Human Resources Generalist

WHO WE ARE

California Rural Legal Assistance, Inc. (CRLA) is an anti-poverty law firm that dismantles unjust systems through community lawyering in California’s historically rural areas. We work with people priced out of private legal representation so they can uphold civil rights in housing, employment, health, and public education. Through our 17 Rural Justice Centers, communities can access a broad range of legal tools, including direct legal services, place-based advocacy to expand equity in civic institutions, and specialized litigation to advance civil rights.

• Position:
  Human Resources Generalist
• Experience:
  
  3+ years
• Final date to receive applications:
  Open until filled
• Location:
  
  CRLA Headquarters – Modesto - Hybrid
• Term of Employment:
  Full-Time, long-term
• Other:
  Exempt, Non-Union Position

The Human Resources (HR) Generalist is responsible for performing a wide range of HR‑related duties to support all functional areas of the Human Resources department. This position carries out responsibilities in the following areas: onboarding, new hire orientation, worker’s compensation, leaves of absence, employee and labor relations, DEI planning and implementation, interpreting and implementing HR policies, standard HR procedures and compliance related tasks.

Working in close consultation with the Director of HR, the HR Generalist will take on a wide variety of tasks to ensure excellent customer service to CRLA staff.

The ideal candidate will be a proactive, resourceful professional with a strong understanding of HR processes and California employment law. This position works with confidential and highly sensitive information and, as such, must maintain CRLA’s standards of strict confidentiality and discretion.

• Work with the Director of HR to monitor and ensure that the organization remains compliant with federal, state, and local employment laws and regulations.
• Act as a resource to all levels of staff regarding HR policies and procedures.
• Identify opportunities to improve HR processes and increase the efficiency of HR operations.
• Handle routine administrative tasks, including monitoring the HR support email and assign employee inquiries to appropriate HR team members.
• Process EDD unemployment claims, employment verifications, and any other documentation provided that requires HR follow‑up.
• Provide support to the HR Director as needed.

• Partner with Director of HR to prepare and submit required federal and state compliance reports (including completion of EEO‑1 Reporting, etc.).
• Ensure I‑9s are compliant, completed timely and properly stored/maintained.
• Ensure all required employment/labor law posters, wage order, etc. are kept up‑to‑date and posted where they are easily visible and accessible to all employees.
• Conduct HR compliance audits and provide recommendations for improvements.
• Maintain current knowledge of and compliance with federal, state, and local employment laws and regulations, and recommended best practices.

• Manage onboarding process; administer, collect, and process all required new‑hire documentation, such as I‑9 forms, benefit enrollment forms, pre‑employment requirements.
• Conduct new hire orientation for all employees and ensure they have a smooth transition into CRLA by coordinating with cross‑functional departments for necessary tools and resources.
• Assist with continual development and refinement of company onboarding/ new hire processes.

• Manage employee leave of absence process (FMLA, CFRA, PDL, PFL, PPL, ADA, Worker’s Compensation, etc.) ensuring employees are properly notified of their rights and responsibilities, benefits, pay, and approval status in accordance with state and federal leave and disability laws. This includes employee interaction, tracking, compliance, and administration.
• Work with Director of HR on complex leave issues.

• Support Director of HR in managing employee relations matters.
• Address employee inquiries and concerns timely, with discretion and confidentiality and refer more difficult or sensitive issues to the Director of HR.

• Maintain accurate and up‑to‑date employee records…