Human Resources Manager

JOB TITLE: Human Resources Manager 

REPORTS TO: Chief People Officer  

SCHEDULE: Monday-Friday (9:00am-4:00pm) 

LOCATION: Pasadena, CA (On-site / Hybrid as applicable) 

STATUS: Full-Time, 40hrs/wk, Exempt 

DRIVER POSITION: Yes [ If yes, see driving policy below] 

SALARY RANGE: $85,000 – $100,000 Annually 

ABOUT US:

At AbilityFirst, we are dedicated to helping individuals with disabilities achieve their personal best. Our mission is to look beyond disabilities, focus on capabilities, and expand possibilities. Through our programs, services, and employment practices, we are committed to creating inclusive environments where individuals, families, and employees are supported and empowered to thrive. 

ABOUT THE ROLE:

The Human Resources Manager is a hands-on HR leader responsible for employee relations, compliance, and the effective delivery of core HR programs across AbilityFirst. This role serves as a trusted advisor to leaders and employees while owning key HR processes that ensure consistency, mitigate risk, and support organizational effectiveness. 

The Human Resources Manager leads employee relations matters, investigations, performance management, and policy governance, while also driving structured recruiting and onboarding workflows. As the accountable owner of essential HR operations and systems, this role ensures strong HR governance, accurate documentation, and a positive, compliant employee experience across the organization. 

KEY RESPONSIBILITIES:

Employee Relations, Performance & Case Management

• Advise leaders and employees on performance, conduct, and workplace concerns; ensure consistent application of policies and practices. 
• Lead performance management approach (leader coaching, evaluation standards, documentation expectations). 
• Direct corrective action strategy (PIPs/CAPs), ensuring defensible documentation and follow-through. 
• Partner with leadership on separation decisions through risk assessment, documentation review, and alignment. 
• Investigations, Legal Coordination & Risk Management 
• Lead workplace investigations from intake through findings and recommendations; ensure confidentiality, timeliness, and documentation integrity. 
• Facilitate conflict resolution and mediation when appropriate. 
• Partner with leadership and counsel on compliance matters (wage/hour, FEHA, ADA) and high-risk employee relations cases. 
• Coordinate cross-functional incident investigations and risk mitigation actions. 

Payroll Oversight & Controls (HR Side)

• Ensure payroll readiness by governing HR input controls (status changes, pay changes, leave impacts, deductions) and enforcing timelines/approvals. 
• Serve as the HR escalation point for payroll issues requiring policy/benefits/leave interpretation; drive resolution and prevent recurrence. 
• Partner with Payroll/Finance on payroll controls (audit trails, approvals, spot checks, and variance follow-up). 
• Policy, Handbook & HR Governance 
• Own HR policy governance: develop, update, and implement policies aligned with compliance and operational reality. 
• Lead handbook updates (annual + interim) in partnership with leadership and counsel; drive rollout and manager understanding. 

Compensation & HR Reporting

• Maintain salary structures and compensation tools; support leadership with market-informed recommendations as assigned. 
• Produce HR insights and reporting (trends, surveys, pay-related analyses) to guide decisions and measure outcomes. 

HR Operations & Systems Oversight

• Own HR process governance and data integrity across HRIS and core workflows; set standards, controls, and accountability for accuracy. 
• Establish and monitor HR operating rhythms (case tracking, compliance checks, escalation pathways, documentation standards). 

Benefits Administration & Leaves of Absence (Oversight)

• Oversee benefits administration and act as escalation point for complex cases; ensure coverage/deduction alignment with Payroll and vendors. 
• Lead Open Enrollment strategy and execution (timeline, vendor coordination, employee education, post-enrollment audit). 
• Oversee LOA governance (FMLA/CFRA, ADA interactive process coordination, medical/personal leaves), ensuring consistent documentation and manager guidance. 
• Partner with vendors/TPAs on leave administration, claims follow-up, and return-to-work coordination; maintain confidentiality and compliance. 
• Lead recurring eligibility/deduction audits across HRIS/benefits/payroll and drive corrective action. 

Recruiting, Hiring & Onboarding (Program Oversight)

• Partner with leaders on workforce planning and hiring workflow improvements; ensure consistent selection process and documentation standards. 
• Oversee end-to-end onboarding program effectiveness (compliance readiness, manager onboarding discipline, early engagement outcomes). 

Training, Engagement & Culture

• Drive leader capability through HR training (performance management, documentation, investigations basics, respectful workplace, compliance). 
• Support culture and engagement initiatives through feedback mechanisms and targeted action planning with leadership. 

Workers’ Compensation & HR Compliance Audits

• Coordinate workers’ compensation renewal readiness and partner on trend review and risk-reduction actions. 
• Lead scheduled audits and reconciliations across HRIS, benefits, payroll, and vendor records to ensure alignment and reduce risk. 

Other Duties

• Perform other duties and responsibilities as assigned to support the mission and operational needs of AbilityFirst 

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) is preferred. 
• Minimum of 5–7 years of progressive HR experience with strong employee relations and compliance focus is required. 
• Demonstrated experience conducting investigations, managing performance and corrective action, and developing HR policies is required. 
• Strong judgment, discretion, and documentation skills in sensitive and complex situations 
• Proficiency with HRIS systems, reporting, and process oversight is required. 

PREFERRED:

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification 
• Experience in nonprofit, human services, or other high-compliance environments 

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:

• Ability to work in an office or hybrid environment 
• Ability to travel between AbilityFirst locations as needed 
• Occasional evening availability for meetings, trainings, or organizational needs 

SPECIAL CONDITIONS:

Mandated Reporting Requirements: The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment. 

Driver Positions:

Applicants are required to provide a copy of their driving record from the Department of Motor Vehicles, along with a copy of their valid driver’s license and proof of insurance. Job offers are contingent upon a satisfactory driving record. Examples of an unsatisfactory driving record include: 

• Suspended or revoked license 
• Three or more moving violations in the past 36 months 
• Any violations, including drugs, alcohol, controlled substances, within the past 24 months 
• Reckless driving, including hit and runs, within the past 24 months 
• At fault accidents, resulting in fatality or serious injury, within the past 5 years 

The motor vehicle record will need to include a review of all states listed on the individual's employment application and resume. See instructions on obtaining your driving record below: 

https://www.dmv.ca.gov/portal/customer-service/request-vehicle-or-driver-records/online-driver-record-request/ 

For driver positions, driving is an essential job function and cannot be reasonably accommodated, employment may be discontinued. 

NOTE: All staff members will be considered introductory employees for the first three months of employment and will not be considered regular employees until the conclusion of this period. AbilityFirst reserves the right to extend an employee’s introductory period. In no way does the expiration of this introductory period change the fact that all employees are at-will. It is the supervisor’s responsibility to orient the employee and to communicate the expectations of the supervisor and AbilityFirst, as well as to evaluate whether the employee has the necessary level of skill, job knowledge, motivation, and attitude to become a regular member of the AbilityFirst staff. New employees are also encouraged to seek guidance and assistance during this period. Employees who fail to demonstrate the expected commitment, performance and attitude may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment status. Employees continue to have the right to terminate their employment/business relationship at any time, with or without cause or notice, and AbilityFirst has the same right. The organization, in its sole discretion, may change the job duties, responsibilities and assignments of any position, at any time. 

BENEFITS & PERKS:

AbilityFirst offers a competitive benefit package through Kaiser, Dental and Vision Insurance, Generous Paid Time Off and 10 Paid Holidays, Employee Discount Program, and reimbursement for Mileage and Cellphone (where applicable). 

EEO STATEMENT:

All aspects of employment, including hiring, promotion, discipline, and termination, are based on merit, competence, performance, and business needs. AbilityFirst does not discriminate on the basis of any protected status under federal, state, or local law. 

AbilityFirst is an equal opportunity employer committed to building a diverse and inclusive workforce. The organization will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring. 

Please include references in your application.