Human Resources Senior Manager

SUMMARY: The Senior Human Resources Manager leads day-to-day HR operations and supervises assigned HR personnel across Job Options, Inc. worksites. The position collaborates with the Senior Director of Human Resources and Operations leadership to implement consistent employee relations, staffing, performance management, compliance, and workforce-development practices. The role serves as a key HR liaison for SourceAmerica, the AbilityOne Program, and applicable federal-contract workforce initiatives; coordinates audits, reporting, and stakeholder requests; and escalates significant risks and strategic decisions to the Director of Human Resources.

Requirements

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Lead and prioritize daily HR service delivery across corporate and field worksites; establish clear processes, service expectations, documentation standards, and timely resolution of escalated issues.
• Supervise, coach, assign work to, and evaluate assigned HR employees; strengthen staff capability, accountability, consistency, and cross-site coverage.
• Advise managers on employee relations, corrective action, performance improvement, complaints, and separations; review recommendations and elevate high-risk or precedent-setting matters for appropriate approval.
• Assist in impartial workplace investigations, including interviews, evidence review, findings documentation, confidentiality safeguards, and recommended corrective action.
• Implement and monitor compliance with applicable federal, California, and other state employment laws; collective bargaining agreements, federal contract requirements, and Company policies in partnership with appropriate internal experts and counsel.
• Coordinate HR-related AbilityOne and SourceAmerica workforce requirements, data requests, reviews, and corrective action plans; partner with program stakeholders to maintain accurate documentation and timely follow-through.
• Oversee recruiting, selection, onboarding, job changes, and on-boarding processes; partner with Operations to forecast staffing needs, address vacancies, and improve retention.
• Guide performance management, supervisor training, employee communications, and organizational development initiatives; support succession and workforce planning.
• Coordinate with Benefits and Leaves, Payroll, HRIS, and Workers’ Compensation teams to resolve cross-functional issues while respecting each function’s decision-making authority.
• Oversee HR records quality, case documentation, data integrity, and appropriate access to confidential employee information; support effective use of UKG and related reporting systems.
• Prepare and interpret HR metrics and management reports, including staffing, turnover, employee relations, training, compliance, and case resolution trends; recommend corrective actions.
• Support development and implementation of HR policies, procedures, classification structures, compensation practices, and HR budget initiatives under the direction of the Director of Human Resources.
• Maintain productive working relationships with executives, site management, employees, union representatives, legal counsel, government agencies, auditors, and external program partners.
• Act as designated HR operational lead in the Director of Human Resources’ absence, within delegated authority; promptly escalate material legal, financial, employee-safety, or reputational risks.
• Perform other related duties as assigned.

SUPERVISORY RESPONSIBILITIES: Directly supervises up to five (5) assigned Human Resources personnel, including work assignments, coaching, performance evaluations, and recommendations regarding staffing and corrective action. Provides functional guidance to site leaders and cross-functional partners without assuming direct supervision of those departments.

QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Exercises independent judgment and discretion regarding employee relations matters, investigations, corrective action, policy interpretation, workforce planning, compliance initiatives, and recommendations affecting Company operations and employment practices.

EDUCATION and/or EXPERIENCE:

• Bachelor’s degree in human resources, Business Administration, or a related field, or an equivalent combination of education and progressively responsible experience.
• Eight (8) to ten (10) years of progressively responsible HR experience, including substantial HR management and employee relations leadership.
• Experience supporting a complex, multisite workforce of approximately 800 or more employees preferred
• Demonstrated experience with complex investigations, employee relations, labor relations, and employment-law compliance required.
• Experience with unionized workforces, federal service contracts, AbilityOne/SourceAmerica requirements, and multistate operations strongly preferred.
• SHRM-SCP, SPHR, or comparable professional certification preferred.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Strong judgment, discretion, documentation discipline, and ability to handle sensitive matters with impartiality.
• Working knowledge of wage and hour, leave and accommodation, anti-discrimination, retaliation, employee privacy, and collective bargaining considerations.
• Ability to interpret HR data, identify operational risk, present actionable recommendations, and manage competing priorities across multiple sites.
• Excellent written and verbal communication, coaching, conflict resolution, and stakeholder management skills.
• Proficiency with HRIS and reporting systems, including UKG or comparable platforms; ability to develop effective controls and workflows.

CAREER PATH: Potential progression to Director of Human Resources or other senior leadership roles based on organizational needs, qualifications and demonstrated performance.

WORKING RELATIONSHIPS: Executive Leadership; Human Resources; Payroll; Finance; Operations; Contracts and Compliance; HRIS; Benefits and Leaves; Workers’ Compensation; union representatives; SourceAmerica; AbilityOne stakeholders; government agencies; auditors; vendors; and outside counsel.

BACKGROUND INVESTIGATION: Any background screening requirements will be administered in accordance with applicable federal, state, and local law, including California Fair Chance Act requirements. This includes a company-conducted background check, as well as any required national or state criminal background checks or fingerprinting, and verification of legal authorization to work in the United States.