Interim Sr HR Generalist

About the Role

This is a 6-month interim position providing HR support and supervision of one full-time HR Assistant.

Qualifications

• BA/BS in Business, Management, or equivalent experience required.
• HRCI or SHRM Human Resources Certification preferred.
• Minimum of 3 years of Human Resources Generalist experience.
• Proficiency in Microsoft Office Suite, Adobe Sign, SharePoint, and video conferencing.
• Experience with HRIS and Payroll Systems, preferably Paychex.
• Ability to maintain confidentiality and manage sensitive information.
• Strong written and verbal communication skills.
• Experience working in a non-profit environment preferred.

Responsibilities

• Recruitment, On-Boarding, & Off-Boarding: Oversee all recruitment, on-boarding, and off-boarding processes with support from the HR Assistant.
• Timecards & Payroll Support: Review timecards, provide training and support to managers and employees, and process employee changes in payroll systems. Serve as the primary contact for the third-party payroll representative to ensure timely and accurate payroll processing.
• Compensation and Benefits: Manage salary structures, benefits programs, payroll coordination, bonuses, and ensure compensation is competitive and equitable. Assess benefit eligibility, enter eligible employees into the benefits portal, answer employee benefit questions, and collaborate with the third-party benefits vendor. Assist with annual open enrollment.
• Leaves & Accommodations: Process all leaves and accommodations.
• Performance Management: Develop performance-review processes, help managers address performance issues, and support employee development.
• Training and Development: Identify skill gaps and organize training, professional development, leadership development, and career growth programs.
• Employee Relations: Address workplace concerns, resolve conflicts, handle grievances, and maintain positive relationships between employees and management. Support managers through the disciplinary process, conduct investigations, and receive and resolve employee complaints.
• HR Policies and Procedures: Create and maintain employee handbooks, workplace policies, disciplinary procedures, leave policies, and other HR processes.
• Workforce Planning: Forecast staffing needs, manage organizational changes, support succession planning, and help leadership structure teams effectively.
• Employee Engagement and Retention: Measure employee satisfaction, improve workplace culture, identify retention risks, and develop initiatives to retain employees.
• HR Records and Data: Maintain accurate employee records and use HR metrics (e.g., turnover, absenteeism, hiring costs, engagement) to support decisions.
• Employee Health, Safety, and Wellbeing: Support workplace safety programs and employee wellbeing initiatives, coordinating with relevant specialists as needed.
• Strategic Partnership with Leadership: Advise executives and managers on people-related decisions and align HR strategy with the organization’s overall business goals.
• Occasional travel to other CADA sites in North and South County Santa Barbara.
• Collaborate with all departments to ensure alignment with the "One Team – One CADA" culture.
• Respond to phone messages, staff requests, and emails in a timely manner.
• Attend all scheduled meetings and participate in meetings/trainings as requested.