Human Resources Jobs in Sacramento, CA (Now Hiring) — 112 open — Page 3

POSITION TITLE: HR Manager

REPORTS TO (TITLE): Director Human Resources

SALARY RANGE: $90,000 - $108,000 per year (Pay is based on experience)

DESCRIPTION OF POSITION

The Human Resources Manager serves as the operational and employee‑relations lead for the Human Resources Department, overseeing daily HR workflows, exempt recruitment, investigations, corrective action guidance, and cross‑functional coordination with department leaders. This role ensures consistent application of HR policies, supports compliance with federal and state employment regulations, and maintains alignment with organizational standards and Just Culture principles.

The HR Manager provides direct support and oversight to the HR Coordinator roles (HRC1 and HRC2), ensuring accuracy, timeliness, and consistency across recruitment, onboarding, leave administration, ADA accommodations, workers’ compensation, HRIS updates, and personnel recordkeeping. The position also maintains the integrity of the HR Master Tracker by reviewing entries, identifying discrepancies, and directing corrections as needed.

This role requires strong judgment, confidentiality, and the ability to manage complex employee‑relations matters while supporting a collaborative, service‑oriented HR environment.

HR Operations & Team Leadership

• Manage day‑to‑day HR operations, serving as the primary operational lead across all HR functions.
• Directly supervise, coach, and develop two HR Coordinators (HRC1 and HRC2):
• HRC1: Leave Administration, ADA, Workers’ Compensation, Terminations, PAR transactions, UKG data entry, employee inquiry triage.
• HRC2: Hourly Recruitment, Onboarding & Orientation Coordination, Status Change PARs, UKG data entry, employee inquiry triage.
• Set clear priorities and expectations; conduct regular check‑ins, performance evaluations, and professional development conversations.
• Serve as the first point of escalation for HR team members; triage issues and escalate appropriately.
• Maintain internal SOPs, workflows, and HR resources to ensure consistency and operational efficiency.
• Review and monitor the HR Master Tracker for accuracy, completeness, and workflow alignment; direct corrections as needed.
• Provide coverage and ensure operational continuity during team absences.

Talent Acquisition & Onboarding

• Provide operational leadership for all recruitment and onboarding activities, ensuring high‑quality execution by HRC2 for hourly recruitment.
• Lead exempt‑level full‑cycle recruitment, including job postings, sourcing, screening, interview coordination, offers, and candidate communication.
• Serve as the primary recruiter for complex, confidential, or strategically critical exempt roles.
• Conduct initial phone screens for leadership candidates, assessing qualifications, leadership competencies, and cultural alignment.
• Lead continuous improvement of onboarding and orientation programs to ensure a consistent, high‑quality new hire experience.
• Collaborate with hiring managers to maintain, update, and standardize job descriptions.

Employee & Labor Relations

• Serve as the main point of contact for managers and employees, triaging concerns and conducting investigations.
• Lead investigations involving represented and non‑represented employees, including communication with union representatives or shop stewards to ensure accurate fact‑finding and contract‑aligned resolution.
• Maintain thorough, accurate documentation of employee relations matters in compliance with California employment law, hospital policy, and collective bargaining agreements.
• Advise managers on performance management, corrective action, and termination processes, ensuring decisions align with law, policy, and contractual obligations.
• Identify trends or recurring issues in employee relations and recommend proactive interventions.
• Support development and implementation of Just Culture and related culture initiatives.
• Elevate complex, high‑stakes, or sensitive matters to the HR Director, including cases involving significant legal exposure, employee appeals, or situations requiring executive‑level decision‑making.
• Collaborate with the HR Director on represented employee matters as needed; as all grievances, bargaining, negotiations, mediations, and arbitrations are led directly by the HR Director.

Performance Management & Engagement

• Manage the annual performance evaluation cycle, including timelines, manager training, tracking, and follow‑up.
• Design and implement employee engagement initiatives such as stay interviews, exit interviews, and feedback programs.
• Analyze engagement and retention data; provide insights and recommendations.
• Support recognition programs and employee experience strategies that reinforce a people‑centered culture.

Compliance, Recordkeeping & Reporting

• Ensure accurate and compliant employee records in accordance with California and federal requirements (FMLA, CFRA, ADA, FEHA, etc.).
• Oversee mandatory training completion tracking in collaboration with the Education team and department managers.
• Lead or support internal HR audits; ensure corrective actions are documented and completed.
• Monitor changes in California employment law and bring compliance updates and recommendations forward.
• Support workers’ compensation coordination and leave administration oversight in partnership with HRC1.
• Pull, interpret, and present HR data for compliance, operational insights, and leadership reporting.

Strategic Partnership & Projects

• Support department‑wide initiatives, including policy implementation, leadership development, and organizational design.
• Identify process gaps, propose solutions, and lead operational improvements.
• Represent HR in cross‑functional meetings and initiatives as delegated.
• Prepare reports, dashboards, and data summaries for leadership review.

General Administrative Support

• Provide administrative support including scheduling, document management, and correspondence.
• Serve as a resource for general HR inquiries and escalate issues appropriately.
• Help foster a culture of responsiveness, accountability, collaboration, and continuous improvement.
• Perform additional related duties as assigned.

Knowledge and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required
• Three to five (3–5) years of progressively responsible HR Generalist, HRBP, or equivalent experience, including at least one (1) year in a supervisory or lead HR role
• Demonstrated experience conducting employee relations investigations, including represented‑employee matters
• Strong working knowledge of California employment law (FEHA, CFRA, FMLA, ADA, wage/hour, and related regulations)
• Experience owning exempt‑level full‑cycle recruitment
• Experience managing HR operations in a multi‑department, fast‑paced environment
• Healthcare industry experience preferred
• Strong interpersonal and communication skills
• Ability to manage multiple priorities and lead others with clarity and accountability
• High level of discretion and professionalism
• Proficiency with HRIS systems (UKG, ClearCo.) and Microsoft Office
• PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred

Skills and Abilities:

Our team operates in a straightforward, collaborative environment that values clarity, consistency, and mutual respect. We prioritize practical solutions over office politics and appreciate colleagues who communicate clearly, maintain confidentiality, and engage with employees across all backgrounds with professionalism and empathy. Additional skills and abilities include:

• Maintains strict confidentiality of employee, applicant, and patient information
• Demonstrates professionalism and emotional intelligence in sensitive and high-stakes situations, including complex employee relations matters
• Demonstrates respect across diverse social, cultural, economic, and educational backgrounds
• Proficient in Microsoft Office (Outlook, Word, Excel, PowerPoint) and HR platforms (e.g., UKG, HealthStream)
• Strong interpersonal, verbal, and written communication across diverse audiences
• Excellent organizational and leadership skills; able to manage a team while maintaining individual accountability and attention to detail
• Critical thinking, sound judgment, and a proactive approach to complex problem-solving
• Adapts effectively to shifting priorities, ambiguity, and fast-paced environments
• Collaborates across departments and builds trust with internal and external partners
• Balances independent initiative with team-oriented execution and upward communication
• Maintains service orientation with a respectful, employee-centered mindset
• Understands HR's operational and legal impact; anticipates downstream effects of decisions
• Open to feedback; learns quickly and applies new knowledge to improve outcomes and team performance
• Capable of pulling, interpreting, and presenting HR data for compliance, operational, and strategic insights
• Understands, enforces, and communicates HR policies with clarity and professionalism
• Provides responsive, respectful, and solution-oriented employee relations support
• Demonstrates supervisory capability: able to delegate, coach, and hold team members accountable with fairness and clarity

Physical Requirements:

• While performing the duties of this job, this position is frequently required to do the following:
• Use standard office equipment and access, input, and retrieve information from a computer. Use computer keyboard with manual and finger dexterity and wrist-finger speed sufficient to perform repetitive actions efficiently for extended periods of time
• Communicate effectively in person or via telephone in a manner which can be understood by those with whom the person is speaking, including a diverse population
• Give and follow verbal and written instructions with attention to detail and accuracy
• Perform complex mental functions and basic arithmetic functions; interpret complex laws, regulations, and policies; collect, interpret, and/or analyze complex data and information
• Vision: see details of objects at close range
• Coordinate multiple tasks simultaneously
• Reach forward, up, down, and to the side
• Sit or stand for minimum periods of one hour at a time and come and go from the work area repeatedly throughout the day
• Lift up to 10 pounds
• Medical
• Dental
• Vision
• PTO
• 401(k)
• Life Insurance