Interim Sr HR Generalist

POSITION PURPOSE:

The interim Sr. HR Generalist will be providing 6 months of interim HR support and supervision of one full-time HR Assistant.  
 
QUALIFICATIONS:

EDUCATION:  
• BA/BS in Business, Management or equivalent experience required.

LICENSES: 
• HRCI or SHRM Human Resources Certification preferred.

EXPERIENCE: 
• A minimum of 3 years of Human Resources Generalist experience required. 
• Proficiency in Microsoft Office Suite, Adobe Sign, SharePoint, and video conferencing required.  
• Experience with HRIS and Payroll Systems required, preferably Paychex.

OTHER: 
• Ability to maintain confidentiality and manage sensitive information required, as evidenced through past work experience. 
• Strong written and verbal communication skills required as evidenced in the interview and writing sample. 
• Experience working in a non-profit environment preferred.

RESPONSIBILITIES:

Recruitment, On-Boarding, & Off-Boarding.  
• With support from the HR Assistant oversees all Recruitment, On-Boarding and Off-Boarding for the organization.

Timecards & Payroll Support  
• Review timecards and provide timecard training and support to managers and employees.  
• Support the payroll process by processing employee changes in systems and maintaining documentation.   
• Be a primary contact for the third-party Payroll representative, ensuring changes are entered in the system, payroll timelines are clearly communicated

Compensation and Benefits  
• Managing salary structures, benefits programs, payroll coordination, bonuses, and ensuring compensation is competitive and equitable. 
• Assess benefit eligibility and enter eligible employees into the benefits portal. 
• Answer employee benefit questions and collaborate with third party benefits vendor.  
• Assist with annual open enrollment.

Leaves & Accommodations  
• Responsible for processing all Leaves & Accommodations

Performance Management  
• Developing performance-review processes, helping managers address performance issues, and supporting employee development.

Training and Development 
• Identifying skill gaps and organizing training, professional development, leadership development, and career growth programs.

Employee Relations 
• Addressing workplace concerns, resolving conflicts, handling grievances, and maintaining positive relationships between employees and management. 
• Responsible for supporting managers through the disciplinary process 
• Responsible for conducting investigations 
• Responsible for receiving employee complaints/concerns and working with leadership to find resolution.

HR Policies and Procedures  
• Creating and maintaining employee handbooks, workplace policies, disciplinary procedures, leave policies, and other HR processes.

Workforce Planning  
• Forecasting staffing needs, managing organizational changes, succession planning, and helping leadership structure teams effectively.

Employee Engagement and Retention 
• Measuring employee satisfaction, improving workplace culture, identifying retention risks, and developing initiatives that keep good employees.

HR Records and Data 
• Maintaining accurate employee records and using HR metrics such as turnover, absenteeism, hiring costs, and engagement to support decisions.

Employee Health, Safety, and Wellbeing 
• Supporting workplace safety programs and employee wellbeing initiatives, while coordinating with relevant specialists when necessary.

Strategic Partnership with Leadership 
• Advising executives and managers on people-related decisions and aligning HR strategy with the organization's overall business goals.

Other 
• Occasional travel to other CADA sites in North and South County Santa Barbara  
• Collaborate with all departments and staff to ensure alignment with our One Team – One CADA culture 
• Respond to all phone messages, staff requests, and emails as appropriate and in a timely manner. 
• Attend all meetings as scheduled and participate in meetings/trainings as requested.