- Lead the strategy of HR company matters, including employee relations, personnel incidents, benefits administration, and training
- Respond in person or by email to critical or highly sensitive relations matters, including research and investigations
- Attend and participate in weekly department meetings
- Establish and communicate all employment policies and practices which comply with federal, state, and local regulations
- Lead communications related to new or significant changes to HR policies and procedures
- Develop strong bonds with on-site and remote staff to understand and resolve local issues, while working with senior managers on improvements to morale and communication
- Create plans and support HR Managers in handling performance feedback, conflict resolution, and other general situations, keeping an emphasis on compassionate professionalism
- Co-Design with Strategic Management and Talent Acquisition effective orientation programs that welcome new employees into the company culture and provide clear expectations of their role
- Maintain ongoing knowledge of current HR laws, requirements, government reporting regulations and trends
- Coordinate annual enrollment periods and reporting
- Participate in HR-related tools and software committees
- Jointly with Strategic Management and Talent Acquisition, create and maintain employee retention programs
- Advise on any OSHA/Cal-OSHA or legal-related matters to executive leadership
- Remain an employee advocate, providing guidance and situational awareness
- Ability to travel to other facilities, 1x - 3x each per year
- Other projects or reports, as assigned
- Strong communication skills to effectively interact with employees and management, as well as the ability to convey complex HR policies and concepts in a clear and understandable manner
- Ability to align HR initiatives with organizational goals and develop strategic HR plans to address current and future workforce needs while considering legal compliance and business objectives
- Emotional intelligence, including empathy, self-awareness, and relationship management. Ability to understand and respond to the needs of employees, foster trust, and build strong interpersonal relationships
- An understanding of cultural nuances and sensitivity to diverse backgrounds can help foster inclusivity and equity in the workplace, promoting a positive organizational culture
- Data analysis and the ability to derive actionable insights from HR metrics to support evidence-based decision-making, workforce planning, and performance management initiatives
- Experience and expertise in change management methodologies can facilitate smooth transitions during organizational changes or major HR initiatives, ensuring minimal disruption to employees and operations
- Knowledge of California Employment Laws, including Fair Employment and Housing Act (FEHA), California Family Rights Act (CFRA), California Labor Code, and Wage Orders.
- Successfully developed HR professionals and spearheaded the growth of new teams.
- Knowledge of federal laws that intersect with California employment regulations, including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Equal Employment Opportunity Commission (EEOC) guidelines.
- Understanding of California-specific wage and hour laws, including minimum wage regulations, overtime pay, meal and rest breaks.
- Experience in facilitating training programs that ensure compliance with workplace regulations, safety standards, and harassment prevention training mandated by California law, such as AB 1825.
- Knowledge of Cal/OSHA regulations and requirements for maintaining a safe and healthy work environment, including injury and illness prevention programs (IIPP), workplace safety training, and recordkeeping.
- Proficiency in utilizing Human Resource Information Systems (HRIS,) and similar computer applications for managing employee data and generating reports to ensure compliance and support decision-making.
- Adherence to ethical standards and maintaining confidentiality in handling sensitive employee information and legal matters.
- Ability to meet the requirements of having professional references and successfully complete a background check.
- Minimum of a Bachelor's degree in Human Resources Management.
- Minimum of 2 years of progressive experience in a Director-level position within the field of Human Resources.
- HR certifications such as HRCI-SPHR or SHRM-SCP are highly preferred.
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Human Resources Director - Burbank, United States - Productive Playhouse
Description
Human Resources Director
Location:
Burbank, CA
Hybrid, 4 days in office and 1 day remote
Company will be relocating to Glendale, CA
Status: Full-Time
Salary: $115000-$130000
Benefits: PTO, 401K, Health, Vision and Dental Insurance
ABOUT THE COMPANY
Productive Playhouse INC is a leader in language acquisition. We are a data-driven company led by creative individuals. Productive Playhouse is a special place to work, one we are excited to share with you. Our dedicated employees celebrate diversity, equity, integrity, and a compassionate culture. Encouraging a balanced work and home life, we sincerely value employee well-being. Our forward-thinking and careful observation of cultural experience has driven our teams and defined the Productive Playhouse mission.
JOB SUMMARY
As the Human Resources Director you are the fundamental connection between employees and our company. You have a natural enthusiasm for Human Resources functions, and your desire to be an advocate ensures that employee relations remain high. This role will develop the necessary tools and resources for employee and company success.
A MESSAGE FROM THE HR TEAM
Although relatively newly established, the HR Team at Productive Playhouse consists of three passionate individuals who primarily focus on creating a culture of success in the global workplace. We are looking for a detail-oriented leader who can assist in developing new ideas and exciting initiatives. Our ideal leader would be able to hit the ground running and build a comprehensive HR strategy from the ground up. They should be innovative and strive to implement preventative measures to address everyday HR matters. They should also be able to identify issues before they arise and create the necessary strategy or policy to avoid such problems.
RESPONSIBILITIES
