Job Description

Job Description

Job Description

ABOUT THE ARC

The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees.

ABOUT OUR HUMAN RESOURCES TEAM

As Business Partners, we provide HR support to ARC Centers in all areas of HR and to maintain a safe and comfortable work environment to help keep employees engaged, promote communication, compliance, accountability and consistency to support the ARC Program.

Become part our HR Team at The Salvation Army! We are currently looking for an HR Manager who will lead and provide HR support to officers and management in all aspects of HR for multiple locations in Central California and the Bay Area. Required travel to assigned Centers and stores based on business needs such as higher volume hiring, interviewing, employee relations or training.

EMPLOYEE BENEFITS OFFERED

• Medical, Dental, and Vision
• Life Insurance
• Paid time off.
• Retirement Plan
• Legal Advice MetLife
• AFLAC
• Employee Assistance Program (EAP)
• Pet Insurance
• Employee Stores Discounts
• Great Work Perks Discounts (Amusement Parks, Museums, Services and more!)
• Wellness Plan

As our enthusiastic and hardworking HR REGIONAL MANAGER you will be responsible for (but not limited to):

• Provide HR support and direction in recruitment and selection, compensation and benefits, performance management, employee relations, litigation claims and people-related matters impacting the organization, to ensure goals and objectives are achieved within the Command.
• Identify and monitor Center’s culture to support the achievement of company goals and results while promoting positive employee morale, engagement, and teamwork.
• Understand and promote all Salvation Army policies and procedures, and pertinent laws and regulations (US Dept of Labor, FMLA/CFRA, Civil Rights Dept., CAL/OSHA, ADA, OFCCP etc.).
• Ensure Centers and retail locations are in compliance with Salvation Army policies and procedures and are administered fairly and consistently.
• Manage staffing matrix and open job reports for each center ensuring staffing needs are being met.
• Work with Center HR to ensure jobs are posted, applicants are screened, written job offers, and background checks are completed and posted jobs are closed when filled.
• Ensure onboarding process and required training for new employees is completed by Center HR.
• Review and respond to complex employee related investigations in a timely manner with assistance from Command HR Director. Create and maintain investigation files.
• Coach and support managers in the development of performance improvement plans and progressive discipline procedures.
• Track and monitor all requests for leave of absence providing necessary forms and correspondence to the employee regarding leave status, benefits status, payroll and return to work requirements.
• Monitor employee work-related injuries and reporting, ensuring claims are called into Sedgwick and employee is provided necessary forms and information for their claim.
• Conduct employee and supervisor training and ensure required trainings are completed timely.
• Review HR TSAMM items for accuracy for weekly Command Finance Council (CFC). After Administrator approval, submit for final TSAMM agenda.
• Provide reports pertaining to personnel, benefits, payroll, and risk management as needed.
• Oversee proper maintenance of personnel records, status changes, payroll & benefit records, worker's compensation files, DOT files, and other reports/documentation for Center employees.
• Effectively communicate and execute necessary changes to policies and procedures.
• Ensure the confidentiality of employee information is maintained within the department.
• Perform other duties as required or assigned which are reasonably within the scope of the duties for this position.

QUALIFICATIONS:

• Bachelor’s Degree with 5 years minimum experience; or equivalent combination of education and experience preferred. Professional HR Certification desirable
• Experience managing HR operations within a multi-site / remote environment preferred.
• Possess a high level of verbal and written communication and interpersonal skills.
• Ability to use independent judgement and discretion with support from Command HR
• Excellent organizational skills; detail oriented, accurate and precise
• Strong computer skills, including email, MS Office and related business & communication tools.
• Valid CA Driver’s License required with good driver record.

PHYSICAL REQUIREMENTS :

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead.
• Ability to participate in developed programs.
• Ability to lift up to 25 lbs. (usually file boxes)
• Ability to operate a desktop or laptop computer.
• Ability to access and produce information from a computer.
• Ability to understand written information.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is a reasonable and no undue hardship would result.

PAY RATE: $68-75K. DOE

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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