Human Resources Specialist 2202

HUMAN RESOURCES SPECIALIST

Department: Human Resources

Reports To: Emergency Management and EHS Manager

Location: Oxnard

Classification: Full-Time, Confidential, Non-Bargaining Unit, Non-Exempt

Starting Salary: $31.51 - $35.29 Hourly

Full Salary Range: $31.51 - $49.59 Hourly

Job Summary: The Human Resources Specialist is an entry-level or early-career HR position that provides reliable, employee-focused support across workers’ compensation, wellness, safety, policy administration, and day-to-day HR operations. Working under the guidance of the Emergency Management and EHS Manager, the Specialist coordinates assigned programs, maintains accurate records, prepares communications, supports employees through established processes, and helps ensure work is completed consistently and on time.

This role is designed for a new graduate or candidate with limited professional HR experience who brings strong organization, sound judgment, discretion, and a willingness to learn. It does not independently own regulatory decisions, complex employee relations matters, claim determinations, or final accommodation decisions.

• Receive reports of work-related injuries or illnesses and promptly notify the appropriate HR and safety contacts.
• Provide employees and managers with approved claim forms, instructions, and information about established reporting procedures.
• Enter and maintain claim information, incident records, medical notes, work-status updates, and related documents in designated systems.
• Coordinate routine communication among employees, managers, the claims administrator, medical providers, and internal partners.
• Track appointments, restrictions, modified-duty documentation, claim milestones, and required follow-up.
• Support return-to-work and transitional-duty coordination using approved processes and under HR leadership guidance.
• Prepare routine claim-status reports, assist with record audits, and elevate delays, disputed claims, legal notices, or complex cases.
• Protect confidential medical and claim information and maintain records in accordance with established retention practices.

• Respond to routine employee questions and route sensitive or complex matters to the appropriate HR leader.
• Maintain confidential files, trackers, forms, calendars, and other HR records in accordance with established practices.
• Draft routine updates to handbook, contract, procedure, and template language for leadership review and approval.
• Provide administrative support for the accommodations process, including intake, scheduling, document collection, status tracking, and follow-up under HR leadership guidance.
• Assist with onboarding, training coordination, audits, reporting, and other recurring HR processes as assigned.
• Support projects that reduce routine workload on HR leadership and improve service consistency.

• Assist the Emergency Management and EHS Manager with employee-facing Safety Program activities.
• Coordinate Safety Committee meetings, agendas, materials, attendance, minutes, and action-item follow-up.
• Support safety, wellness, and preparedness campaigns, training reminders, drill rosters, and participation tracking.
• Help schedule training and site activities and communicate logistics to employees and managers.
• Consolidate records and prepare routine summaries while escalating compliance questions and incidents.
• Travel to organizational locations as needed to support programs, events, and training.

• Develop and maintain project plans, calendars, task lists, and program documentation.
• Coordinate with HR, managers, committees, vendors, and employees to keep assigned work moving.
• Identify missed deadlines, unclear ownership, or emerging risks and promptly elevate them.
• Use available systems and standard office tools to enter information, organize records, and produce reports.
• Recommend practical improvements to communications, workflows, and employee participation.
• Perform other related duties as assigned.

• Coordinate approved programs, routine workers’ compensation administration, and established processes.
• Draft communications and routine policy or contract updates for review.
• Collect information, schedule meetings, maintain trackers, and follow up on action items.
• Answer routine questions using approved resources.
• Recommend process and program improvements.

• Final accommodation determinations and legal or policy interpretations.
• Complex employee relations, investigations, complaints, and disciplinary matters.
• Workers’ compensation claim determinations, compensability decisions, settlement authority, litigation, and complex return-to-work matters.
• Regulatory or compliance decisions, OSHA/Cal-OSHA determinations, and ownership of formal safety plans.
• Final approval of handbook, contract, policy, and procedure changes.
• Matters involving significant risk,…