Founded in 1923, the ACLU of Southern California (ACLU SoCal) is dedicated to defending and advancing civil liberties and civil rights. The ACLU SoCal works in the courts, legislatures, and communities to defend the principle that every individual's rights must be protected equally under the law, regardless of race, religion, gender, sexual orientation, age, disability, or national origin. The ACLU SoCal has offices in Los Angeles, Orange County, Inland Empire, and Kern County.
The Human Resources Manager oversees the day-to-day operations of the Human Resources Department that includes recruitment, benefits, leaves of absences and workers’ compensation/health and safety, and ensures compliance with all relevant policies, procedures, state and federal requirements.
This position reports to the Chief Human Resources Officer (CHRO) and supervises Human Resources Generalists.
- Staff Supervision and Mentorship: Provides staff with on-going guidance, training and performance feedback to enhance their effectiveness and to provide them with career growth opportunities.
- Organizational Culture: Models behavior and provides counsel to peers and staff that reflect the organization’s values. Leads with integrity and demonstrates a high standard of professional ethics.
- Reporting: Assists in developing and analyzing reports (such as employee satisfaction surveys, turnover, work-related injuries and exit interviews) and makes recommendations as appropriate.
- Talent Acquisition and Retention: Ensures that open positions are filled on a timely basis with qualified candidates, and that the on-boarding process enhances employees’ assimilation into the organization. Reviews and updates job descriptions, and prepares interview questions to ensure accuracy, clarity and legal compliance. Conducts exit interviews.
- Benefits Administration: Oversees annual open-enrollment, billing, and assists employees with benefit related issues in a timely manner. Identifies opportunities to enhance benefit programs
- Workers’ Compensation: Ensures that policies and practices are in place to ensure a safe work environment and reflects a low Workers’ Compensation MOD rating. This includes the timely investigation of injuries, processing and monitoring claims and providing staff the appropriate safety training.
- Legal Compliance: Ensures that the agency is in compliance with all state and federal labor laws and that Human Resources policies and procedures are applied consistently throughout the organization; changes are documented and communicated on a timely basis, and that the Employee Handbook is updated annually, as necessary.
- Employee Relations: Develops an atmosphere where employees feel comfortable coming to Human Resources for counsel. Analyze employees’ issues and recommends solutions.
- Assists the CHRO in developing and implementing Human Resources goals and special projects.
RACIAL EQUITY COMPETENCIES
Understanding and Applying Racial Equity
- Demonstrate commitment to building or deepening understand of racial equity:
- Core terms and concepts such as structural racism, white privilege, and anti-Blackness.
- The role that racial inequity has played and continues to play in our society.
- How race impacts supervisory relationships, team dynamics, and organizational culture.
- Personal/implicit/unconscious bias.
Working for Racial Equity
- Consistently assess structural implications and racially disproportionate impacts of policies, activities, and decisions within the context of their job responsibilities; race/ethnicity, intersection of race/ethnicity, gender, identity, and/or sexual orientation.
- Consistently adhere to organization’s racial equity policies and procedures, including those that relate to hiring, retention, and promotion.
- Consistently identify and disrupt ways in which bias plays out in work and/or team.
Leading on Racial Equity
- Effectively encourage people to have honest conversations about racial equity, and accept feedback openly, non-defensively, and from a posture of learning.
- Consistently address structural implications and racially disproportionate impacts of policies, activities, and decisions by identifying and implementing changes that can produce more equitable outcomes. This applies not only in terms of race/ethnicity, but also at the intersection of race/ethnicity, gender identity, and/or sexual orientation.
- Consistently set racial equity outcomes, goals, and performance measures for team, department or organization and develop and successfully implement plans to achieve them.
- Bachelor’s Degree (Masters preferred) in Human Resources or business-related field.
- A minimum of 5 years of Human Resources experience that includes in benefits administration, recruitment, Leaves of Absence and a working knowledge of state and federal labor laws.
- A Minimum of 3 years of supervisory experience in Human Resources.
- PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
- Experience advancing diversity, equity, and inclusion in HR processes preferred.
- Demonstrated ability to identify potential issues, research new areas, develop new expertise and tap internal and external resources to identify solutions across a broad array of issues.
- Self-motivated, with the ability to manage and complete a complex workload with minimal supervision.
Preferred knowledge of
- Administration of benefits and compensation programs.
- Reading, analyzing, and interpreting documents to respond effectively to sensitive inquiries or complaints.
COMPENSATION & BENEFITS
The salary range for this position $80,000 to $100,000. Benefits include medical, vision, and dental insurance for staff members and their eligible dependents; life and long- term disability insurance; 401(k) plan with employer match; ample vacation and sick leave and fifteen paid holidays.
Please submit resume and cover letter through our job application portal.
COVID Vaccination and proof of being fully Vaccinated (includes booster) is a condition of employment.
The ACLU of Southern California is committed to developing a culture of diversity, equity, respect, and inclusion and striving to maintain a workforce that reflects the communities that we serve. The ACLU SoCal is an equal opportunity employer that does not unlawfully discriminate on the basis of any status or condition protected by applicable law. We encourage all qualified individuals to apply and value people of all races, genders (including gender identity or expression), sexual orientations, disabilities, citizenships, ages, religions, and national origins and who have different marital statuses, family caregiving responsibilities, lived experiences with the criminal justice systems, and genetic information. The ACLU SoCal does not tolerate discrimination or harassment on the basis of any of these characteristics.
The ACLU SoCal is committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please e-mail firstname.lastname@example.org. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.