• Serve as the chief HR point of contact for employees and managers for benefits, compensation, compliance, employee development, labor relations, employee relations, leave of absences, and safety.• Oversee, develop, and implement HR policies, processes, systems, and reporting activities.• Manage the day-to-day administration of the CBA, including dispute resolution (e.g., incident investigation, discipline, termination, grievances, arbitration) and related union communications.• Coach and counsel managers and supervisors regarding employee and labor relations issues. Promote resolution of issues at the “field” level. Communicate with and provide information to union officials.• Investigate and review employee complaints including misconduct, harassment, and discrimination. Work with General Counsel to resolve complaints following applicable CBA or policy.• Ensure compliance with regulatory activities such as ADA, EEO, FMLA, FLSA, OSHA/Safety, unemployment, and workers’ compensation. Minimizing the company’s exposure to adverse outcomes, complaints, litigation, grievances, and audits.• Respond and/or represent the company regarding employee complaints or legal requests for information such as Cal/OSHA, DFEH, DIR, DOL, DWC, or EEOC.• Classifies and catalogs common issues and develops decision trees, standard processes, and procedures for addressing going forward.• Serve as safety committee Vice Chairman. Develop and enforce industrial accident reduction programs. • Maintain current knowledge of employment laws; critically reviewing and analyzing payroll, HR processes, trends in industry or CBA, and implementing changes leading to best-practice operations.• Manage workers' compensation claims. Serve as liaison throughout the claim to ensure positive employee relations. Work with Risk Consultants in managing and resolving claims. Coordinate interactions between employee and the workers' compensation carrier.

• Perform the onsite HR function by overseeing the DC personnel management program. Provide support to 350 union and 50 corporate employees on a variety of HR/Labor Relations activities. • Develop and recommend changes for the improvement of workflow processes, programs, and projects. Submit project plans/updates and participate in meetings.• Manage leave programs including medical, personal, and family care. Advise employees and managers on leave of absence policies and procedures.• Interpret the CBA and advise management on labor relations issues. Communicate with and provide information to union officials including business agent and president.• Process workers’ compensation claims, maintain files, and assist management with safety compliance.• Collaborate with the WC claims administrator. Relay company concerns or suspicious activities of new or existing WC claims. Prepare reports and supply wage information. Contact medical providers.• Present written job offers and initiate background check/drug screen. Complete onboarding process and paperwork for nonexempt employees. Schedule new employee orientation. Monitor probation.• Execute HR audits, provide employee relations support, and engage in various HR projects. Maintain HR files, postings, and records ensuring compliance and accuracy. Provide documents to the union as approved.• Conduct various types of investigations and resolve disputes. Surface employee and labor relations issues/concerns. Update labor relations director. Investigate employee grievances and complaints.• Gather and evaluate timesheets via workforce management system. Create weekly payroll checks.• Build the documentation/investigation needed for disciplinary action/dismissal. Prepare last chance agreements, letters of understanding, warning notices, reprimands, and release documents.

• Organize, coordinate, and direct projects as assigned by the VP.• Implement and oversee budget/fiscal control for the department.• Monitors data entry and conducts periodic audits. Ensures accuracy and conformance to policies and procedures. Audits the work of staff.• Trains, schedules, and assigns duties of department personnel; monitors and prioritizes staff workload; assures compliance with established time lines, procedures, and standards of quality.• Reviews time cards and updates employee attendance tracking.

• Coordinate, monitor, and track all matters related to the CA DOJ Fingerprinting Program; ID Badge Program; and Parent/Community Volunteer Program.• Assist in the talent acquisition process; develop sourcing and recruiting strategy. Partner with hiring managers and facilitate strategy meetings to develop and implement appropriate recruiting plans.• Review/screen applications to ensure completeness and that minimum qualification standards are present; schedule interviews; prepare interview packets; prepare applicant correspondences.• Advise interview panel regarding legal/appropriate interviewing techniques and selection procedures for compliance with federal and state law (e.g. ADA, DOL, EEO, FLSA).• Present job offer, conduct reference/background check, and complete new hire onboarding process/paperwork for exempt/nonexempt employees.• Advise department managers and hiring contacts on and provide interpretation of all policies and procedures, established practices, and applicable union contracts pertaining to recruitment, outreach, interviewing, selection, and issues related to employment.