Act as Strategic Business Partner, partnering with Operations Leadership to drive employee engagement, retention and cultureSupport talent & performance management: identify key talent, facilitate succession planning, recognition and rewards programs, and performance improvement, Provide appropriate training to staff and leadership.Responsible for HR Metrics: providing reports and analysis of essential HR data to management. Serve as a change agent for the Company and business unit to assist in exceeding goals and objectivesSupport organizational effectiveness through alignment of people, processes, structure, and culture with business strategies Facilitate performance management including; performance calibrations, talent development and succession planning Ensure consistent interpretation and administration of policies and procedures, relating to employee relations and risk management; counsels and advises management and recommends approaches to resolve problems. Ensure appropriate execution of company compensation, benefits and payroll activities Provide primary leadership for execution of company organizational development initiatives Advise and counsel management on Federal and State labor and employment laws Serve as the advocate or champion for people issues across the company.Oversee the development, implementation and administration of programs for the advancement of diversity throughout the business and compliance to all federal, state and local employment legislation.

Serve as a strategic business partner to field operations. Guide, direct and coordinate human resource activities in field locations including recruitment and selection, employee orientation, employee relations, human resources management programsOversee conflict resolution, retention initiatives, training and development, labor relations, compliance and training, performance and productivity management, wage and benefit administration, and safety and worker's compensation.Analyze information and develop action plans to address retention, employee relations, training and development, labor relations, compliance, performance and productivity Provide assistance and guidance to managers on compliance with state and federal statutory requirements including the Fair Labor Standards Act, Title VII of the Civil Rights Act, Affirmative Action Plans, Age Discrimination and Employment Act, Americans with Disabilities Act, unemployment and workers' compensation regulations, and other state and federal employment laws Conduct third party compliance investigations, responses, audits, and hearings with the EEOC, state agencies, Department of Labor, INS and OSHA Identify employee relations' problems and make recommendations for appropriate interventions to minimize employment-related litigation issuesLabor Relations oversight including contract administration, grievances, and collective bargaining

Implement human resources strategies by establishing department accountabilities, including employment processing and orientationManage employment based immigration support, processing, tracking and records managementFacilitate succession planningOversee employee relations, retention, and AA/EEO complianceWork directly with senior management team to develop and implement effective HR strategies and programs, including organizational development, training, performance management and compensationEnsure fair and equitable treatment of all employees, compliance with all company policies and legal aspects of employee/employer relationshipsWork directly with internal and external legal counsel regarding all employee/ employer related mattersResponsible for assisting in creating an environment and culture that enables the company to fulfill its mission by meeting or exceeding its goalsGuide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and supporting organization valuesSupport cultural diversity by ensuring that the delivery of quality, equitable and culturally competent patient-centered care is providedPromote and maintain an inclusive work environment and culture that is respectful and accepting of diversityAssist with development of corporate human resources operations financial strategies by estimating, forecasting, and anticipating requirements for corporate human resource budgetCoach and guide leaders in disciplinary matters and guide preparation of documentation and employee related investigations

Act as lead consultant directing client projects and performing classification, compensation and organizational studies for a variety of organizations including various municipalities, county and city governments, school districts, community college districts county offices of education and othersConduct market surveys, gather salary data, establish benchmark classificationsAnalyze position matches and recommend appropriate salary placement; develop salary schedules, facilitate individual and group employee interviews Determine proper classification allocations; prepare job classification specifications in accordance with various organizational requirements and employment laws Review and audit existing job classifications and recommend related personnel actions Conduct research and prepare special projects related to classification and compensation topics Conduct presentations of findings to Executive Cabinet and Board members Facilitate trainings regarding classification and compensation procedures and policies; conduct appeals hearings; advise organizations on implementation of classification and compensation studies Recommend policy and procedure implementation; develop recommendations regarding progressive organizational restructuring and develop organizational matrices.

Maintain and administer an effective recruitment, selection, and equal opportunity employment and performance appraisal programs Assure compliance with Labor Code, California Educational Code, Administrative Code and County Board of Education policies, laws and guidelinesInterpret legal requirements and employment policies; audit recruitment, selection and classification process to assure compliance with equal opportunity employment principles Administer classification, reclassification and salary programs Develop job descriptions, in-service programs and trainingsServe as a member of the bargaining unit negations team for the purposes of collective bargaining Coordinate program contracts and agreements; administer provisions of labor contracts and professional association agreementsInvestigate grievances and/or complaints from the public or employees including sexual harassment, pay and/or assignment disputes, workplace misconduct and equal opportunity employment issues for the purpose of reaching resolutions that provide a healthy work environmentMonitor department expenses for the purpose of ensuring that all allocations are accurate within budget and fiscal practices

Manage administrative, technical and complex personnel functions relating to personnel and employee relations services Manage recruitment and selection, position classification and compensation studiesRepresent County Office in various areas of collective bargaining Track recruitment vacancies, provide offers of employment, salary status and benefit information Assure the maintenance of internal position control Conduct New Employee Orientation and HR related trainings (Promoted to HR Coordinator)

PProvide a wide variety of administrative, technical and complex personnel functions relating to personnel and employee relations services including recruitment and selection, position classification and compensation studies and various areas of collective bargaining. (Promoted to Personnel Specialist)