/Business Management is required
• HR Certification (PHR, SPHR, GPHR, SHRM) is recommended but not required
• A solid understanding of city, state and federal employment and labor laws/regulations and annual compliance requirements
• Knowledge of Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Labor, and other codes, laws, rules, policies and procedures
• Must be able to relate to, influence and coach employees at all levels in the organization
• Experience conducting and documenting complex investigations
• Proven ability to diagnose problems using strategic thinking skills as well as identify and drive appropriate solutions
• Commitment to continuous process improvement in people strategies and initiatives
• Effective communication skills – written, verbal and listening skills
• A high-level of judgment and confidentiality
• Ability to work in a fast-paced environment and to make decisions independently and communicate effectively
• Exceptional ability to prioritize tasks and to work on multiple assignments at the same time
• Exceptional analytical skills

Responsibilities:

• Make recommendations and influence decisions regarding HR issues that are in the best interest of NAPA.
• Provide guidance and direction to management regarding employee relations, talent acquisition and management, performance management, benefits and compensation.
• Manage all HR personnel. Ensure continuous training on all HR functions, policies, systems, etc.
• Provide direction to managers and employees on company related policies to ensure compliance with related state and federal regulations.
• Ensure HR policies and compliance are applied consistently and comprehensively and that documentation is maintained. Revises, maintains and updates regularly Employee Handbook and other HR publications.
• Partner with brokers on all General Liability, Workers Compensation, and other corporate policies.
• Responsible for full benefits administration, including negotiations, Open Enrollment, new hire enrollment, invoice reconciliation, etc.
• Administer leaves of absence for employees; receives initial notification from employee or supervisor; obtains appropriate documentation; designates leave (e.g., FMLA/CFRA/PDL, etc.); ensures written documentation/communication with the employee regarding leave, disability and benefits information; tracks timeline and communicates with employee and manager as necessary.
• Counsel employees regarding employment and disciplinary issues and provide resolution as needed.
• Maintain employee records on OneDrive and HRIS. Guarantee accuracy of records, completion of documents, timely renewal of licenses and certifications, and current pay information.
• Ensure legal compliance by monitoring and implementing federal, state, and city requirements.
• Works directly with managers to recruit, interview, select and hire staff, including developing, implementing and continuously improving a comprehensive on-boarding and orientation program for new employees.
• Make sure that applicants have completed their pre-hiring process and have submitted all of their necessary documents and/or credentialing paperwork prior to their start date.
• Support our company culture, values, and mission, by driving company-wide initiatives that increase employee satisfaction and retention.
• Represent the interests of all employees by maintaining a positive environment in which to work.
• Work with General Managers and CEO to ensure timely processing of bi-weekly payroll.
• Conduct initial investigations and confers with legal counsel as appropriate.
• Offer consultation, facilitation and resolution strategies for workplace issues.
• Ensure confidentiality of all employee data in accordance with privacy policies.
• Work with program managers to develop and administer in-house training programs.
• Create s and analyze exit interview data to make recommendations to the leadership team.
• Develop and maintains a working knowledge of labor and related laws, industry trends, and effective human resources practice through participation in seminars and classes, membership in professional organizations, reading, and contacts in the industry.

Physical Demands:

While performing the essential functions of this job, the incumbent must be able to do the following: stand for extended periods; sit for extended periods; bend and reach for filing and other job-related functions; climb up and down stairs; bend, stoop, and lift to move and retrieve materials; pull, push, and lift; reach both above and below shoulder height. Specific visual abilities include close vision, color vision, depth perception, and the ability to adjust focus. Must be able to visually inspect work. Manual dexterity to operate computer and other office equipment required.

The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made.

Company Values:

All NAPA Center employees must demonstrate the company’s core values which include:

• Love –NAPA is a family business built on the love that parents have for their children. Embody NAPA’s spirit of love through kind actions, warmth and communication used every day.
• Share – strive to collaborate and educate as part of the NAPA team, so that our clients and their families leave NAPA with positivity and hope.
• Grow – evolve, engage and continue to learn, from our clients, our colleagues and our industry so that we truly offer the best therapy possible.
• Hope – believe in the potential of every child and commit to helping them succeed, giving families hope when others have failed.