Human Resources Manager

JOB TITLE

Human Resources Manager

Chief People Officer

Monday-Friday (9:00am-4:00pm)

Pasadena, CA (On-site / Hybrid as applicable)

Full-Time, 40hrs/wk, Exempt

Yes [ If yes, see driving policy below]

$85,000 – $100,000 Annually

At Ability First, 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.

The Human Resources Manager is a hands‑on HR leader responsible for employee relations, compliance, and the effective delivery of core HR programs across Ability First. 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.

The 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.

• Advise leaders and employees on performance, conduct, and workplace concerns; ensure consistent application of policies and practices.
• Lead performance management approach (leader coaching, evaluation standards, documentation expectations).
• Direct corrective action strategy (PIPs/CAPs), ensuring defensible documentation and follow‑through.
• Partner with leadership on separation decisions through risk assessment, documentation review, and alignment.

• Lead workplace investigations from intake through findings and recommendations; ensure confidentiality, timeliness, and documentation integrity.
• Facilitate conflict resolution and mediation when appropriate.
• Partner with leadership and counsel on compliance matters (wage/hour, FEHA, ADA) and high‑risk employee relations cases.
• Coordinate cross‑functional incident investigations and risk mitigation actions.

• Ensure payroll readiness by governing HR input controls (status changes, pay changes, leave impacts, deductions) and enforcing timelines/approvals.
• Serve as the HR escalation point for payroll issues requiring policy/benefits/leave interpretation; drive resolution and prevent recurrence.
• Partner with Payroll/Finance on payroll controls (audit trails, approvals, spot checks, and variance follow‑up).

• Own HR policy governance: develop, update, and implement policies aligned with compliance and operational reality.
• Lead handbook updates (annual + interim) in partnership with leadership and counsel; drive rollout and manager understanding.

• Maintain salary structures and compensation tools; support leadership with market‑informed recommendations as assigned.
• Produce HR insights and reporting (trends, surveys, pay‑related analyses) to guide decisions and measure outcomes.

• Own HR process governance and data integrity across HRIS and core workflows; set standards, controls, and accountability for accuracy.
• Establish and monitor HR operating rhythms (case tracking, compliance checks, escalation pathways, documentation standards).

• Oversee benefits administration and act as escalation point for complex cases; ensure coverage/deduction alignment with Payroll and vendors.
• Lead Open Enrollment strategy and execution (timeline, vendor coordination, employee education, post‑enrollment audit).
• Oversee LOA governance (FMLA/CFRA, ADA interactive process coordination, medical/personal leaves), ensuring consistent documentation and manager guidance.
• Partner with vendors/TPAs on leave…