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Human Resource Manager (Bay Area)

Alameda, California, United States

Human Resource Manager (Bay Area)

  • Alameda, California, United States

Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 145 programs and over 4,300 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.

Telecare is proud to have been recognized by The Bay Area Business Times as the 9th Best Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!

Our Corporate Headquarters has over 250 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing & Operations.

Employment Status: Full-Time

Shift: Days, 8:30 am – 5:00 pm

Days: Monday - Friday

POSITION SUMMARY

The HR Manager partners with management as a consultant for the overall operation of the Human Resources functions for the assigned region, which includes employee relations, compensation and benefits, training and development, recruitment and retention, legal and compliance issues, and the start-up of new programs. The HR Manager proactively assesses and diagnoses organizational issues in partnership with management, making recommendations and implementing solutions to attract, motivate, develop, and retain our employees.

QUALIFICATIONS
Required:
• BA/BS degree in Human Resources or related field and five (5) years’ experience as a Human Resource Generalist
• Knowledge of state and federal employment law and applications
• Ability to effectively organize work and proficiency in Microsoft Word and Excel
• Ability to work at a high level of autonomy to manage multiple ongoing issues and complex employee relations matters with minimum supervision
• A valid California Driver 's License and a driving record acceptable to Telecare’s insurers
• Travel required. Majority of travel will be in the Bay Area.
• Must be at least 18 years of age
• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply

ESSENTIAL FUNCTIONS
• Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders
• Employee Relations
o Identifies and translates the HR needs of the program through collaboration with HR subject matter experts including compensation, benefits, HRIS, and recruitment
o Collaborates with program management, providing assistance in problem solving, conflict resolution, teambuilding, coaching, and intervention
o Establishes and maintains strong working relationships through an environment fostering communication and service delivery
o Supervises the HR/AA regarding the Human Resources portion of their work
• Compensation and Benefits
o Oversees the administration of benefits communication, pay compliance, and information for assigned region
o Reviews and advises regarding compensation, including recommending wage surveys, reviewing annual increases, and bonus processes
• Compliance
o Serves as key contact for all legal issues regarding employment
o Coordinates and reviews all internal investigations for assigned region.
• Training and Development
o Conducts needs analysis and makes training recommendations that enhance employee development and performance improvement
o Works closely with management and leadership teams to coach and develop skills
• Staffing and Recruitment
o Participates in recruitment process for key leadership positions, ensuring opportunities for diversity while meeting program needs
o Partners with program leadership to review vacancy and turnover rates and make recommendations as appropriate
Duties and responsibilities may be added, deleted, and/or changed at the discretion of management.

SKILLS
• Superior verbal and written communication, leadership, and planning skills

PHYSICAL DEMANDS
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is occasionally required to walk, stand, squat, kneel, twist, reach, lift and carry items weighing 25 pounds or less, lift and do simple grasping occasionally, drive, constantly sit as well as frequently bend.

EOE AA M/F/V/Disability

Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
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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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.