Human Resources Manager

The Salvation Army Southern California; Rancho Palos Verdes (CA); On-site; USD 100,000 - 120,000; Full time

Job summary

The Salvation Army Southern California is seeking a Human Resources Manager to oversee HR operations and policy development. This position requires a Bachelor's degree, at least five years of experience managing HR staff, and strong communication and problem-solving skills. The role also involves payroll oversight, employee relations management, and training development. The salary range is between $100,000 - $120,000 annually, and the position is full-time based in Rancho Palos Verdes, California.

Qualifications

• At least five years of experience managing HR staff and related policy administration.
• Proven ability to conduct investigations and mediate grievances.
• Experience in navigating labor laws and compliance.

Responsibilities

• Supervise HR coordinators and manage HR operations for the organization.
• Oversee payroll accuracy and compliance with wage and hour laws.
• Develop and revise HR policies in accordance with labor laws.
• Conduct training on HR topics and maintain employee benefits administration.

Skills

Labor laws knowledge

Employee relations

Conflict resolution

Communication skills

Analytic skills

HRIS knowledge

Problem-solving

Vendor relations

Training development

Negotiation skills

Education

Bachelor’s Degree in Human Resources Management

Tools

Microsoft Office Suite

HRIS software

Zoom

Teams

Job description

Mission Statement

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by love for God. Its mission is to preach the gospel of Jesus Christ and meet human needs in His name without discrimination.

Position Details

Title: Human Resources Manager

Department: Human Resources

Status: Full-Time, Exempt

Salary: $100,000 - $120,000

Education and Work Experience

• Bachelor’s Degree in Human Resources Management or related Business Management studies.
• At least five (5) years of experience managing human resources (HR) staff members and related policy administration.

Knowledge, Skills, and Abilities Required

• Working knowledge of labor laws, recruiting, workers compensation, benefits administration, HRIS processes and other related HR protocol.
• Strong employee relations skills: ability to conduct investigations, gather facts, present findings, provide consultation and partner with management of various levels to determine appropriate action steps to include preparing corrective action, up to and including terminations and other related communications.
• Ability to proactively anticipate potential issues and take necessary actions to avoid risks.
• Strong vendor relations skills: ability to collaborate with vendors to proactively anticipate and resolve internal issues.
• Knowledge of Microsoft Office Suite (Word, Excel, Access, PowerPoint).
• Ability to form a global perspective, exercise patience, and the capacity to work confidentially and under pressure.
• Ability to develop and provide training on various HR topics.
• Strong people skills including capacities for conflict resolution and consensus building.
• Strong problem‑solving skills.
• Strong oral and written communication skills.
• Strong analytic and research skills.
• Strong administrative and troubleshooting skills.
• Independent follow‑through skills: self‑starter, ability to perform necessary duties with minimal direction.
• Negotiating skills.

Desired Personal Qualities

• Assertiveness
• Empathy
• Tact
• Sense of Humor

Equipment Used

• Printer
• Calculator
• Fax machine
• Telephone
• Cell phone
• Computer / laptop
• Various software programs i.e., Zoom, Teams, etc.
• Xerox machine
• Miscellaneous office equipment – stapler, 3‑hole punch, etc.

Essential Duties and Responsibilities

• Supervises the HR Coordinators. Encourages cross‑training in these positions and those supervised by the Territorial Executive Director and Assistant Director.
• Provides oversight to HR Coordinators on processing THQ bi‑weekly payroll. Consults with HRIS and Payroll Manager to ensure accuracy of daily time‑keeping entries in UKG. Communicates with the appropriate Department Manager(s) to ensure wage and hour compliance; recommends changes, facilitates training as needed.
• Oversees UKG timesheets, sick leave, vacation benefits, Christmas bonuses and walking incentives, and volunteer deduction procedures for dependent health insurance, tax‑deferred annuity contributions, life insurance, short‑term disability insurance, and any other authorized deduction. Requests the Payroll Manager prepare special checks when needed. Reviews garnishment and lien actions on employees as needed.
• Coordinates the THQ/CFOT yearly open enrollment and administration of Employee Voluntary Life Insurance Plan. Maintains current benefit and promotional materials and handles related questions and complaints from THQ/CFOT staff members.
• Under direction of the Territorial Executive Director and Assistant Director, develops and revises human resources policies to conform to labor laws and Board rulings as needed. Conducts seminars/webinars on human resource policies and labor laws. Provides THQ/CFOT with materials on these subjects and updates them as needed.
• Consults on employee grievances or mediates them personally upon request.
• Consults on various legal cases with the Legal Department. Requests and reviews legal counsel analysis of various issues and makes recommendations to THQ HR Directors. Attends HR, Legal conferences and/or conducts research to assure compliance with new laws as needed.
• Meets with individual department heads periodically to discuss HR needs/problems. Meets with employees to discuss issues as needed with THR Director supervisory clearance. Keeps THR Director and Assistant Director abreast of current and potential HR related issues.
• Reviews recruiting materials, testing procedures, reference checks, applicant tracking systems in compliance with OFCCP and recommendations of the HR Director regarding new hires as needed. Occasionally acts as backup in this area and on orientations for new hires.
• Reviews statistics, census data, exit interviews and other information prepared by HR staff regarding number of employees, new hires, turnover rates, reasons for leaving, salary ranges, adequacy of benefits, and retirements. Communicates findings to HR Directors.
• Oversees, trains, monitors, and tracks the Annual Focal Point Review process including 90‑day new hire and 90‑day new in‑position evaluations. Seeks final approval from THR HR Director on any wage adjustments or disciplinary references in appraisal language. Works with THR Director on questionable evaluation ratings.
• Conducts exit interviews with staff members voluntarily resigning positions and acts on information shared as needed.
• Works closely with Commissioner Executive Assistant and THR staff members to coordinate Employee Recognition Day and other functions suggested by Campus staff.
• Approves arrangement of meetings for employees on the Tax‑Deferred Annuity (TDA) Program with various authorized 403(b) providers.
• Oversees the completion of the yearly Equal Employment Opportunity (EEO) Report and the Affluent Action Plan (AAP) in coordination with Outsolve (vendor) and THR Directors.
• Ensures annual/bi‑annual training compliance for Anti‑Sexual Harassment and other required trainings.
• Approves occasional tours by the HR Trainer/Generalist to university programs in the Los Angeles area to teach staff about The Army’s services.
• Oversees selection and yearly training of various staff in First Aid and CPR. Approves assignment of first‑aid coordinators and updates lists as needed.
• Manages and monitors Workers’ Compensation injuries; tracks injuries from initial report to closure; works closely with THQ Risk Management to ensure timely coordination and shares safety complaints/suggestions to RM, THR and DM as needed.
• Manages and monitors all leaves of absence (LOAs) and extended absences. Reviews requests via interactive discussions (ADA), determines if LOA or modified duty applies, tracks LOA data, and communicates with employee and supervisor. Ensures receipt of timely documentation.
• Oversees production of THQ bi‑weekly newsletter.
• Maintains familiarity with current job openings, necessary qualifications, pay ranges, and any online advertisement. Handles calls and visits from applicants and supervisors.
• Administers obligations to the South Coast Air Quality Management District, including required surveys, training, research, and payments.
• Works with Territorial HR Directors to monitor and track public health compliance, collecting vaccination data and tracking isolation and quarantine periods for all THQ/CFOT staff.
• Oversees CDMs (Crew Deal Memos) for Share Change employees as needed.
• Additional duties may be assigned based on business needs.

Physical Requirements

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead.
• Ability to operate telephone.
• Ability to operate a desktop or laptop computer.
• Ability to lift up to 25 lbs (usually file boxes).
• Ability to access and produce information from a computer.
• Ability to understand written information.

Reports To

TERRITORIAL EXECUTIVE DIRECTOR OF HUMAN RESOURCES