Central Valley Regional Center (CVRC) · 17 hours ago
Human Resources Generalist
Visalia, CA
Full-time
Hybrid
Mid Level
3+ years expCentral Valley Regional Center (CVRC) is seeking a Human Resources Generalist to perform professional-level HR work providing consultative support to an assigned client group. The HR Generalist will be the primary point of contact for employee and manager guidance on HR policies, performance management, employee relations, and workplace concerns.
ChildrenNon ProfitWellness
Responsibilities
Serves as the primary Human Resources point of contact for an assigned client group, providing professional guidance, consultation, and support to employees and managers regarding HR policies, procedures, and workplace practices
Builds and maintains effective working relationships with employees and leaders through proactive communication, presence, and understanding of departmental operations and workforce needs
Interprets and applies HR policies, procedures, and employment practices in a consistent and compliant manner, partners with HR leadership and legal counsel on complex or high-risk matters
Provides guidance and coaching to managers on performance management, including documentation practices, corrective action, performance improvement, and evaluation processes
Serves as the initial intake point for employee relations concerns within the assigned client group; gathers preliminary information, assesses issues, provides guidance, and escalates matters for review with legal counsel and/or HR leadership as appropriate
Conducts and consults with legal counsel on formal employee relations investigations by providing background information, documentation, and coordination; supports managers with post-investigation follow-up and implementation of outcomes
Serves as the initial point of contact for leave of absence inquiries, including CFRA/FMLA (as applicable), Pregnancy Disability Leave, workers’ compensation-related leave, and ADA/FEHA interactive process considerations; provides employee guidance and coordinates next steps with benefit and payroll department(s)
Serves as the initial intake for workplace injuries and workers’ compensation concerns; ensures timely reporting and documentation and partners with HR Supervisor and external providers throughout the claims process
Communicates complex HR policies, compliance requirements, and processes in a clear, relatable, and accessible manner to support understanding, consistency, and effective application across diverse employee and management groups
Partners with Talent Acquisition to support recruitment and hiring activities for the assigned client group, including intake meetings, interview panel participation, and manager coaching on selection practices
Supports onboarding and orientation activities by delivering HR policy and practice information and partnering with Learning and Development to ensure a positive new-hire experience
Collaborates with Learning and Development and Leadership Engagement functions to identify training and development needs and connect employees and managers to appropriate resources
Utilizes HRIS reports and workforce data to support HR initiatives, workforce planning, and leadership requests
Supports the employee offboarding process for assigned client groups, including coordination of separation documentation, notifications, and transition activities in partnership with HR Operations, Payroll, IT, and management
Conducts employee exit interviews, as assigned, to gather feedback related to employee experience, engagement, supervision, and workplace practices, documents themes and trends and shares insights with HR leadership
Partners interdepartmentally to ensure timely and accurate processing of offboarding activities, including system updates, benefits transitions, and compliance requirements
Serves as a point of contact for employees and managers during the separation process, providing guidance on next steps, timelines, and available resources in a professional and supportive manner
Assists, in consultation with the and HR leadership, in identifying, developing, reviewing, and updating Human Resources standard operating procedures (SOPs) to support consistent, compliant, and efficient People practices
Provides operational input and frontline perspective to inform improvements to HR processes, workflows, and employee experience initiatives
Participates in HR projects, initiatives, and process improvements that support organizational effectiveness, employee experience, and compliance
Supports effective and efficient business practice
Maintains positive business relationships, confidentiality, good attendance, punctuality, and acts in accordance with all company policies and procedures
Qualification
Required
Bachelor's degree in human resources, business administration, public administration, or a closely related field; or an equivalent combination of education and progressively responsible human resources experience
Minimum of three (3) years of professional-level human resources experience providing consultative HR support, employee relations guidance, performance management coaching, and policy interpretation
Working knowledge of California employment laws and regulations applicable to a non-union, social services or nonprofit environment, including wage and hour requirements, CFRA, Paid Sick Leave, FEHA, ADA, and general leave administration concepts
Demonstrated ability to translate complex human resources, compliance, and regulatory information into clear, practical, and easily understandable guidance for diverse internal customer groups, including employees, supervisors, and leadership
Experience serving as an initial intake point for employee relations, workplace concerns, and employee leave inquiries, with the ability to assess issues, exercise judgment, and escalate appropriately
Demonstrated ability to maintain confidentiality and exercise independent judgment when handling sensitive employee and organizational matters
Strong written and verbal communication skills, including the ability to document issues clearly and communicate effectively with employees and management
Proficiency in Microsoft Office applications and the ability to utilize HRIS systems and standard workforce reports to support HR functions
Establish and maintain effective working relationships with employees, managers, and cross-functional partners
Must have a valid California driver's license, reliable vehicle, and vehicle insurance
Preferred
Experience using the ADP, or other human resources information system
Professional in Human Resources (PHR) or SHRM-CP certified
Experience conducting workplace investigations
Experience working on special projects
Company
Central Valley Regional Center (CVRC)
Central Valley Regional Center (CVRC) is a private, nonprofit corporation contracted by the state of California to provide services to persons with developmental disabilities.
201-500 employees
Funding
Current Stage
Growth StageLeadership Team
Josh Carrillo, MBA
Chief Financial Officer
Company data provided by crunchbase