People Experience Manager

Child Care Resource Center • Los Angeles, CA

1d • Hybrid

About The Position

Work where your work matters. Work at CCRC. CCRC prides itself as a workplace of choice for passionate talent, driven by our mission to cultivate child, family and community well-being. Whether the position works directly with the public or supports our programs, every position is vital to our mission's success and reputation as a leader. We are not your typical non-profit. We are 900+ people strong and growing! For a full list of of job requirement and benefits, please review the job flyer: PEX Manager Within a team environment, this position will perform the following responsibilities:

Requirements

• BA/BS in Human Resources, Business Administration, or related field from a four‑year college or university, required.
• Minimum of 6 years of HR Management experience required, of which 3 experience years in Employee Relations/Performance Management required.
• Or equivalent combination of education and experience.
• This position requires up to 75% travel as needed to meet business requirements.
• Travel to CCRC’s offices, locations, or centers (including but not limited to San Fernando Valley, Antelope Valley, Victorville, and San Bernardino) will be required on a monthly and/or as needed basis to support the assigned division’s leadership and employees.
• Will consist of travel to and from agency locations.
• Staff members driving on behalf of CCRC may choose to drive a CCRC vehicle or own vehicle and must meet requirements to be an approved driver including holding and maintaining current auto insurance, current California Driver’s License and DMV clearance required.
• Background requirements determined according to the requirements of the program(s) which the position will be supporting.
• Background check required.
• As a grant-funded Agency supporting Children and Family Services, CCRC conducts background checks commensurate with the role to verify candidate qualifications (criminal history, employment history / experience, education, reference checks) and ensure grant compliance.
• Specific roles may have additional verification / clearance to the standard background check as part of the recruitment and selection process, including: Live Scan Clearance / DOJ Fingerprinting: For positions working directly with the public in a child/ community care or child / community care adjacent setting (CA Health and Safety Code Section 1596.871 and/or Head Start Program Performance Standards 1302.90).
• Health Clearance: For positions working directly with the public in a child/ community care or child / community care adjacent setting or working with “at risk” populations, CA Code of Regulations Title 22, §101216, CA Health and Safety Code 1596.7995, and/or Head Start Program Performance Standards 1302.93)
• MVR / DMV clearance in accordance with CCRC’s liability insurance provisions: For positions where driving is required.
• Child Development Permit: For positions working in an educational capacity (California Education Code Sections 44242.5, 44340, and 44341)
• CPR / Pediatric CPR certification: For certain identified positions working directly with the public in a child/ community care or child / community care adjacent setting (CA Health & Safety Code 1596.865 – 1596.866)
• Federal Debarment Checks: For positions acting in a principal capacity to federal funds (Head Start Program Performance Standards 1304.11, Code of Federal Regulations Title 2 Grants and Agreements 2.180.320 and 2.180.995)
• Credit & Bankruptcy Check: For positions with fiscal responsibility (roles with authority over financial transactions), a credit and bankruptcy check will be conducted to assess financial responsibility in alignment with agency standards and applicable laws, including the federal Fair Credit Reporting Act (15 U.S.C. 1681 et seq.) and California Labor Code restrictions on credit reports (Labor Code 1025.5.)

Responsibilities

• Employee Relations Governance (30%) Advise HRBPs and leaders on complex ER matters, performance behaviors, and risk; ensure consistent and uniform policy application across divisions. Oversee investigations; at times, directly lead high-risk cases. Ensure timely, defensible processes, appropriate and well-thought-out recommendations, proper documentation, and secure retention. Identify and escalate legal or compliance concerns to People Experience Director and/or CHRO. Review performance counseling and disciplinary actions for clarity, consistency, appropriateness, and CA legal compliance; advise corrective actions and effective approaches for performance improvement. Review exit interview and post hire follow-ups coordinated by HRBPs; synthesizes trends with turnover, ER issues and other relevant people data that drives on engagement, retention or impacts on divisional or strategic initiatives.
• Team Leadership & Operations (25%) In alignment with People Experience Director, sets and drives KPIs for HRBPs; provides coaching and development where necessary to ensure targets are met and are aligned appropriately with program and agency strategic goals. Manage workload, capacity, HR acumen and business alignment, while maintaining coverage and timely responsiveness including accurate case logging and data quality. Drive continuous improvement and knowledge/capability grown through regular feedback, and development discussions. Drive accountability by addressing gaps appropriately as required.
• Strategic Partnership & Data Storytelling (15%) Partner with People Analyst and HRBPs to connect people data with monthly trended insights in advance of quarterly data discussions. Oversee HRBP led quarterly data discussions with divisional leaders to ensure they are aligned and reflect divisional strategic goals.
• Talent & Performance Management (15%) Drive HRBP ownership of the performance calendar (90-day introductory, Mid-Year, Annual) including timely completion, fair calibration; appropriate documentation supporting under performance. Drive accountability as needed with divisional leaders on importance of performance management, early intervention, documentation and performance improvement interventions. Ensure HRBPs are providing performance management training regularly in agreement with divisional needs.
• Policies & Compliance (10%) Act as subject matter expert on Employee Handbook and other agency-wide HR policies and procedures, including ensuring HRBPs interpret policies accurately and effectively. Effectively communicate various HR policies and procedures, and any applicable employment-related laws, standards, and government regulations agency-wide as needed. Work with HR Business Partners to ensure divisional leadership is enforcing all policies and procedures fairly, uniformly, and consistently. Identify risks and legal compliance concerns to escalate appropriately to P&C and/or Agency Leadership. Exercise discretion and good judgment in matters affecting the Department/Agency.
• Change Management and cross-functional initiatives (5%) Analyze organizational impacts and compensation alignment that could impact divisional re-organizations or other workforce changes; determine recommendations better aligned to support desired outcomes. Lead stakeholder communications and manager enablement for changes; support culture initiatives and policy updates.

Benefits

• Competitive compensation package
• Robust benefit offerings -Medical, Dental, Vision, and Voluntary Life Insurance
• Basic Life Insurance and Long Term Disability paid for by CCRC
• Employer Contribution and Employer Match in the 403(b) Retirement Savings Plan with 100% vesting
• Generous Time Off Policy-Vacation and Sick Time, Holidays, and Paid Winter Break
• Opportunities for learning and professional development, including education reimbursement
• Employee Assistance and Wellness Programs
• 501(c) (3) designation-You can apply for Public Service Loan Forgiveness!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level