POSITION SUMMARY:

The Human Resources Generalist helps Project Open Hand succeed by providing extensive support and guidance for all levels of the agency on the full range of HR, specifically in the areas of employee relations, employee engagement and recognition, leaves of absence, confidential record keeping, and organizational staff recruiting efforts, including partnering with departments and programs throughout the Agency to ensure staff vacancies are addressed in a timely manner.

This position is perfect for a highly engaged and personable HR professional familiar and comfortable with the confidentiality and professional boundary demands of such a position.

QUALIFICATIONS REQUIRED:

2+ years’ experience as a Human Resources Generalist in San Francisco or CA1+ year experience in recruitment and staffingSolid understanding of federal and California state and city Labor laws including solid experience managing FLSA, FMLA, COBRA, EEO, ADA, ACA, workplace safety and worker’s compensation Experience working with sensitive documents and ability to maintain confidentiality Excellent communication skills—verbal and writtenStrong proficiency with Microsoft Office Suite Experience working with a HRIS (ADP Workforce Now preferred)Labor relations experience including labor negotiations, grievance process experience

QUALIFICATIONS DESIRED:

HR Certification (PHR and/or SHRM CP)Working knowledge of Microsoft SharePoint and VisioBilingual (Spanish, Tagalog, or Chinese preferred)

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

Works closely with the Vice President, Human Resources administering all aspects of the HR functionTrains and supports HR and administrative volunteersCoordinates leaves of absence under federal, state and city statutesIn collaboration with the HR team, facilitates all aspects of the employment lifecycle including recruitment, hiring, onboarding, retention, performance management and separationWorks with hiring managers to oversee all aspects of employee recruitment, advancement and retention; including but not limited to posting positions, sourcing and screening candidates, scheduling interviews, processing background and reference checks, following up with candidates, maintaining database and developing reports, tracking hiring, employment and retention data, and working with departmental supervisors to create internal career laddersProactively and empathetically addresses workplace and personnel issues - including resolving difficult interpersonal and employees retention issuesMonitors staff morale and seeks to address pressing issues through trouble shooting with staff, managers and department heads facilitating discussions and trainings and making recommendations to senior leadership regarding agency wide approaches to moraleCounsels supervisors regarding employee performance issues; ensures that best practices are used consistently in all disciplinary actions so as to limit agency liability and provide for fair treatment of staffIn partnership with Vice President, Human Resources, conducts day-to-day labor relations with the bargaining unit as represented by the Service Employees International Union  (SEIU Local 1021); participates in the negotiation and renegotiation of a collective bargaining agreement(s) and any mid-term agreements; resolves disputes informally, where possible, and through the grievance and arbitration process when necessary liaises and interacts with the Federal Labor Relations Authority, Federal Services Impasses Panel, and Federal Mediation and Conciliation Service, as appropriate, concerning all aspects of labor relations that may arise; coordinate with General Counsel regarding third party actionsIn collaboration with Human Resources Administrator, maintains accurate and confidential records and files, according to legal and agency standards and oversees departmental paper flow to ensure confidentiality and integrity of informationWorks with Human Resources Administrator to ensure departmental administration is organized and complete; including but not limited to sorting agency mail, distributing paychecks, maintaining organizational chart, agency calendars and phone directoriesContinuously designs new and refines existing departmental and agency systems, policies and procedures, provides guidance on their interpretation, counsels staff involving their application, and maintains departmental process guides and agency handbookEstablishes training goals and designs agency plan to both meet ongoing training needs and regular management training including the design and execution of in-house trainings as well as identifying outside sourcesEnsures compliance with state and federal labor lawsWorking with Building Services co-manages the Injury and Illness Prevention Plan (SB 198)Serves as the Human Resources point of contact regarding payrollOther duties as assigned

 

POH COMPETENCIES: 

Team player: Demonstrates cooperative spirit, respects professional boundaries and is successful at sharing responsibilities with othersSelf-led: Knows and completes responsibilities in assigned timelines, asks for clarifications when neededSensitive to the circumstances and needs of the critically ill and seniors, as well as people with mental health and substance abuse issuesCustomer oriented: Works well with all customers (internal staff and external contacts), promotes a positive image of the agency and works diligently to resolve customer issuesPoised: able to maintain a calm, positive and constructive attitude during interactions with diverse populations, sometimes in challenging situationsEthical: Honest, accountable, maintains confidentialityDecisive: Thoughtful when considering options, seeks input from others, makes difficult decisions when necessaryKnowledgeable: Understands facets of job, keeps job knowledge currentWell organized: Information organized and accessible, maintains efficient work space, manages time wellStrong communicator: excellent verbal and written communication skillsTechnical savvy: Skilled with computers, proficient with function appropriate technology, learns quickly, uses technology to enhance job performance with the interest and ability to learn new technologyLeadership I: Completes all assigned tasks in a timely manner and is able to identify projects or work needed for future completion. Anticipates needs before they are assigned. Recognizes themselves as a departmental or function representativeAgile:   Able to move effectively between big-picture thinking and hands-on logisticsTakes Initiative: Takes action, seeks new opportunities, strives to see projects to completionProblem solver: Strong analytical skills and able to creatively address and solve problemsLeadership II: Is abreast of current projects and actively planning for the future. Leads and gains results through others through example, communication, delegation, and accountability. Is a representative of POH internally and externallyMotivated: Looks for opportunities to increase knowledge, works to increase responsibility, strives to achieve personal goalsStrategic Thinker: Works to establish and articulate vision, shows creativity when defining solutionsResults-Driven: Defines appropriate goals, works toward achieving goals, articulates vision and steps for achievementCreative: Ability to conceptualize fresh, compelling ideas for the department and agencyAudience Engagement: Ability to effectively engage with target audiencesProject Manager: Monitors status of projects, understands project details, holds project owners accountable, delivers clear and accurate feedbackDetail Oriented: Meticulous and thorough when entering, reviewing and providing information

PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: While performing duties of job, incumbent is occasionally required to stand; walk; sit for long period of times; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; talk and hear. Employee must occasionally lift and/or move up to 40 pounds unassisted. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus

Work environment: The noise level in the work environment varies from quiet to loud. The temperature in the work environment will range from cold to warm