Job Summary:
The Human Resources Manager is responsible for leading and managing all HR func-
tions for Just 4 Kids Preschool across multiple locations. This role serves as a strategic partner to the Vice
President of Operations and the center leadership team, and a trusted resource for staff, with a strong fo-
cus on employee relations, compliance, recruitment, and retention in an early childhood education envi-
ronment.
The HR Manager ensures that policies, practices, and culture support a safe, compliant, high-performing
workplace where children, families, and staff can thrive.
Job Responsibilities:
Reasonable accommodation may be made to enable individuals with disabilities to perform the essential
functions.
Employee Relations & Culture
1. Serve as the primary point of contact for employee relations issues across all locations.
2. Coach center directors and supervisors on handling performance concerns, conflict resolution,
and corrective action
3. Conduct fair and thorough investigations into complaints and concerns (e.g., harassment, discrim-
ination, policy violations).
4. Provide guidance on progressive discipline, documentation, and terminations in alignment with
company policy and California law.
5. Promote a positive, respectful, inclusive culture that reflects the values of Just 4 Kids Preschool.
6. Lead employee engagement efforts, including recognition, feedback channels, and retention ini-
tiatives.
Talent Acquisition & Onboarding
1. Lead full-cycle recruiting for teaching, support, and administrative positions (posting, screening,
interviewing, reference checks, offers).
2. Partner with center directors and the VP of Operations to forecast staffing needs and maintain ap-
propriate staffing levels at each location.
3. Ensure that all new hires meet regulatory and internal requirements (background checks, TB tests,
immunizations, qualifications, etc.).
4. Own and continuously improve the onboarding process to provide a high-quality, consistent ex-
perience for new staff.
5. Support workforce planning and pipeline development for key roles (lead teachers, assistant
teachers, center leadership).
Compliance, Policies & HR Operations
1. Ensure compliance with federal, state (especially California), and local employment laws and reg-
ulations.
2. Maintain and update the employee handbook, HR policies, and procedures; communicate changes
effectively to leaders and staff.
3. Oversee personnel files and HR records to ensure accuracy, confidentiality, and compliance with
licensing and legal standards.
4. Coordinate with Payroll and Finance to ensure accurate and timely processing of pay, changes,
and corrections.
5. Support compliance with childcare licensing requirements related to staff (e.g., ratios, qualifica-
tions, documentation).
6. Assist with responses to audits, licensing reviews, and other regulatory inquiries related to HR
and staffing.
Performance Management & Development
1. Support the design and implementation of performance review processes and tools.
2. Coach leaders on setting clear expectations, offering feedback, and supporting employee growth.
3. Identify training needs for center leaders and staff, and coordinate or deliver training on HR-re-
lated topics (e.g., harassment prevention, documentation, communication, leadership basics).
4. Partner with leadership to create development plans and career pathways for key roles.
Benefits, Leaves & HR Support
1. Assist employees and managers with questions related to benefits, time off, and HR policies.
2. Coordinate and track leaves of absence (e.g., FMLA, CFRA, pregnancy disability, personal leave)
in accordance with law and policy.
3. Support wellness, attendance, and return-to-work processes.
4. Work with external vendors and brokers as needed to support benefits administration.
Data, Reporting & Continuous Improvement
1. Maintain HR metrics (e.g., turnover, time-to-fill, headcount, absenteeism) and share regular re-
ports with leadership.
2. Use data and trends to recommend improvements in recruitment, retention, and employee experi-
ence.
3. Recommend and help implement HR systems and tools to streamline processes and improve ser-
vice to staff and leaders.
Education & Experience:
1. Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field;
combination of education and experience considered.
2. 2–4 years of progressive HR experience (HR Generalist, HR Coordinator, HR Business Partner,
or similar).
3. Experience in early childhood education, K–12 education, healthcare, or another people-focused,
service-based, regulated environment preferred.
4. Experience supporting multi-site operations preferred.
5. Demonstrated experience in employee relations, including investigations, conflict resolution, and
coaching managers.
Certifications
6. SHRM-CP or SHRM-SCP preferred; willingness to obtain SHRM certification within 12–18
months strongly valued.
Knowledge, Skills & Abilities
7. Working knowledge of California employment law (wage and hour, leaves, accommodation, ha-
rassment, etc.) and willingness to deepen expertise over time.
8. Familiarity with regulatory requirements related to childcare or licensed programs preferred.
9. Proven ability to build trust and maintain confidentiality at all times.
10. Strong interpersonal, communication, and relationship-building skills with staff at all levels.
11. Confident mediator and problem-solver with the ability to manage difficult conversations with
empathy and clarity.
12. Highly organized, detail-oriented, and able to manage multiple priorities in a fast-paced environ-
ment.
13. Comfortable working both at a strategic level and hands-on with daily HR operations.
14. Proficient in HRIS systems and Microsoft Office/Google Workspace, and standard HR tools.
Location, Travel & Work Conditions
15. Based in Orange County or Temecula / Murrieta area.
16. Regular travel (approximately 1–3 days per week) required between all Just 4 Kids Preschool lo-
cations in Riverside and San Bernardino counties for on-site support, meetings, and trainings.
17. Must have a valid California driver’s license, reliable personal vehicle, and current auto insur-
ance.
18. Occasional evening or weekend work may be required for trainings, events, or urgent matters.
Additional Requirements
19. Must be able to successfully pass all required background checks and clearances for work in a li-
censed preschool environment.
20. Must meet all health and safety requirements as defined by licensing (e.g., TB clearance, immu-
nizations, mandated reporter training).
21. Ability to sit, stand, walk, and travel between classrooms and centers as needed in support of staff
and leadership.
Physical & Environmental Requirements:
Reasonable accommodation may be made to enable individuals with disabilities to perform the essential
functions.
1. While performing the duties of this job, the employee will frequently sit, stand, walk, bend, and
reach. You may need to lift files or packages periodically. This role routinely uses standard office
equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
2. Frequent bending, stooping, kneeling, lifting, focus / alertness while driving and adhering to strict
safety requirements.
3. Relatively frequent exposure to loud noises (baby crying, toys falling and other common occur-
rences of children at play).
4. Occasionally lift files and/or packages periodically up to 40lbs.
5. Exposed to outdoor weather conditions.
The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or physical requirements. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.