Human Resources Manager

Salary range: $3,888.13 - $5,744.54 bi-weekly; $8,424.28 - $12,446.50 per month. Pay will be based on experience equivalent to RCEB.

Regular, full-time position located in San Leandro and Concord, CA offices.

About the role

The Regional Center of the East Bay (RCEB) is one of 21 Regional Centers that are community-based, private non-profit corporations under contract with the California Department of Developmental Services. RCEB provides intake, assessment, diagnosis, and coordinates community-based services for over 25,000 children and adults with developmental disabilities in Alameda and Contra Costa counties.

RCEB envisions a future where persons with developmental disabilities are truly a part of the community. Persons with developmental disabilities receive supports and services they need to succeed. The supports and services change as the need changes. Children with developmental disabilities live with families in typical communities, attend neighborhood schools, and play with neighborhood friends. Adults with developmental disabilities live in the residence of their choice and engage in activities such as work, volunteering, education, training, or leisure. They have meaningful relationships and are seen as valuable, contributing members of their communities.

The Human Resources Manager will provide leadership and support in the Human Resources Department by playing a key role in recruitment, employee relations, policy implementation, and organizational culture. This position requires a strong background in union negotiations, employee relations, and policy writing. The HR Manager will lead labor relations strategies, foster a positive work environment, and ensure compliance with all legal and organizational policies. Working under the Director of Human Resources, the HR Manager oversees day-to-day HR operations, supervises HR staff, manages workplace investigations, and coordinates workplace accommodations.

Responsibilities

• Lead preparation and provide operational support for union negotiations, including research, strategy development, costing analysis, participation in bargaining sessions, and implementation of collective bargaining agreements (CBAs). Serve as a liaison between management and union representatives.
• Manage employee relations matters, including conflict resolution, grievance management, disciplinary actions, and ensuring fair treatment for all employees. Foster a positive work environment by addressing employee concerns and resolving disputes.
• Develop, review, and update RCEB policies and procedures to ensure compliance with labor laws, regulations, and best practices. Maintain and update the RCEB Employee Handbook and related policy documents.
• Ensure compliance with labor laws, regulations, and collective bargaining agreements. Work with legal counsel to address complex legal issues and mitigate risks.
• Collaborate with the Training Manager to develop and deliver training on RCEB policies, employee relations best practices, and conflict resolution.
• Support management in performance management processes, ensuring consistent application of policies and fair resolution of employee performance concerns.
• Promote employee engagement and retention through feedback mechanisms and initiatives to improve morale and satisfaction.
• Oversee workers’ compensation administration, including claims coordination and return-to-work processes.
• Supervise and provide direction to HR Specialist and HR Technician responsible for HR operational and administrative functions, including benefits administration, leave programs, ACA reporting, and payroll backup support.
• Prepare or support workforce and regulatory reporting required by federal, state, and funding agencies.
• Serve as acting HR lead in the absence of the Director of Human Resources.
• Perform other duties and responsibilities as assigned.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master's preferred).
• Minimum of 7 years of progressively responsible Human Resources experience, including significant experience in employee relations, labor negotiations, policy development, and payroll backup support.
• At least 3 years specifically focused on union negotiations, employee relations, and policy development.
• Experience in a large non-profit HR department, preferably in the field of developmental disabilities.
• Strong knowledge of labor laws, collective bargaining, and union-related issues.
• Proven experience in negotiating and managing collective bargaining agreements (CBAs).
• Excellent interpersonal, communication, and conflict resolution skills.
• Ability to think strategically, manage complex situations, and make sound decisions in a fast-paced environment.
• Strong writing and analytical skills, with the ability to draft clear, concise, and legally compliant policies.
• Comfortable with presenting and public speaking.
• Advanced knowledge of HRIS, Excel, and other relevant HR software.
• Understanding of payroll policy, law requirements, and procedures for compliance with labor regulations.

Preferred Qualifications

• SHRM-SCP or PHR certification.
• Experience in a unionized industry or environment.
• Strong facilitation and training delivery experience.
• Ability to work in a diverse, inclusive, and dynamic environment.

Other Requirements

• Use of an automobile, possession of a valid driver’s license, and automobile liability insurance, or ability to provide independent transportation.
• Regular in-office presence to support HR operations, employee relations, and collaboration with staff and management.
• Maintain strict confidentiality of sensitive employee and organizational information.

Physical Requirements

• Primarily sedentary office work: typing, data analysis, standard mobility.
• Regular lifting of up to 10 lbs.; occasional up to 20 lbs.
• Requires ability for near/far vision, communication, and fine motor tasks.
• Office environment with moderate noise; occasional interactions with distressed individuals.

Benefits

• 3 weeks paid vacation + 12 sick days.
• 14 paid holidays + 3 floating holidays.
• Multiple options for medical care (including Kaiser at 100% employer paid for employee).
• Dental and vision plans.
• CalPERs Retirement (pension).
• Student Loan Forgiveness program (federal program for nonprofit employees after 120 qualifying payments).
• Flexible schedule and work-at-home options, if applicable.
• Employee Assistance Program, including mental health care.