Senior Manager, Human Resources & Office Manager
Supporting People. Streamlining Operations. Strengthening Aria University.
Summary of Duties and Responsibilities
The Senior Manager of Human Resources oversees the planning, execution, and management of all HR functions, including but not limited to: employee relations, talent acquisition and retention, HRIS systems, compensation, benefits administration, organizational development, training, and compliance with state, federal, and local employment laws. This role is also responsible for creating HR policies, onboarding programs, and internal procedures, while serving as a key advisor on HR-related matters. The Senior Manager leads the HR department and collaborates closely with both administrative and academic units across the university.
Role Overview
Principal Responsibilities
Develop strong working relationships with managers, supervisors, and employees throughout the university, as well as within the human resources department, in order to create a culture of openness, responsiveness, and trust that strengthens the department’s standing as a valuable resource for our numerous stakeholders. Provide department heads with coaching on performance feedback and management procedures. Managers will receive coaching from the individual on how to draft plans for performance enhancement and escalating discipline procedures, which include termination.
Handle employee relations issues by assessing situations, determining appropriate resolutions, and recommending effective solutions. Conduct thorough and legally sound internal investigations, evaluate possible courses of action, and advise on appropriate disciplinary measures, including progressive discipline, reassignment, suspension, or termination of employment. Serve as the University’s representative in interactions with external agencies and organizations concerning human resources matters, such as the Fair Employment & Housing Commission, Employment Development Department, State of California Labor Commissioner’s Office, and other regulatory bodies.
Manage and maintain records of employee payroll actions, including merit increases, salary adjustments, leaves of absence, terminations, and retirements. Offer guidance and support to managers, supervisors, and staff on employee relations matters and effective resolution strategies. Additionally, assist with and provide training on performance evaluations, recruitment processes, organizational changes, and job audits.
Create, implement, update, disseminate, and keep up with all policies, procedures, salary surveys, and staff handbooks. In order to create and carry out appropriate university-wide policies, this role examines pertinent administrative, safety, and personnel matters. Examine, create, and suggest suitable policies and processes for execution. Verify policies and procedures on a regular basis to ensure they adhere to applicable agency, state, and federal regulations. Examine the recently passed HR laws. Ensure that updates and amendments are distributed and put into effect. To make sure policies adhere to both federal and state law, consult with legal advice. Reports or special projects as needed pertaining to administrative, financial, and human resources issues.
Manage the employee recruitment program to ensure compliance with legal requirements while attracting a diverse and representative pool of candidates for both full- and part-time positions. Oversee the reference and background check processes, as well as the issuance of pre-adverse and adverse action letters, employment offers, and terms of employment. Collaborate with hiring managers to develop and review job descriptions, supporting effective hiring outcomes and ensuring accurate classification in accordance with federal and state laws, including exempt and non-exempt status. Conduct exit interviews and address any significant issues that arise, providing recommendations for resolution when appropriate. Develop onboarding policies and procedures for new hires and coordinate the employment orientation process for incoming staff.
Oversee the administration of the comprehensive employee benefits program, including medical, dental, vision, pension, 403(b), Employee Assistance Program (EAP), and more. Assess and recommend alternative benefit options to enhance the program. Prepare and analyze informational materials, interpret policies and procedures to support accurate processing of benefit documents, and ensure clear understanding of applicable rules and regulations. Ensure compliance with all reporting requirements, including COBRA regulations. Track and monitor disability, unemployment, and parental leaves, and manage the issuance of FMLA notices, designations, and related communications to employees on leave.
Seek out ways to improve efficiency in the Human Resources department and consider how the work can be integrated with ADP HRIS to provide faster and easier transactions that will meet the university’s needs. Make the most of the team’s skills to support their primary responsibilities and promote follow-up and outcomes. Oversee the upkeep and guarantee the accuracy of payroll, employee, and record files. Verify that documents and files adhere to the rules of the university and any relevant labor laws. Create and record processes for any modifications to the system.
- Assess salary structures to confirm fairness within the organization, market competitiveness, and adherence to applicable local, state, and federal regulations.
- Conduct thorough job evaluations to assign accurate classifications and establish appropriate pay ranges.
- Carry out market compensation analyses to compare salary data for similar roles in peer organizations and interpret the findings.
- Develop proposals for salary adjustments or position reclassifications to ensure competitive compensation.
- Prepare and deliver annual reports on salary and benefits forecasts to assist management in budget planning and financial oversight.
- monitoring and handling worker’s compensation claims, which includes looking into them, filing reports when necessary, and making sure the right paperwork is filled out.
- In charge of carrying out the program to prevent illness and injuries.
- In charge of staying current with CAL-OSHA rules and guidelines.
- Evaluate and assess the needs of the company; create and plan professional staff training; provide workshops, seminars, and resource libraries, among other activities.
- Provide internal staff development training in light of the legal developments.
- Engage in adherence to the University Safety program by coordinating safety training initiatives, investigating accidents, and making suggestions for improvement.
- Make suggestions for training or policy changes to guarantee compliance.
- Evaluate and assess the needs of the company; create and plan professional staff training; provide workshops, seminars, and resource libraries, among other activities.
Key tasks include:
- Organize office tasks and keep records, procedures, and processes up to date.
- Prioritize, oversee, and address business issues pertaining to university administration responsibilities in order to provide administrative support and supervise the operations of a department or unit.
- Answer common and somewhat complicated inquiries from internal and external contacts regarding the policies, procedures, and processes of the unit or university.
- Support both conventional and atypical meetings and activities; create intricate travel plans.
- Write and disseminate meeting minutes, regular correspondence, and reports, including monthly activity reports, statistics reports, and presentations.
- Keep track of your personal and professional calendars.
- Additional tasks as delegated
Additionally, the chosen applicant will be capable of carrying out the following crucial tasks:
- Accept and adhere to instructions.
- Collaborate with others.
- Accept constructive feedback and react accordingly.
- Be upbeat.
- Strike a balance between several priorities and tasks.
- carries out other crucial responsibilities
Demands familiarity with human resources policies and procedures and how they are implemented in the workplace on a daily basis. The candidate must possess outstanding written and verbal communication skills, a track record of public speaking, the ability to effectively solve employee relations problems, time management skills, and the capacity for attentive listening.
Three to five years of broad, increasingly responsible experience in human resources, ideally in an academic or non-profit environment. Excellent judgment and a solid grasp of talent acquisition, disciplinary actions, terminations, and human resources advice are required. The person will have knowledge of HR information systems and, ideally, be familiar with the ADP HRIS system. The person must have experienced in managing safety programs and leave of absences. must have a track record of successfully handling several priorities and working in a hectic setting.
- Education: A bachelor’s degree from a university with accreditation is necessary. A master’s degree is ideal.
- Three to five years of experience working in a human resources department is required.
- Licenses: Possess a current driver’s license in the United States and be qualified to be insured under the University’s insurance program.
- Prior Training: Verifiable FERPA and sexual harassment training must have been completed by the hiring.
- Certification: It is preferable to have an SPHR, PHR, or SHRM certification.
- Grouping: This is a year-round, twelve-month, benefits-eligible, exempt position.
- SUPERVISORY RESPONSIBILITY: Will oversee both non-exempt and exempt HR personnel.
Candidate Background Screening: A thorough consumer background check will be necessary for the chosen applicant. A post-offer physical agility test must be passed in order to be considered for some employment. In addition to meeting the standards listed in this job description, employment is subject to the aforementioned outcomes being satisfactory.
ADA/OSHA: The primary responsibilities of this role are outlined in this job description. Employees engaged for this role are presumed to be able to carry out the necessary duties without causing a serious risk to their own or others’ health or safety. Additionally, it might encompass marginal functions, as broadly defined by the Occupational Safety and Health Administration (OSHA) and Title 1 of the Americans with Disabilities Act (ADA). Qualified applicants with disabilities who self-disclose will receive reasonable accommodations.
DISCLAIMER: The purpose of this job description is to describe the general type and caliber of work that people in this classification do. It is not intended to include or be construed as an exhaustive list of all the tasks, obligations, and credentials needed by workers in this role. As duties and responsibilities evolve over time, the university periodically examines job descriptions and may make adjustments based on business needs.
AT-WILL EMPLOYMENT: University employment is “at-will,” which means that conditions such as termination, demotion, promotion, transfer, pay, benefits, responsibilities, and work location can vary with or without prior warning and without justification. The University and you do not have an explicit or implicit agreement for long-term or continuing employment. Employees and the University maintain the right to end an employment relationship at any time, with or without cause, even though the University hopes that these interactions will be rewarding and mutually beneficial. The only individual with the authority to change the at-will employment arrangement is the President.
Regardless of a person’s race, color, religion, sex, sexual orientation, gender identity, gender expression, pregnancy, breastfeeding, or related medical condition, national origin, ancestry, citizenship, age, marital status, physical or mental disability, medical condition, genetic characteristic or information, military and veteran status, or any other characteristic protected by state or federal law, the university hires and promotes people based on their qualifications, in accordance with applicable state and federal laws. You can send inquiries to jobs@aria.edu.
Acceptance for jobs requiring the use of a university vehicle depends on a driving record that is acceptable to the university’s auto liability insurance. Employment is contingent upon the new employee presenting documentation proving U.S. citizenship or, for foreign nationals, documents proabout:blankving legal permission to work in the United States. Promotions from within are encouraged whenever there are qualified University personnel available.
Aria will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual (applicant or employee) with a disability if the disability affects the performance of essential job functions, in accordance with applicable laws that ensure equal opportunities to qualified individuals with a disability, unless doing so would place an unreasonable burden on the University. Decisions about employment are made on the basis of qualifications rather than a person’s impairment.Â
If an employee or candidate needs an accommodation, they should get in touch with the HR department and their immediate supervisor. The choice of housing will be at Aria’s discretion if several are found that do not present an unreasonable hardship to the University. Please get help from hr@aria.edu if you need a disability accommodation for any step of the application or employment process.
Aria offers equitable employment opportunities.
Please send an email to jobs@aria.edu to apply.
