People and Culture Manager

Wellness Equity Alliance; Los Angeles (CA); On-site; USD 60,000 - 80,000; Part time

Job summary

An established industry player is seeking a dynamic People and Culture Manager to lead their HR strategy. This role involves overseeing talent acquisition, career development, and compliance with legal requirements. The ideal candidate will have a strong background in human resources, excellent communication skills, and the ability to foster a positive workplace culture. Join a dedicated team focused on transforming healthcare delivery to vulnerable communities and make a significant impact in the field. This is a fantastic opportunity for an HR professional looking to drive change and support organizational growth.

Qualifications

• 3-5 years of HR experience with a focus on talent acquisition and employee development.
• Strong communication and negotiation skills are essential for success.

Responsibilities

• Oversee talent acquisition, training, and employee retention strategies.
• Advise management on HR policies and ensure compliance with regulations.

Skills

Excellent verbal and written communication

Active listening

Management of personnel resources

Coordination

Instructing

Negotiation

Monitoring

Time management

Critical thinking

Judgment and decision making

Education

Bachelor's degree

Job description

Join to apply for the People and Culture Manager role at Wellness Equity Alliance.

OUR MISSION:
Wellness Equity Alliance (WEA) is a national alliance of public health clinicians and supporting operations committed to transforming healthcare delivery to vulnerable communities with a focus on effective COVID-19 clinical services in strategic settings.

Purpose Of Position:
Under the direction of the Chief Executive Officer, the People and Culture Manager is responsible for providing leadership in developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. The position will provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development to include compensation and benefits. Serves as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Additional Duties And Responsibilities, And Essential Functions Include:

• Analyzes and modifies compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Advises managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommends needed changes.
• Performs staffing duties, including dealing with understaffing, resolving disputes, terminations, and administering disciplinary procedures.
• Plans and conducts new employee orientations to foster positive attitudes toward organizational objectives.
• Executive sponsorship and leadership of corporate DE&I committee.
• Serves as a member of the executive level leadership teams.
• Reviews, endorses or makes recommendations for hiring, staff raises, promotions, and reclassifications.
• Provides performance appraisals for staff and determines need for disciplinary action.
• Makes recommendations or approves plans for staff training and professional development.
• Administers compensation, benefits and performance management systems, and safety and recreation programs.
• Understands and keeps up to date on existing and pending legislation to ensure overall compliance with regulatory requirements.
• Maintains and oversees policies and procedures as it relates to human resources.
• Interacts with company management and employees to provide guidance, assistance, and expertise.
• Resolves issues and requests presented by management and employees.
• Provides consultative services and/or meets with concerned parties to discuss issues and requests and determine the best course of action for effective resolution.
• Prepares and follows budgets for personnel operations.
• Maintains records concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Conducts exit interviews to develop effective processes for employee retention.
• The company reserves the right to add or change duties at any time.

Requirements:

Skills required to successfully perform the work:

• Excellent verbal and written communication
• Active listening
• Management of personnel resources
• Coordination
• Instructing
• Negotiation
• Monitoring
• Time management
• Critical thinking
• Judgment and decision making

Education Required: Successful completion of Bachelor's degree.

Experience: 3-5 years' experience in human resources.

Seniority level: Mid-Senior level

Employment type: Part-time

Job function: Human Resources

Industries: Hospitals and Health Care