Job Opportunities API

The Human Resources Manager serves as the operational lead for the HR department, ensuring consistent, accurate, and timely execution of daily HR functions. This role directly supervises two HR Coordinators—one responsible for leave administration and workers’ compensation, and one responsible for orientation coordination, PAR processing, UKG data entry, hourly recruitment workflow, and first‑line employee inquiry triage. The HR Manager leads exempt‑level full‑cycle recruitment, onboarding operations, and employee relations fact‑finding, including investigations involving represented and non‑represented employees. The Manager ensures legally compliant, consistent, and people‑centered practices across the organization. In addition to overseeing daily HR operations, the HR Manager supports process improvement, policy implementation, leader training, and department‑wide operational initiatives. The Manager collaborates with leadership on complex investigations, high‑volume periods, and elevated labor matters as needed. This role requires strong HR operational expertise, supervisory capability, California employment law knowledge, and experience conducting investigations and managing recruitment in a fast‑paced environment. HR Operations & Team Leadership Manage day‑to‑day HR operations, serving as the primary operational lead across all HR functions. Directly supervise, coach, and develop two HR Coordinators: Leave Administration & Workers’ Compensation, PAR transactions, UKG data entry, and employee inquiry triage Recruitment of hourly positions, Orientation Coordination, PAR transactions, UKG data entry, and employee inquiry triage Set clear priorities and expectations; conduct regular check‑ins, performance evaluations, and professional development conversations. Serve as the first point of escalation for HR team members; triage issues and escalate appropriately. Maintain internal SOPs, workflows, and HR resources to ensure consistency and operational efficiency. Provide coverage and ensure operational continuity during team absences. Talent Acquisition & Onboarding Provide operational leadership for all recruitment and onboarding activities, ensuring high‑quality execution by the HR Coordinator for hourly recruitment. Lead exempt‑level full‑cycle recruitment, including job postings, sourcing, screening, interview coordination, offers, and candidate communication. Serve as the primary recruiter for complex, confidential, or strategically critical exempt roles. Personally conduct initial phone screens for leadership candidates, assessing qualifications, leadership competencies, and cultural alignment. Lead continuous improvement of onboarding and orientation programs to ensure a consistent, high‑quality new hire experience. Collaborate with hiring managers to maintain, update, and standardize job descriptions. Employee/Labor Relations & Triage Serve as the main point of contact for managers and employees, triaging concerns and conducting investigations. Lead investigations involving represented and non‑represented employees, including direct communication with union representatives or shop stewards to ensure accurate fact‑finding and contract‑aligned resolution. Maintain thorough, accurate documentation of employee relations matters in compliance with California employment law, hospital policy, and collective bargaining agreements. Advise managers on performance management, corrective action, and termination processes, ensuring decisions align with law, policy, and contractual obligations. Identify trends or recurring issues in employee relations and recommend proactive interventions. Support development and implementation of a Just Culture framework and related culture initiatives. Elevate complex, high‑stakes, or sensitive matters to the HR Director, including cases involving significant legal exposure, employee appeals, or si