Human Resources Manager

Human Resources Manager

Department:
Human Resources

Reports To:

Chief Operating Officer
FLSA Status:
Exempt

Location:

San Francisco, California

Position Summary

The Human Resources Manager is responsible for the day-to-day management and administration of the Human Resources function for the organization. This role supports employees and managers, maintains compliant HR practices, and ensures consistent execution of company policies and procedures in accordance with federal, California, and San Francisco employment requirements.

The HR Manager manages core human resources activities including employee relations, recruitment and onboarding, performance management, compensation and benefits administration, leave administration, workers' compensation, payroll oversight, training, HR systems, workplace investigations, and property-management workforce administration. The role works closely with the Chief Operating Officer, company managers, the PEO, and outside employment counsel as needed.

• Manage day-to-day HR operations and ensure timely, consistent execution of HR processes.
• Partner with the Chief Operating Officer and department managers on staffing, employee relations, performance, and other workforce needs.
• Maintain and improve HR policies, procedures, forms, and workflows.
• Track and report basic HR metrics such as turnover, recruiting activity, headcount, and compensation trends.
• Support company initiatives and organizational changes from an HR administration and implementation perspective.

Maintain HR practices and coordinate compliance with applicable requirements, including:

• California Labor Code
• San Francisco employment ordinances
• California Fair Employment and Housing Act (FEHA)
• Americans with Disabilities Act (ADA)
• Family and Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)
• California Paid Sick Leave requirements
• San Francisco Paid Sick Leave Ordinance
• San Francisco Health Care Security Ordinance (HCSO)
• California and Industrial Welfare Commission (IWC) Wage Orders
• California pay transparency and pay equity requirements
• California harassment prevention training requirements
• Federal wage and hour regulations

Responsibilities include:

• Monitor employment-law and regulatory updates that affect company policies or practices.
• Update HR policies, forms, and employee handbook materials as needed.
• Advise managers on routine compliance requirements and elevate complex matters appropriately.
• Coordinate with the PEO and outside employment counsel when specialized guidance is needed.

• Serve as the primary day-to-day contact for employee relations matters.
• Conduct prompt, thorough, and impartial workplace investigations, escalating significant or complex matters to the COO or outside counsel as appropriate.
• Document investigation findings, recommendations, and follow-up actions.
• Maintain confidential employee-relations and investigation records.
• Provide practical coaching and guidance to managers regarding employee issues.
• Support performance improvement, corrective action, and termination processes.

• Manage recruiting activities for open positions across the company.
• Coordinate job postings, candidate screening, interviews, background checks, offers, and onboarding.
• Work with hiring managers to define role requirements and maintain an efficient hiring process.
• Ensure compliance with California and San Francisco fair chance hiring requirements.
• Track open positions, recruiting activity, and workforce needs.

• Support the administration of compensation programs, salary adjustments, and incentive plans.
• Conduct or coordinate market compensation reviews as needed.
• Maintain compensation records and support annual compensation review processes.
• Ensure compensation practices are administered consistently and in accordance with California pay equity requirements.
• Administer employee benefits programs in coordination with the PEO.
• Coordinate open enrollment and employee benefit questions.

• Administer the company performance review process.
• Provide managers with guidance on effective performance management and documentation.
• Assist management with performance improvement plans, coaching documentation, corrective action, and terminations.
• Promote consistency and appropriate documentation throughout the performance management process.

Coordinate leave administration with the PEO and other third-party administrators, including:

• Interactive process administration.
• ADA and FEHA accommodations.
• FMLA, CFRA, and other applicable leave programs.
• Return-to-work coordination.
• Required notices, documentation, and employee communication.

• Coordinate workers' compensation claims with the PEO, insurance carriers, brokers, and legal counsel as needed.
• Support return-to-work and modified-duty programs.
• Monitor workplace…