HR Business Partner

Jewish Family and Children’s Services (JFCS) has served the San Francisco Bay Area for 175 years. We offer world-class services to support individuals and families across all stages of life, including adoption, mental health, senior care, disability services, financial assistance, Holocaust education, and youth development. Our mission and work are rooted in Jewish values, and we serve people of all faiths and backgrounds.

Rhoda Goldman Plaza (RGP) is an assisted living and memory care community, built on a foundation of not-for-profit values and Jewish principles. As part of Jewish Family and Children Services, the organization is proud of creating a comfortable and stimulating environment for residents, through chef-prepared cuisine, cultural activities, and programs.

POSITION SUMMARY:

The Human Resources Business Partner is a confidential position and is a member of the JFCS Human Resources team. Reporting to the Sr. Director of Human Resources, and in close collaboration with the RGP Administrator, the HR BP – RGP, is responsible for aligning JFCS’ people strategy with its business strategy. They are not only an administrative and a people champion, but also a change agent and a strategic partner for the Rhoda Goldman Plaza division. The HR BP – RGP is a trusted partner and plays a key role in providing guidance on HR policies and administration, and hands-on employee engagement support on administrative and business matters/activities that are confidential in nature and requires discretion in a professional, positive, and efficient manner in the HR Department.

COMPENSATION AND BENEFITS:

• Salary Range: $90,000-$100,000 (depending on experience)
• Employment Type: full-time, exempt position with benefits
• Employer 403(b) retirement match plus additional employer contribution (subject to eligibility)
• Cafeteria plan with medical, dental, vision, FSA, Employer-paid life, and disability insurance
• 16 holidays (10 federal and up to 6 Jewish holidays), annually
• 3 weeks of vacation and 2 weeks of sick leave, annually

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES:

• Serves as the first point of contact for the employees working at RGP. Provides employment support and ensures that employment-related problems and concerns are resolved or escalated to the RGP Administrator and the Sr. HR Director.
• Plans and facilitates effective and informative onboarding process for all new hires. Works closely with the Recruiters, hiring managers, and the HR Operations team in ensuring compliance and completion of all pre-employment requirements prior to the employee’s first day of employment.
• Shares responsibilities for benefits administration and open enrollment process with the JFCS Sr. HR Generalist. Responds to inquiries from employees regarding employment and benefits coverage status and work hours required to maintain benefits eligibility.
• Leads the Workers’ Compensation and IIPP programs for employees at RGP. Ensures that proper procedures and protocols are enforced and followed. Liaise with the agency leadership regarding WC Claims and is proactive in identifying ways to reduce injuries within the workforce.
• In coordination with the Sr. Director of HR, collaborates with the management team to understand the organization’s goals and develops HR strategies that support the achievement of those goals.
• Manages the employee HR systems for employees (Paylocity) and provides employee demographics and payroll information to the appropriate departments (Payroll or HR).
• Manages monthly, quarterly, and annual employment compliance reports and communicates to employees when required employment requirements are expiring (annual physical, annual compliance trainings) or are incomplete. Provides accurate data regarding health and service requirements to the Sr. Director of HR for provision of attestation documentation to requesting residential care facilities for the elderly.
• Participates in the annual employment handbook review and recommends changes to senior management and the Human Resources Sr. Director. Executes revisions to employment documents and communicates to RGP staff and ensures that current versions are distributed and accessible.
• Performs other duties and special assignments within the department as may be assigned by the Sr. Director of Human Resources and executive leadership.

JOB QUALIFICATIONS:

Bachelor’s degree in human resources or related field required. PHR or SHRM-CP certification is highly desired.

A minimum of 3 years HR experience, and the ability to demonstrate functional knowledge of HR policies and practices, compliance requirements, and risk implications in HR including: employee relations, discrimination, harassment, hiring, benefits, leaves and disability management, timekeeping records management, etc., is required.

Previous experience in an RCFE is highly preferred.

Remains current with Federal, State, and local employment laws and regulations, and actively makes recommendations in upholding new laws that may impact the organization. Knows how to mitigate risks and how to avoid liability and stay compliant with employment laws.

Demonstrates intermediate proficiency in use of Microsoft Office, and previous experience in using HRIS systems and other database software.

To be considered for this position, you must meet the requirements and competencies listed above. Application materials will be reviewed as they are received and well-qualified candidates will be contacted for an interview.

All qualified applicants are encouraged to apply, including minorities, women, veterans, and disabled individuals. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status. JFCS is an Equal Opportunity Employer.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees so classified.