{"schemaVersion":"jobsearcher.job.v1","id":"bf968bdf258dcc9391555162","url":"https://jobsearcher.com/jobs/bf968bdf258dcc9391555162","canonicalUrl":"https://jobsearcher.com/jobs/bf968bdf258dcc9391555162","title":"Human Resources Manager","description":"Description:\nJOB TITLE: Human Resources Manager\nREPORTS TO: Chief People Officer\nSCHEDULE: Monday-Friday (9:00am-4:00pm)\nLOCATION: Pasadena, CA (On-site / Hybrid as applicable)\nSTATUS: Full-Time, 40hrs/wk, Exempt\nDRIVER POSITION: Yes [ If yes, see driving policy below]\nSALARY RANGE: $85,000 – $100,000 Annually\nABOUT US:\nAt AbilityFirst, we are dedicated to helping individuals with disabilities achieve their personal best. Our mission is to look beyond disabilities, focus on capabilities, and expand possibilities. Through our programs, services, and employment practices, we are committed to creating inclusive environments where individuals, families, and employees are supported and empowered to thrive.\n\nABOUT THE ROLE:\nThe Human Resources Manager is a hands-on HR leader responsible for employee relations, compliance, and the effective delivery of core HR programs across AbilityFirst. This role serves as a trusted advisor to leaders and employees while owning key HR processes that ensure consistency, mitigate risk, and support organizational effectiveness.\nThe Human Resources Manager leads employee relations matters, investigations, performance management, and policy governance, while also driving structured recruiting and onboarding workflows. As the accountable owner of essential HR operations and systems, this role ensures strong HR governance, accurate documentation, and a positive, compliant employee experience across the organization.\nKEY RESPONSIBILITIES:\nEmployee Relations, Performance & Case Management\nAdvise leaders and employees on performance, conduct, and workplace concerns; ensure consistent application of policies and practices.\nLead performance management approach (leader coaching, evaluation standards, documentation expectations).\nDirect corrective action strategy (PIPs/CAPs), ensuring defensible documentation and follow-through.\nPartner with leadership on separation decisions through risk assessment, documentation review, and alignment.\nInvestigations, Legal Coordination & Risk Management\nLead workplace investigations from intake through findings and recommendations; ensure confidentiality, timeliness, and documentation integrity.\nFacilitate conflict resolution and mediation when appropriate.\nPartner with leadership and counsel on compliance matters (wage/hour, FEHA, ADA) and high-risk employee relations cases.\nCoordinate cross-functional incident investigations and risk mitigation actions.\nPayroll Oversight & Controls (HR Side)\nEnsure payroll readiness by governing HR input controls (status changes, pay changes, leave impacts, deductions) and enforcing timelines/approvals.\nServe as the HR escalation point for payroll issues requiring policy/benefits/leave interpretation; drive resolution and prevent recurrence.\nPartner with Payroll/Finance on payroll controls (audit trails, approvals, spot checks, and variance follow-up).\nPolicy, Handbook & HR Governance\nOwn HR policy governance: develop, update, and implement policies aligned with compliance and operational reality.\nLead handbook updates (annual + interim) in partnership with leadership and counsel; drive rollout and manager understanding.\nCompensation & HR Reporting\nMaintain salary structures and compensation tools; support leadership with market-informed recommendations as assigned.\nProduce HR insights and reporting (trends, surveys, pay-related analyses) to guide decisions and measure outcomes.\nHR Operations & Systems Oversight\nOwn HR process governance and data integrity across HRIS and core workflows; set standards, controls, and accountability for accuracy.\nEstablish and monitor HR operating rhythms (case tracking, compliance checks, escalation pathways, documentation standards).\nBenefits Administration & Leaves of Absence (Oversight)\nOversee benefits administration and act as escalation point for complex cases; ensure coverage/deduction alignment with Payroll and vendors.\nLead Open Enrollment strategy and execution (timeline, vendor coordination, employee education, post-enrollment audit).\nOversee LOA governance (FMLA/CFRA, ADA interactive process coordination, medical/personal leaves), ensuring consistent documentation and manager guidance.\nPartner with vendors/TPAs on leave administration, claims follow-up, and return-to-work coordination; maintain confidentiality and compliance.\nLead recurring eligibility/deduction audits across HRIS/benefits/payroll and drive corrective action.\nRecruiting, Hiring & Onboarding (Program Oversight)\nPartner with leaders on workforce planning and hiring workflow improvements; ensure consistent selection process and documentation standards.\nOversee end-to-end onboarding program effectiveness (compliance readiness, manager onboarding discipline, early engagement outcomes).\nTraining, Engagement & Culture\nDrive leader capability through HR training (performance management, documentation, investigations basics, respectful workplace, compliance).\nSupport culture and engagement initiatives through feedback mechanisms and targeted action planning with leadership.\nWorkers’ Compensation & HR Compliance Audits\nCoordinate workers’ compensation renewal readiness and partner on trend review and risk-reduction actions.\nLead scheduled audits and reconciliations across HRIS, benefits, payroll, and vendor records to ensure alignment and reduce risk.\nOther Duties\nPerform other duties and responsibilities as assigned to support the mission and operational needs of AbilityFirst\nRequirements:\nQUALIFICATIONS:\nBachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) is preferred.\nMinimum of 5–7 years of progressive HR experience with strong employee relations and compliance focus is required.\nDemonstrated experience conducting investigations, managing performance and corrective action, and developing HR policies is required.\nStrong judgment, discretion, and documentation skills in sensitive and complex situations\nProficiency with HRIS systems, reporting, and process oversight is required.\nPREFERRED:\nSHRM-CP, SHRM-SCP, PHR, or SPHR certification\nExperience in nonprofit, human services, or other high-compliance environments\nWORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:\nAbility to work in an office or hybrid environment\nAbility to travel between AbilityFirst locations as needed\nOccasional evening availability for meetings, trainings, or organizational needs\nSPECIAL CONDITIONS:\nMandated Reporting Requirements: The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment.\nDriver Positions:\nApplicants are required to provide a copy of their driving record from the Department of Motor Vehicles, along with a copy of their valid driver’s license and proof of insurance. Job offers are contingent upon a satisfactory driving record. Examples of an unsatisfactory driving record include:\nSuspended or revoked license\nThree or more moving violations in the past 36 months\nAny violations, including drugs, alcohol, controlled substances, within the past 24 months\nReckless driving, including hit and runs, within the past 24 months\nAt fault accidents, resulting in fatality or serious injury, within the past 5 years\nThe motor vehicle record will need to include a review of all states listed on the individual's employment application and resume. See instructions on obtaining your driving record below:\nhttps://www.dmv.ca.gov/portal/customer-service/request-vehicle-or-driver-records/online-driver-record-request/\nFor driver positions, driving is an essential job function and cannot be reasonably accommodated, employment may be discontinued.\nNOTE: All staff members will be considered introductory employees for the first three months of employment and will not be considered regular employees until the conclusion of this period. AbilityFirst reserves the right to extend an employee’s introductory period. In no way does the expiration of this introductory period change the fact that all employees are at-will. It is the supervisor’s responsibility to orient the employee and to communicate the expectations of the supervisor and AbilityFirst, as well as to evaluate whether the employee has the necessary level of skill, job knowledge, motivation, and attitude to become a regular member of the AbilityFirst staff. New employees are also encouraged to seek guidance and assistance during this period. Employees who fail to demonstrate the expected commitment, performance and attitude may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment status. Employees continue to have the right to terminate their employment/business relationship at any time, with or without cause or notice, and AbilityFirst has the same right. The organization, in its sole discretion, may change the job duties, responsibilities and assignments of any position, at any time.\nBENEFITS & PERKS:\nAbilityFirst offers a competitive benefit package through Kaiser, Dental and Vision Insurance, Generous Paid Time Off and 10 Paid Holidays, Employee Discount Program, and reimbursement for Mileage and Cellphone (where applicable).\nEEO STATEMENT:\nAll aspects of employment, including hiring, promotion, discipline, and termination, are based on merit, competence, performance, and business needs. AbilityFirst does not discriminate on the basis of any protected status under federal, state, or local law.\nAbilityFirst is an equal opportunity employer committed to building a diverse and inclusive workforce. The organization will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring.\nPlease include references in your application.","company":"Abilityfirst","rawCompany":"abilityfirst","city":"Pasadena","state":"CA","isRemote":false,"isActive":false,"createdAt":"2026-04-14T10:49:04.034Z","occupations":[{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"},{"code":"13-1071.00","title":"Human Resources Specialists","slug":"human-resources-specialists"},{"code":"43-4161.00","title":"Human Resources Assistants, Except Payroll and Timekeeping","slug":"human-resources-assistants-except-payroll-and-timekeeping"}],"industries":[{"code":"541612","title":"Human Resources Consulting Services","slug":"human-resources-consulting-services"},{"code":"551114","title":"Corporate, Subsidiary, and Regional Managing Offices","slug":"corporate-subsidiary-and-regional-managing-offices"},{"code":"923130","title":"Administration of Human Resource Programs (except Education, Public Health, and Veterans' Affairs Programs)","slug":"administration-of-human-resource-programs-except-education-public-health-and-veterans-affairs-programs"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Human Resources Manager","description":"Description:\nJOB TITLE: Human Resources Manager\nREPORTS TO: Chief People Officer\nSCHEDULE: Monday-Friday (9:00am-4:00pm)\nLOCATION: Pasadena, CA (On-site / Hybrid as applicable)\nSTATUS: Full-Time, 40hrs/wk, Exempt\nDRIVER POSITION: Yes [ If yes, see driving policy below]\nSALARY RANGE: $85,000 – $100,000 Annually\nABOUT US:\nAt AbilityFirst, we are dedicated to helping individuals with disabilities achieve their personal best. Our mission is to look beyond disabilities, focus on capabilities, and expand possibilities. Through our programs, services, and employment practices, we are committed to creating inclusive environments where individuals, families, and employees are supported and empowered to thrive.\n\nABOUT THE ROLE:\nThe Human Resources Manager is a hands-on HR leader responsible for employee relations, compliance, and the effective delivery of core HR programs across AbilityFirst. This role serves as a trusted advisor to leaders and employees while owning key HR processes that ensure consistency, mitigate risk, and support organizational effectiveness.\nThe Human Resources Manager leads employee relations matters, investigations, performance management, and policy governance, while also driving structured recruiting and onboarding workflows. As the accountable owner of essential HR operations and systems, this role ensures strong HR governance, accurate documentation, and a positive, compliant employee experience across the organization.\nKEY RESPONSIBILITIES:\nEmployee Relations, Performance & Case Management\nAdvise leaders and employees on performance, conduct, and workplace concerns; ensure consistent application of policies and practices.\nLead performance management approach (leader coaching, evaluation standards, documentation expectations).\nDirect corrective action strategy (PIPs/CAPs), ensuring defensible documentation and follow-through.\nPartner with leadership on separation decisions through risk assessment, documentation review, and alignment.\nInvestigations, Legal Coordination & Risk Management\nLead workplace investigations from intake through findings and recommendations; ensure confidentiality, timeliness, and documentation integrity.\nFacilitate conflict resolution and mediation when appropriate.\nPartner with leadership and counsel on compliance matters (wage/hour, FEHA, ADA) and high-risk employee relations cases.\nCoordinate cross-functional incident investigations and risk mitigation actions.\nPayroll Oversight & Controls (HR Side)\nEnsure payroll readiness by governing HR input controls (status changes, pay changes, leave impacts, deductions) and enforcing timelines/approvals.\nServe as the HR escalation point for payroll issues requiring policy/benefits/leave interpretation; drive resolution and prevent recurrence.\nPartner with Payroll/Finance on payroll controls (audit trails, approvals, spot checks, and variance follow-up).\nPolicy, Handbook & HR Governance\nOwn HR policy governance: develop, update, and implement policies aligned with compliance and operational reality.\nLead handbook updates (annual + interim) in partnership with leadership and counsel; drive rollout and manager understanding.\nCompensation & HR Reporting\nMaintain salary structures and compensation tools; support leadership with market-informed recommendations as assigned.\nProduce HR insights and reporting (trends, surveys, pay-related analyses) to guide decisions and measure outcomes.\nHR Operations & Systems Oversight\nOwn HR process governance and data integrity across HRIS and core workflows; set standards, controls, and accountability for accuracy.\nEstablish and monitor HR operating rhythms (case tracking, compliance checks, escalation pathways, documentation standards).\nBenefits Administration & Leaves of Absence (Oversight)\nOversee benefits administration and act as escalation point for complex cases; ensure coverage/deduction alignment with Payroll and vendors.\nLead Open Enrollment strategy and execution (timeline, vendor coordination, employee education, post-enrollment audit).\nOversee LOA governance (FMLA/CFRA, ADA interactive process coordination, medical/personal leaves), ensuring consistent documentation and manager guidance.\nPartner with vendors/TPAs on leave administration, claims follow-up, and return-to-work coordination; maintain confidentiality and compliance.\nLead recurring eligibility/deduction audits across HRIS/benefits/payroll and drive corrective action.\nRecruiting, Hiring & Onboarding (Program Oversight)\nPartner with leaders on workforce planning and hiring workflow improvements; ensure consistent selection process and documentation standards.\nOversee end-to-end onboarding program effectiveness (compliance readiness, manager onboarding discipline, early engagement outcomes).\nTraining, Engagement & Culture\nDrive leader capability through HR training (performance management, documentation, investigations basics, respectful workplace, compliance).\nSupport culture and engagement initiatives through feedback mechanisms and targeted action planning with leadership.\nWorkers’ Compensation & HR Compliance Audits\nCoordinate workers’ compensation renewal readiness and partner on trend review and risk-reduction actions.\nLead scheduled audits and reconciliations across HRIS, benefits, payroll, and vendor records to ensure alignment and reduce risk.\nOther Duties\nPerform other duties and responsibilities as assigned to support the mission and operational needs of AbilityFirst\nRequirements:\nQUALIFICATIONS:\nBachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) is preferred.\nMinimum of 5–7 years of progressive HR experience with strong employee relations and compliance focus is required.\nDemonstrated experience conducting investigations, managing performance and corrective action, and developing HR policies is required.\nStrong judgment, discretion, and documentation skills in sensitive and complex situations\nProficiency with HRIS systems, reporting, and process oversight is required.\nPREFERRED:\nSHRM-CP, SHRM-SCP, PHR, or SPHR certification\nExperience in nonprofit, human services, or other high-compliance environments\nWORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:\nAbility to work in an office or hybrid environment\nAbility to travel between AbilityFirst locations as needed\nOccasional evening availability for meetings, trainings, or organizational needs\nSPECIAL CONDITIONS:\nMandated Reporting Requirements: The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment.\nDriver Positions:\nApplicants are required to provide a copy of their driving record from the Department of Motor Vehicles, along with a copy of their valid driver’s license and proof of insurance. Job offers are contingent upon a satisfactory driving record. Examples of an unsatisfactory driving record include:\nSuspended or revoked license\nThree or more moving violations in the past 36 months\nAny violations, including drugs, alcohol, controlled substances, within the past 24 months\nReckless driving, including hit and runs, within the past 24 months\nAt fault accidents, resulting in fatality or serious injury, within the past 5 years\nThe motor vehicle record will need to include a review of all states listed on the individual's employment application and resume. See instructions on obtaining your driving record below:\nhttps://www.dmv.ca.gov/portal/customer-service/request-vehicle-or-driver-records/online-driver-record-request/\nFor driver positions, driving is an essential job function and cannot be reasonably accommodated, employment may be discontinued.\nNOTE: All staff members will be considered introductory employees for the first three months of employment and will not be considered regular employees until the conclusion of this period. AbilityFirst reserves the right to extend an employee’s introductory period. In no way does the expiration of this introductory period change the fact that all employees are at-will. It is the supervisor’s responsibility to orient the employee and to communicate the expectations of the supervisor and AbilityFirst, as well as to evaluate whether the employee has the necessary level of skill, job knowledge, motivation, and attitude to become a regular member of the AbilityFirst staff. New employees are also encouraged to seek guidance and assistance during this period. Employees who fail to demonstrate the expected commitment, performance and attitude may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment status. Employees continue to have the right to terminate their employment/business relationship at any time, with or without cause or notice, and AbilityFirst has the same right. The organization, in its sole discretion, may change the job duties, responsibilities and assignments of any position, at any time.\nBENEFITS & PERKS:\nAbilityFirst offers a competitive benefit package through Kaiser, Dental and Vision Insurance, Generous Paid Time Off and 10 Paid Holidays, Employee Discount Program, and reimbursement for Mileage and Cellphone (where applicable).\nEEO STATEMENT:\nAll aspects of employment, including hiring, promotion, discipline, and termination, are based on merit, competence, performance, and business needs. AbilityFirst does not discriminate on the basis of any protected status under federal, state, or local law.\nAbilityFirst is an equal opportunity employer committed to building a diverse and inclusive workforce. The organization will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring.\nPlease include references in your application.","datePosted":"2026-04-14T10:49:04.034Z","dateModified":"2026-04-14T10:49:04.034Z","hiringOrganization":{"@type":"Organization","name":"Abilityfirst","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Pasadena","addressRegion":"CA","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"bf968bdf258dcc9391555162"},"url":"https://jobsearcher.com/jobs/bf968bdf258dcc9391555162"}}