Manager, Human Resources​/Wellness

APPLICATION REVIEW

Position is open until filled. Completed applications received by the application review deadline will be given priority consideration. It is the candidate's responsibility to be sure that ALL required materials noted under the application procedures section of this job announcement are submitted.

• First Round of Interviews:
  Week of January 26th, 2026
• Finalist Interviews:
  February 27th, 2026
• Desired
  
  Start Date:
  
  March 16th, 2026

• Salary Range: $10,137.00 - $12,322.00 per month (25/26 Management Salary Schedule); maximum initial salary placement at mid-range, which is $11,176.00 per month (placement within this range is based on assessment of previous experience as documented in application materials). An additional 2% compensation will be added to the base salary for an earned doctorate degree.
• Fringe benefits: The District offers a competitive health & benefits package for employees and eligible dependents. You can learn more on our Benefits page.
• Leave/Holiday time: Management employees earn 1 day of sick leave and 1.8333 days of vacation for each month worked. They are also entitled to holidays recognized by the District (18 holidays/year).
• Retirement: Santa Rosa Junior College is a CalSTRS and CalPERS employer. Eligibility will be determined based on the regulations established by both agencies.

Under the direction of the Director, Human Resources, coordinate and manage the operations of the employee wellness program; plan, develop, implement, evaluate and maintain programs and policies necessary to ensure a healthy environment for employees; train, supervise and evaluate the performance of assigned staff. Examples of key duties are interpreted as being descriptive and not restrictive in nature. Incumbents routinely perform approximately 80% of the duties below.

• Maintain District compliance with a wide variety of applicable employee health related regulatory programs including but not limited to, Cal OSHA Standards, Americans with Disabilities Act (ADA) and workers compensation; participate in the development and review of District policies and procedures; ensure that requirements are met related to employee required training changes in the employee work procedures or materials, and refresher training on both a standard frequency or due to unsafe acts or accidents;
  
  prepare and maintain accurate records of trainings.
• Manage the District’s Workers’ Compensation and Return‑to‑Work programs serving as a liaison between the District, the injured employee, Department Employee Supervisors, the District’s Workers’ Compensation carrier, the medical providers, and legal consultants; monitor and administer claims assisting employees with medical appointments, forms and reports; correspond with and prepare reports for medical providers, the insurance company and the injured employees while the claim is in open status;
  
  provide related trainings for faculty and staff; initiate ergonomic recommendations or reasonable accommodations recommended by medical providers; oversee program compliance and reporting requirements with applicable laws and regulations for the District; support development and implementation of associated District policies and procedures to ensure program success.
• Assist the Americans with Disabilities Act (ADA) Coordinator and District Compliance Officer with duties including administration of the District’s Reasonable Accommodation Program to ensure that employees with disabilities are accommodated according to established rules and regulations; assist with investigations and responses to allegations of discrimination regarding employee disability; consult with other to develop solutions to evolving, emerging matters related to equity and access.
• Intake employee requests for accommodation and conduct meetings with employees to confirm medical necessity and review employee reasonable accommodation applications; conduct meetings with employees and department managers; research, evaluate, and advise on appropriate and reasonable accommodation to support an employee’s medical need; determine and…