Human Resources Manager Union and Non-Profit EXP

Human Resources Manager – UNION and NON-PROFIT EXP PREFERRED

Join to apply for the Human Resources Manager – UNION and NON-PROFIT EXP PREFERRED role at Momentum for Health.

Work Schedule:

Mon – Fri 8:30am – 5:00pm (UNION and NON-PROFIT EXP PREFERRED)

Pay range is $95,000 to $120,000/year depending on relevant years of experience.

Benefits include a defined contribution up to $15,433.08 per year, a retirement plan with a generous employer match starting at 4% after one year of employment, paid time off accruing up to 25 days per year, 6 days of sick time, and 12 paid holidays.

• Medical benefits – Kaiser: ranging from $0 deductible plan with $15 copay to $3,400 deductible plan with Health Savings Account;
  Sutter Health plans available from $0 to $2,500 deductible plan.
• Dental benefits – Guardian: 1 dental HMO and 2 PPOs.
• Vision benefits – 2 options from Guardian VSP: a standard vision plan and an enhanced vision plan.

• Talent Acquisition and Staffing*
• Oversee preparation, review, and revision of job descriptions and position competencies.
• Coordinate and consult with managers regarding recruitment needs and strategies.
• Partner with the Recruiting Team during the offer and hiring phase, including recommending competitive salaries for non-union positions in alignment with internal equity and agency budget; extending and rescinding offers; coordinating onboarding and new hire orientations; and ensuring hiring actions are compliant and consistently applied.
• Ensure compliance with personnel requirements related to licensing, credentialing, and regulatory standards.
• Employee Relations and Manager Support*
• Partner with managers to promote a respectful, inclusive, and compliant workplace culture.
• Conduct and support investigations of employee relations concerns, including allegations of harassment, discrimination, or other workplace issues; manage documentation, disciplinary actions, and due-process requirements; escalate complex or high-risk matters to the CHRO as appropriate.
• Facilitate effective communication and conflict resolution among employees and work teams.
• Represent or support the Agency in personnel-related hearings and investigations, including unemployment hearings.
• Maintain thorough documentation of employee relations matters, actions taken, and outcomes.
• Labor Relations*
• Support the CHRO in labor relations activities, including labor negotiations, grievances, mediations, and arbitrations.
• Provide guidance to managers regarding collective bargaining agreement interpretation and compliance.
• Support labor-management collaboration to address workplace issues and reduce organizational risk.
• Performance Management and Compensation*
• Oversee the Agency’s performance appraisal process and manage the performance evaluation system.
• Oversee the administration of monthly and annual salary increases in alignment with Agency guidelines, labor agreements, and budget.
• HR Reporting and Compliance*
• Prepare and analyze HR reports, metrics, surveys, and censuses to comply with government regulatory requirements, Agency needs, senior management requests, and third-party reporting obligations. This includes, but is not limited to, EEO-1, HR quarterly reports, benefits and compensation surveys, employee satisfaction surveys, and any additional HR reporting or analyses as required by the Agency.
• Records Management and Confidentiality*
• Oversee the maintenance of personnel files, documents, and employee information to ensure accuracy, confidentiality, and compliance with applicable privacy and employment laws.
• Training and Organizational Support*
• Assist in developing, delivering, and coordinating training for managers and employees on employee relations, performance management, and HR best practices.
• Support the development and ongoing improvement of new-hire orientation and onboarding programs.
• Regulatory Monitoring and Best Practices*
• Keep abreast of changes in human resources laws, labor regulations, and best practices and assist with implementation of required changes.
• Serve as a resource to managers on employment law, labor contract compliance, and HR-related issues.
• Recommend process and system…