Human Resources Manager, Employee Experience and Development

ORGANIZATIONAL OVERVIEW

East Bay Agency for Children’s (EBAC) mission is to improve the well-being of children, youth, and families by reducing the impact of trauma and social inequities. EBAC strives to reduce barriers that contribute to disparities in wellness for socio-economically disadvantaged and racially marginalized families and to create communities where all children and families have support systems to reach their full potential. 

EBAC was established in 1952 when a group of parents of children with autism wanted to give their children the same educational and recreational opportunities that contribute to the physical well-being and social growth of all children. From this was born the first day-treatment program west of the Mississippi and was the foundation of growth in meeting the needs of children and families living in the San Francisco Bay Area, and especially in Alameda County. 

Today, EBAC’s programs serve over 10,000 children, youth and families throughout Alameda County each year with the goal of giving each child and family the specific resources, skills, and support they need to help them reach their full potential. The organization has strategically grown its program offerings to include a wide variety of supports and services to the community. For more information about our organization, please visit the website at www.ebac.org.

POSITION OVERVIEW

The Human Resources Manager, Employee Experience & Development is a strategic leadership role focused on cultivating a positive and productive work environment. This Manager is responsible for designing and leading initiatives related to organizational culture, talent development, and complex employee relations. This includes managing high-level conflict resolution, overseeing performance management, and developing strategic training programs to enhance employee engagement and mitigate organizational risk. This role partners closely with the Human Resources Manager, HR Operations to ensure integrated HR support across the organization.

Position Reports To: Chief Operating Officer

QUALIFICATIONS and COMPETENCY FACTORS:

1. Education: Four-year College or University degree in Human Resources, Organizational Development, or a related field preferred; a combination of education and experience may be substituted.
2. Certification: HR Certification (SHRM-CP/SCP or PHR/SPHR) preferred. Specialized certification in training, mediation, or coaching is a significant asset.
3. Experience: Minimum of five to seven years of progressive HR experience, with at least two years in a supervisory or management role, demonstrating proven expertise in complex Employee Relations and organizational Training/Development.
4. Legal Expertise: High-level expertise in state and federal employment laws, with significant experience applying these laws to complex employee relations investigations and managing risk.
5. Soft Skills Mastery: Exceptional leadership, consulting, facilitation, and coaching skills, with the ability to influence and mediate effectively across all levels of the organization.
6. Communication & Presentation: Excellent written and verbal communication and public speaking skills are required for delivering impactful training and consulting with executive leadership.
7. Project Management: Proven ability to independently lead and manage large-scale HR projects (e.g., training rollouts, engagement surveys), prioritize tasks, and meet deadlines.
8. Integrity: Must possess the highest level of integrity, discretion, and ability to handle highly sensitive, confidential matters.
9. Other Requirements: Ability to drive with valid driver's license, auto insurance, and access to use of an automobile as needed.

RESPONSIBILITIES 

The Human Resources Manager, Employee Experience & Development is responsible for the following areas:

Employee Experience, Culture, & Conflict Management

1. Conflict Resolution & Consultation: Develops and implements effective processes for workplace conflict resolution, providing expert consultation, coaching, and mediation to managers and staff to promote constructive interactions.
2. Culture & Engagement Strategy: Designs and manages programs to measure and enhance employee engagement and culture (e.g., employee surveys, focus groups), reporting key findings and recommending strategic interventions to leadership.
3. Disciplinary Guidance: Provides expert consultation to managers regarding high-level disciplinary actions and involuntary terminations to ensure consistency, fairness, and legal defensibility.

Talent and Performance Development

1. Performance Management Oversight: Manages and optimizes the organization's Performance Management system and entire review cycle, providing coaching to managers on setting goals, conducting effective evaluations, and addressing performance gaps.
2. Training Strategy & Delivery: Designs, develops, and delivers strategic training programs, including mandatory compliance training (e.g., Harassment Prevention) and non-mandatory programs focused on leadership development, management skills, and professional growth.
3. Training Systems Partnership: Works in partnership with the HR Manager, HR Operations to leverage the Learning Management System (LMS) for effective enrollment, record-keeping, and reporting on staff training completion.
4. Talent Development Initiatives: Identifies critical organizational talent gaps and proposes strategic interventions, including mentorship programs, succession planning, and skills development tailored to career pathing.

Employee Relations and Performance Management

1. Complex Investigations: Serves as the lead investigator for all high-risk employee relations cases, including allegations of harassment, discrimination, and retaliation, ensuring all investigations are prompt, thorough, confidential, and legally compliant.
2. Leadership Recommendations: Provides direct consultation and recommendations to the COO and executive leadership based on investigation findings, performance documentation, and a thorough legal risk analysis.
3. Performance Intervention: Manages and provides expert consultation on all formal Performance Improvement Plans (PIPs) and related success plans, ensuring all documentation is clear, measurable, tracked, and legally defensible.
4. Termination Management: In partnership with the HRM-Operations, and COO, manages all high-risk involuntary termination processes, including documentation review, risk assessment, and conducts termination meetings in partnership with management and HR Staff.

WORKING CONDITIONS and JOB SETTING

1. Work Location & Setting: This is primarily an on-site position based at the EBAC’s HUB in Oakland. Due to the management of sensitive employee relations issues and the need for frequent in-person consultation and training delivery, the Manager is required to be present in the office most of the time.
2. Remote Flexibility: Occasional remote work flexibility may be granted as approved by the Chief Operating Officer, provided all operational and security needs are met. (The organization reserves the right to adjust this flexibility based on business needs.)
3. Schedule: The position requires a standard full-time work schedule, including dedicated availability during core business hours for both on-site and remote workdays. Additional hours may be required during peak HR cycles (e.g., employee performance review season, system audits).
4. Physical Requirements: Periodic lifting up to 25 pounds (e.g., file boxes, HR materials) may be needed on in-office days.
5. Technology: The Manager must maintain a dedicated, quiet, and secure remote workspace with reliable internet access suitable for handling confidential and sensitive employee data and participating in video meetings, etc. when working offsite.
6. Travel: Occasional travel to meetings between sites is required. 

BENEFITS INFORMATION

EBAC offers a uniquely generous PAID time off package including up to 15 paid Holidays a year, generous vacation accruals for eligible employees; and an outstandingly comprehensive benefits package that includes: 

1. Medical, Dental and Vision insurance. Full time employee only coverage is free of charge for certain Medical and Dental coverages. 
2. Multiple options of Mental Health Care supports and services.
3. Chiropractic and Acupuncture benefits included in Medical plans.
4. Employer paid Basic Term Life/AD&D insurance; employee paid voluntary life insurance and AD&D (for employee, spouse and children if choose to elect).
5. Accident, Critical illness and Hospital Indemnity coverage ( for employee, spouse and children if choose to elect ).
6. Tax deferred FSA (flexible spending account) for Health Care and/or Child Care; commuter benefits for Transit and/or Parking expenses.
7. 403b retirement program with an up to 4% Employer dollar to dollar Match after 1 year of employment.
8. Prepaid Legal Consultation and Identity Theft Protection insurance.
9. Pet Insurance to care for the four-legged family member(s). 
10. ScholarShare 529 Savings Plan for higher education expenses for the beneficiary includes employee, child or another family member, etc.