Human Resources Manager

ABOUT US:

At AbilityFirst, 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.

ABOUT THE ROLE:

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

KEY RESPONSIBILITIES:

Employee Relations, Performance & Case Management

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.

Investigations, Legal Coordination & Risk Management

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.

Payroll Oversight & Controls (HR Side)

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).

Policy, Handbook & HR Governance

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.

Compensation & HR Reporting

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.

HR Operations & Systems Oversight

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).

Benefits Administration & Leaves of Absence (Oversight)

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 administration, claims follow-up, and return-to-work coordination; maintain confidentiality and compliance.

Lead recurring eligibility/deduction audits across HRIS/benefits/payroll and drive corrective action.

Recruiting, Hiring & Onboarding (Program Oversight)

Partner with leaders on workforce planning and hiring workflow improvements; ensure consistent selection process and documentation standards.

Oversee end-to-end onboarding program effectiveness (compliance readiness, manager onboarding discipline, early engagement outcomes).

Training, Engagement & Culture

Drive leader capability through HR training (performance management, documentation, investigations basics, respectful workplace, compliance).

Support culture and engagement initiatives through feedback mechanisms and targeted action planning with leadership.

Workers’ Compensation & HR Compliance Audits

Coordinate workers’ compensation renewal readiness and partner on trend review and risk-reduction actions.

Lead scheduled audits and reconciliations across HRIS, benefits, payroll, and vendor records to ensure alignment and reduce risk.

Other Duties

Perform other duties and responsibilities as assigned to support the mission and operational needs of AbilityFirst

Requirements

QUALIFICATIONS:

Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) is preferred.

Minimum of 5–7 years of progressive HR experience with strong employee relations and compliance focus is required.

Demonstrated experience conducting investigations, managing performance and corrective action, and developing HR policies is required.

Strong judgment, discretion, and documentation skills in sensitive and complex situations

Proficiency with HRIS systems, reporting, and process oversight is required.

PREFERRED:

SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Experience in nonprofit, human services, or other high-compliance environments

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:

Ability to work in an office or hybrid environment

Ability to travel between AbilityFirst locations as needed

Occasional evening availability for meetings, trainings, or organizational needs