Description

Human Resources Manager

Department: Human Resources
Reports To: Chief Operating Officer
FLSA Status: Exempt
Location: San Francisco, California

Position Summary

The Human Resources Manager is responsible for the day-to-day management and administration of the Human Resources function for the organization. This role supports employees and managers, maintains compliant HR practices, and ensures consistent execution of company policies and procedures in accordance with federal, California, and San Francisco employment requirements.

The HR Manager manages core human resources activities including employee relations, recruitment and onboarding, performance management, compensation and benefits administration, leave administration, workers' compensation, payroll oversight, training, HR systems, workplace investigations, and property-management workforce administration. The role works closely with the Chief Operating Officer, company managers, the PEO, and outside employment counsel as needed.

Essential Duties and Responsibilities

Human Resources Management

Manage day-to-day HR operations and ensure timely, consistent execution of HR processes.
Partner with the Chief Operating Officer and department managers on staffing, employee relations, performance, and other workforce needs.
Maintain and improve HR policies, procedures, forms, and workflows.
Track and report basic HR metrics such as turnover, recruiting activity, headcount, and compensation trends.
Support company initiatives and organizational changes from an HR administration and implementation perspective.
Employment Law Compliance

Maintain HR practices and coordinate compliance with applicable requirements, including:

California Labor Code
San Francisco employment ordinances
California Fair Employment and Housing Act (FEHA)
Americans with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
California Family Rights Act (CFRA)
California Paid Sick Leave requirements
San Francisco Paid Sick Leave Ordinance
San Francisco Health Care Security Ordinance (HCSO)
California and Industrial Welfare Commission (IWC) Wage Orders
California pay transparency and pay equity requirements
California harassment prevention training requirements
Federal wage and hour regulations
Responsibilities include:

Monitor employment-law and regulatory updates that affect company policies or practices.
Update HR policies, forms, and employee handbook materials as needed.
Advise managers on routine compliance requirements and escalate complex matters appropriately.
Coordinate with the PEO and outside employment counsel when specialized guidance is needed.
Employee Relations

Serve as the primary day-to-day contact for employee relations matters.
Conduct prompt, thorough, and impartial workplace investigations, escalating significant or complex matters to the COO or outside counsel as appropriate.
Document investigation findings, recommendations, and follow-up actions.
Maintain confidential employee-relations and investigation records.
Provide practical coaching and guidance to managers regarding employee issues.
Support performance improvement, corrective action, and termination processes.
Recruitment and Talent Acquisition

Manage recruiting activities for open positions across the company.
Coordinate job postings, candidate screening, interviews, background checks, offers, and onboarding.
Work with hiring managers to define role requirements and maintain an efficient hiring process.
Ensure compliance with California and San Francisco fair chance hiring requirements.
Track open positions, recruiting activity, and workforce needs.
Compensation and Benefits Administration

Support the administration of compensation programs, salary adjustments, and incentive plans.
Conduct or coordinate market compensation reviews as needed.
Maintain compensation records and support annual compensation review processes.
Ensure compensation practices are administered consistently and in accordance with California pay equity requirements.
Administer employee benefits programs in coordination with the PEO.
Coordinate open enrollment and employee benefit questions.
Performance Management

Administer the company performance review process.
Provide managers with guidance on effective performance management and documentation.
Assist management with performance improvement plans, coaching documentation, corrective action, and terminations.
Promote consistency and appropriate documentation throughout the performance management process.
Leave of Absence Administration

Coordinate leave administration with the PEO and other third-party administrators, including:

Interactive process administration.
ADA and FEHA accommodations.
FMLA, CFRA, and other applicable leave programs.
Return-to-work coordination.
Required notices, documentation, and employee communication.
Workers' Compensation and Risk Management

Coordinate workers' compensation claims with the PEO, insurance carriers, brokers, and legal counsel as needed.
Support return-to-work and modified-duty programs.
Monitor workplace injuries and assist with injury-prevention initiatives.
Support OSHA compliance, safety programs, required training, and incident investigations as needed.
Assist with annual workers' compensation audits and related documentation.
Property Management Workforce Administration

Provide HR administration and compliance support for company entities and on-site employees. Responsibilities include:

On-site manager employment agreements.
Housing-related employment arrangements and employee occupancy requirements.
Wage and hour compliance for on-site employees.
License fee administration where applicable.
Employee housing policies.
Personnel actions affecting on-site staff.
Payroll Oversight

Review and support payroll administration to help ensure accurate and timely wage payments.
Coordinate payroll corrections and employee payroll questions with the appropriate internal team and PEO.
Review payroll audits and wage-and-hour compliance concerns.
Monitor overtime, meal-period premiums, and other payroll trends that may require management attention.
Policy Development and Training

Maintain employee handbooks and HR policies.
Create and update HR procedures, forms, and manager guidance.
Coordinate required employment-law and harassment prevention training.
Provide practical HR training to managers and employees as needed.
HR Operations and Systems

Manage the day-to-day relationship with the PEO and its HR systems.
Maintain accurate and confidential personnel files in compliance with California law.
Maintain HR records, employee documentation, and document-retention practices.
Support onboarding, offboarding, employee-status changes, and other HR transactions.
Manager Support and Additional Responsibilities

Serve as a practical HR resource to managers and employees on workplace questions and company policies.
Support the COO with confidential and sensitive employee matters.
Assist with special projects, staffing changes, property transitions, and other business changes that have an HR component.
Promote a professional, accountable, and respectful workplace culture.
Perform other duties, projects, and responsibilities as assigned.
Work Environment and Expectations

This position operates in a dynamic environment requiring flexibility, sound judgment, responsiveness, and discretion. Responsibilities may evolve based on business needs, regulatory requirements, and operational priorities. The HR Manager is expected to maintain confidentiality, manage multiple priorities, and provide reliable day-to-day HR support across the organization.

Requirements

Job Requirements
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
5+ years of progressive human resources experience, including employee relations, recruiting, compliance, performance management, and benefits administration.
Strong working knowledge of California employment law and wage-and-hour requirements; familiarity with San Francisco employment ordinances strongly preferred.
Experience working with a PEO, benefits providers, payroll systems, and workers’ compensation carriers.
Experience conducting or supporting workplace investigations and managing sensitive employee relations matters.
Ability to advise managers on performance issues, corrective action, terminations, leaves of absence, and accommodations.
Strong organizational skills with the ability to manage multiple priorities, deadlines, and confidential matters.
Excellent written and verbal communication skills.
High level of professionalism, discretion, judgment, and attention to detail.
Experience in property management, real estate, or a multi-location workforce environment preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred but not required.