Human Resources Manager

ORGANIZATION

The mission of Ravenswood Family Health Network (RFHN) is to improve the health of the community by providing culturally sensitive, integrated primary and preventative health care to all, regardless of ability to pay or immigration status, and collaborating with community partners to address the social determinants of health.

POSITION SUMMARY

Under the general direction of the Human Resources Director, the Human Resources Manager oversees, maintains and administers personnel documents, assuring organizational compliance with employment laws. The HR Manager oversees the workflow processes and transactions for recruitment, selection, hiring, orientation, the collection of initial credentialing paperwork of newly hired licensed and certified employees, evaluation, disciplinary and employment termination actions, and manages RFHN’s employee benefits in conjunction with the Payroll Department. As a member of the Management Team, manages the workers’ compensation process, and assists managers in interpreting policies and procedures.

The HR Manager is primarily responsible for overseeing and collaborating on the administration of human resources programs, including but not limited to, wage compensation, benefits, leaves of absence, performance and disciplinary matters, disputes and investigations, talent management and retention, occupational health and safety, and training and development.

The HR Manager will be required to work on site at the MayView Mountain View, Sunnyvale, Palo Alto locations once a week or more to provide HR support as deemed necessary. 

DUTIES AND RESPONSIBILITIES

To be performed in accordance with RFHN Policies and Procedures

Talent Management, Retention, and Onboarding

1. Collaborates with the HR Director and leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
2. Works collaboratively with HR Team and oversees the sourcing, recruiting, and job posting process for effectiveness and adherence to legal and RFHN policies.
3. Manages the talent acquisition process:
   • Identifies staffing and recruiting needs;
   • Develops and executes best practices for hiring and talent management;
   • Reviews and writes job descriptions ensuring they are up to date and compliant with all local, state, and federal regulations.
   • Counsels managers on candidate selection;
   • Supports or leads higher level searches, particularly for providers, managerial, exempt and professional role.
4. Responsible for research on sourcing strategies for providers and other hard-to fill positions. 
5. Develops and leads orientation and onboarding for new hires, including creating welcome materials and developing structure and workflows for monthly new hire orientations to facilitate introductions to the team and company culture.
6. Recommends job offer salary rates to the HR Director or CEO.
7. Oversees weekly new hire orientations and works in partnership with the HR Generalist to ensure the process is engaging and informative. 
8. Assists the HR Director with development, engagement, and motivation of employees to meet strategic retention goals.
9. Conducts and analyzes exit interviews, and recommends retention strategy changes to the HR Director and leadership team based on feedback from employees.

Performance Management and Employee Relations

1. Coordinates the training of management team members in interviewing, hiring, terminations, promotions, performance reviews, and occupational safety and employment laws; creates power point presentations and other training material as needed.
2. Works with directors, managers, and supervisors in the performance review process providing guidance and editorial and legal review of employee evaluations, and making recommendations for corrective actions and employee terminations.
3. Administers annual performance review program and corrective actions to ensure effectiveness, compliance, and equity within the organization.
4. Assists managers as needed with counseling employees on performance, conduct, or other issues. 
5. Conducts investigations on complaints of workplace misconduct or other matters involving staff, including interviewing complainants, witnesses, gathering documentation and evidence, and preparing reports with findings and recommended actions.

Benefit and Leave Administration

1. Plans, manages, and administers the employee benefits program.  This includes overseeing the day-to-day operations of benefits programs, including Health Care and Dependent Care FSA plans, Life Insurance, and other perks.
2. Collaborates with the HR Director to assess benefit plans with brokers and makes recommendations for updates or changes; acts as RFHN’s liaison with employee benefits brokers.
3. Leads and oversees the annual Open Enrollment (OE) process, which includes sending out OE communications and deadlines to employees, scheduling OE meetings, and working with the HRIS representative to update benefit rates in the payroll system.
4. Ensures ongoing education of benefits, including the 403b retirement plan, by scheduling benefit meetings, attending All Staff meetings to provide benefits information.
5. Audits benefits enrollments and reviews monthly benefit billing statements.
6. Works in partnership with the HR Director to manage all Leaves of Absence (FMLA, CFRA, Disability, PFL, Personal), including leave dates, return from leave clearances, and communications with employee’s department managers and supervisors.

Supervision

1. Supervises the Senior HR Associate and three HR Generalists. 
2. Sets objectives, priorities and resources to align with HR objectives. Oversees and adjusts the work assignments of HR staff direct reports to ensure recurring deadlines are met.
3. Manages the work of HR staff, including supervising, training, and holding department meetings.
4. Handles internal HR staff issues, such as mediating disputes and directing corrective action.
5. Oversees all work-related injuries and processes.  Provides guidance to the HR team on workers’ compensation laws and case management.
6. Oversees the audit process in areas such as workers’ compensation, COBRA, benefits administration, employee recruitment, personnel records, and employee relations.
7. Supervises the maintenance of personnel files and records, including automated record-keeping systems, and ensures retrievability of files and records.
8. Manages the collection of credentialing information for all newly hired licensed and certified clinical staff.

Policy and Compliance

1. Analyzes, develops, revises, and updates HR office procedures related to assigned functions to assure operational efficiency.
2. Recommends changes in policies and procedures related to Human Resources to the HR Director by maintaining knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
3. Participates in salary surveys.  Performs periodic compensation and benefits research and makes recommendations to compensation policies to the CFO and CEO.
4. Participates in staff administrative meetings affecting Human Resources procedures and the work of the HR department.
5. Participates in management level meetings on agency-wide policies and issues.
6. May be assigned or requested to act as a Disaster Service Worker.

General Agency Duties 

1. Fosters an environment that promotes trust and cooperation among patients and staff; maintains strictest confidentiality concerning all patient and employee information. 
2. Promotes and exemplifies in action, the mission, goals, policies, procedures and principles of RFHN to supervisees and other clinic staff.
3. Participates in outreach activities, agency advocacy, and serves on ad hoc committees, as requested.
4. Attends RFHN staff retreats and Board of Directors meetings, as requested by the HR Director.
5. Other duties as assigned and requested.

QUALIFICATIONS

• Bachelor's degree from an accredited college or university required.
• Three (3) years minimum of previous experience in Human Resources Management required.
• Experience in a non-profit and/or community health center highly preferred.
• Knowledge of Federal and State HR Laws required.
• Thorough knowledge of California Leave Laws (FMLA, CFRA, PFL, etc.) required.
• Knowledge of the principles and techniques of supervision and training, including work scheduling, instruction, review, and evaluation of subordinates.
• Knowledge of office practices and procedures, including filing systems, financial record keeping, reference sources, and preparation of forms and reports.
• Experience using PayCom or other HRIS system highly desirable.
• Ability to communicate effectively both verbally and in writing in a professional manner; Spanish language or Tongan language competency highly preferred.
• Computer literacy required; familiarity with the use of Microsoft Windows, word processing, spreadsheets and/or databases. 
• Ability to take initiative and to exercise independent and sensible judgment; demonstrates decision-making and problem-solving expertise. 
• Demonstrated ability to motivate, supervise, train and work respectfully and effectively with a culturally diverse clinic staff.
• Ability to collaborate and work effectively with the management team, patients, the public, community members, and external agencies.
• Must adhere to standards of confidentiality.
• Up to date with COVID-19 vaccines per current CDC guidelines strongly recommended.

The salary range for this position is $110,240 to $135,200 annually.  However, the final base salary will be determined upon a number of individualized factors such as (but not limited to) the scope and responsibilities of the position, job-related knowledge, skills, experience, education and certification levels, and departmental budget. We also consider internal equity with our current employees when making final offers.

Ravenswood Family Health Network is an equal opportunity employer.