As a non profit we are a second chance employer. We intentionally create employment opportunities for faculty and students who may face barriers to traditional employment due to past circumstances, including prior incarceration, recovery journeys, homelessness, employment gaps, or other life challenges.
Oue nonprofit believes that a person’s past should not permanently define their future and is committed to workforce inclusion, rehabilitation, and long-term career development. Second chance employers focus on providing supportive leadership, skill development, stability, accountability, and pathways for personal and professional growth.
At its core, second chance employment reflects a commitment to dignity, opportunity, and the belief that individuals can successfully rebuild their lives when given access to meaningful work and support.
The People Operations department plays a critical role in supporting and sustaining a second chance workforce model. People Operations serves as a strategic partner by creating equitable hiring practices, ensuring compliance, fostering inclusive workplace cultures, supporting faculty development, managing performance with compassion and accountability, and implementing programs that promote retention, engagement, and long-term success.
In a second chance environment, People Operations leadership extends beyond traditional human resources functions. It requires balancing operational excellence with empathy, trauma-informed leadership, workforce development, and organizational accountability to ensure faculty are supported while maintaining high standards of performance and professionalism.
Job Summary: The Field Director of People Operations is responsible for the overall health, effectiveness, and compliance of People Operations within their assigned client group. This role provides strategic leadership and operational oversight of workforce health data and analytics, organizational effectiveness, leadership capability, employee relations, compliance, and operational stability. The Director proactively identifies trends, mitigates risks, and partners with operational leadership to implement strategies that strengthen organizational performance and improve employee outcomes.
The Director also leads and develops the People Operations team, ensuring the consistent, accurate, and compliant execution of core HR processes, including onboarding, offboarding, benefits and leave administration, 401(k) administration, employee relations investigations in partnership with the People Operations Business Partner, HR compliance, audits, and required regulatory filings. The Director is accountable for maintaining a comprehensive view of the organization's people and compliance landscape and is expected to regularly assess and address:
The Field Director is expected to regularly assess and address:
Workforce health and employee engagement – Monitor employee engagement, morale, attendance, performance trends, and overall workforce well-being to identify opportunities that improve the employee experience, productivity, and organizational effectiveness.Organizational and operational risks – Identify, assess, and mitigate people-related risks that could impact business operations, including workforce disruptions, organizational changes, succession gaps, employee relations concerns, and compliance exposures.Leadership effectiveness and manager capability – Evaluate leadership effectiveness and provide coaching, guidance, and development to strengthen management capability, accountability, decision-making, and consistent application of company policies and practices.Employee retention and workforce stability – Analyze turnover, retention, staffing trends, and workforce planning metrics to identify root causes and implement strategies that improve retention, workforce continuity, and long-term organizational stability.Regulatory and policy compliance – Ensure compliance with federal, state, and local employment laws, company policies, HR processes, audits, required filings, and documentation standards while proactively identifying and addressing compliance risks.Safety trends and workplace culture – Partner with operational leaders to promote a safe, respectful, and inclusive workplace by monitoring safety trends, workplace concerns, policy adherence, and behaviors that support a positive organizational culture.Talent acquisition performance and staffing readiness – Oversee recruiting effectiveness, staffing levels, recruiting metrics (time to hire, quality hire, manager satisfaction, et.) hiring timelines, recruiter productivity and KPI attainment for the Directors direct/indirect reports and workforce readiness to ensure operational needs are met with qualified talent and proactive workforce planning.People Operations service delivery and responsiveness – Ensure the People Operations team delivers timely, accurate, and consistent PO support by monitoring service quality, responsiveness, execution of core PO processes, and continuous process improvement.Essential Duties:
· Manages the daily workflow for their respective business units. Provide guidance to the People Operations team including resolving inquiries, concerns, escalated questions, or operational needs from the team.
· Provide support and guidance to People Operations HR faculty, management, and other faculty when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
· Develop and build strong business partnerships with all levels of management.
· Assists the People Operations Business Partner with complex employee relations issues. Ensures effective, thorough, and objective investigations. Handles discipline and termination of employees in accordance with company policy and in-house legal.
· Change Management - Lead and support organizational change initiatives to drive successful adoption, minimize disruption, and achieve business objectives.
· Travel to Various Work Sites – Travel as needed to support operations, strengthen leadership partnerships, assess workforce health, and ensure consistent execution of People Operations strategies.
· Performance Management – Provide strategic oversight of performance management by coaching leaders, driving accountability, addressing performance concerns, and fostering a high-performance culture.
· Responsible for managing and addressing escalations for all People Operations matters.
· At the discretion of the Head of People Ops may collaborate with Finance to ensure final pay is processed accurately and in compliance with company policy and applicable regulations, including submission of timesheets and required supporting documentation.
Success in this role will be measured through key People Operations and operational performance indicators, including but not limited to:
Workforce Health: Employee turnover and retention, vacancy rates and staffing levels, workforce stability and faculty engagement and organizational climate
Employee Relations & Compliance: Volume and resolution of employee relations matters, timely completion and quality of workplace investigations, compliance with employment laws, company policies, regulatory requirements and audit readiness and corrective action completion.
People Operations Service Delivery: Pipefy (HR Ticketing System) ticket volume, aging, and backlog management, PO service level agreement (SLA) performance and timeliness and accuracy of employee lifecycle transactions.
Leadership Effectiveness: Completion and quality of performance evaluations, manager accountability and coaching effectiveness, leadership development and succession readiness and corrective action quality and consistency.
Safety & Risk Management: Partnership with Safety Manager and Senior PO Leadership to improve workplace safety outcomes.
Education and Experience:
· Required: 15 + years of experience in Human Resources management role in California.
· Ten years of HR Management experience in California.
· Must live within 20 miles of South Los Angeles - to respond in person to weekend and evening issues and emergencies.
· Excellent organizational skills, time management, and attention to detail.
· Strong functional HR knowledge: is well versed in fields of the HR function and stays current in emerging talent practices and developments.
· Proven track record of successfully working at all levels of the organization, demonstrating influence and client consulting skills with employees, managers, and senior leadership.
· Demonstrated ability to understand complex business issues and develop HR initiatives/actions based on data and analytics to support business strategies.
· Demonstrated process capabilities and metrics-driven, able to manage complex projects across multiple partners.
· Excellent interpersonal, negotiation, and conflict-resolution skills. Skilled in communicating with diverse clients, both 1:1, in large groups, and at any level within the organization
· Strong analytical and problem-solving skills.
· Ability to prioritize tasks and delegate them when appropriate.
· Knowledge of federal, state, and local laws and statutes which govern policies and practices of hiring, compensation and benefits, and general employment.
· Experience with HR legal issues and working with legal counsel.
· Ability to act with integrity, professionalism, and confidentiality.
· Thorough knowledge of employment-related laws and regulations.
· Proficient with Microsoft Office Suite or related software.
· Preferred: Bachelor’s degree in human resources management or equivalent
·
Certifications or Licenses:
Required: Valid Driver License and Automobile Insurance
Skills/Abilities:
· Ability to establish effective working relationships with faculty/staff, groups, agencies, officials, and departments.
· Ability to interpret rules, regulations, guidelines and legislation as they pertain to reporting responsibility.
· Ability to communicate verbally in a clear and concise manner to explain procedures to peers and staff/faculty.
· Ability to retain and recall information regarding reporting requirements for this project.
· Ability to organize work to meet deadlines.
· Ability to maintain effective working relationships with multi-disciplinary team.
· Ability to work co-operatively with a multi-disciplinary team.
· Excellent interpersonal, written communications and typing skills.
ADA Information:
Physical Requirements:
· Faculty must frequently lift and/or move up to 25 pounds.
· Frequently required to sit and/or stand for extended periods of time.
· Frequently sitting and typing for extended periods of time.
· Occasionally required to reach, walk, climb, pull, push, grasp, stretch, stoop.
· Frequently required talk, hear, see, and use repetitive motions.
· Frequently able to communicate verbally and in written form.
· Frequently able to use all types of vision, such as close vision, distance vision, color vision, peripheral vision, and depth perception, to complete daily tasks.
Mental Demands:
· Ability to thrive in an environment that requires one to adapt to changing circumstances.
· Ability to professionally work under pressure with difficult or temperamental students & faculty.
· Ability to handle mental and emotional stress related to position.
Work Conditions:
· Generally, in an indoor office setting.
Environmental Conditions:
· The noise level in the work environment is moderate but can be loud.
· The temperature in the work environment is usually moderate to cool but can be cold or hot.
Travel:
· Up to 50% travel to sites across California and two locations in Tucson, Arizona, based on business needs and workforce health data and priorities.
Read Less
Position Summary
The Safety Manager is responsible for building, implementing, and sustaining Amity's safety and risk-management program from the ground up across residential/community-based programs and correctional/prison-based services. This role serves as the organizational lead for California safety compliance, including Cal/OSHA regulations, the Injury and Illness Prevention Program (IIPP), and the Workplace Violence Prevention Program (WVPP) in compliance with California SB 553.
The Safety Manager trains faculty, leads incident prevention and response efforts, and partners with leadership to foster a trauma-informed, non-punitive, second-chance employer and compliant culture of safety while supporting the organization’s mission and values. This position requires regular travel to multiple sites across California and occasional travel to Arizona.
Key Responsibilities
Safety Program Development & Governance
•
Design, launch, and manage a comprehensive, organization-wide safety program from inception, tailored to residential and correctional environments.
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Establish safety governance structures, roles, accountability frameworks, and reporting systems.
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Develop standardized safety policies, procedures, and documentation applicable across all programs.
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Conduct baseline and ongoing safety assessments, inspections, and audits.
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Develop phased implementation and corrective action plans to address identified risks and compliance gaps.
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Utilize data, audits, and incident trends to evaluate and enhance safety practices continually.
Cal/OSHA Compliance & Injury and Illness Prevention (IIPP)
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Develop, implement, and maintain a Cal/OSHA-compliant Injury and Illness Prevention Program (IIPP), including:
o
Assignment of responsibility and authority
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Hazard identification and correction
o
Accident and incident investigation
o
Employee communication and training
o
Documentation and recordkeeping
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Ensure ongoing compliance with Cal/OSHA standards across all program sites.
•
Prepare for and respond to Cal/OSHA inspections, audits, and corrective actions.
Workplace Violence Prevention (California SB 553)
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Develop, implement, and oversee the organization’s Workplace Violence Prevention Program (WVPP) in accordance with California SB 553.
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Identify, assess, and mitigate workplace violence hazards in residential and correctional settings.
•
Establish procedures for:
o
Reporting and responding to threats and incidents
o
Incident investigation and documentation
o
Post-incident response and employee support
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Maintain a violent incident log and required records per Cal/OSHA standards.
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Coordinate workplace violence prevention efforts with correctional partners and internal leadership.
Incident Reporting, Investigation & Analysis
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Oversee reporting of workplace injuries, illnesses, near-misses, safety concerns, and workplace violence incidents.
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Conduct or coordinate incident investigations and root-cause analyses.
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Ensure timely reporting, documentation, and record retention in compliance with regulatory and contractual requirements.
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Analyze trends and recommend corrective and preventive measures.
Training & Faculty/Staff Development
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Develop and deliver safety training for faculty and staff, including onboarding and ongoing refresher training.
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Provide training on:
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Injury and illness prevention
o
Workplace violence prevention and response (SB 553)
o
De-escalation and crisis management
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Emergency procedures and evacuation
o
Incident reporting and employee rights under Cal/OSHA
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Ensure training is trauma-informed, culturally responsive, and appropriate for secure and residential environments.
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Track training completion and maintain required compliance records.
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Coach supervisors and leadership on reinforcing safety accountability.
Emergency Preparedness & Response
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Develop and maintain emergency action and response plans consistent with Cal/OSHA standards.
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Coordinate drills, tabletop exercises, and emergency response planning for residential and correctional programs.
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Collaborate with local emergency responders and correctional facility staff.
Collaboration, Compliance & Culture
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Serve as the primary liaison with Cal/OSHA, licensing agencies, auditors, funders, and Department of Corrections partners.
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Collaborate with program leadership, clinical teams, residential staff, and correctional personnel to ensure consistent safety standards.
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Promote a culture of transparency, shared responsibility, and non-punitive safety reporting.
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Support the organization’s mission, equity commitments, and trauma-informed practices.
Qualifications
Required
•
Bachelor’s degree in Occupational Safety, Criminal Justice, Public Administration, Social Work, or a related field, or equivalent experience.
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Minimum of 3–5 years of experience in safety management, risk management, or compliance.
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Demonstrated experience building or significantly expanding a safety or compliance program.
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Strong working knowledge of:
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Cal/OSHA regulations
o
Injury and Illness Prevention Programs (IIPP)
o
California SB 553 Workplace Violence Prevention requirements
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Experience working in one or more of the following settings:
o
Nonprofit human services
o
Residential community-based programs
o
Correctional or justice-involved environments
•
Strong incident investigation, documentation, and reporting skills.
Preferred
•
Safety certification (OSHA 30, CSP, CHSP, or similar).
•
Direct experience implementing SB 553-compliant Workplace Violence Prevention Programs.
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Experience training faculty, instructional staff, or multidisciplinary teams.
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Familiarity with trauma-informed care and de-escalation practices.
•
Bilingual or multilingual abilities.
Read LessWe are seeking a strategic, hands-on Regional People & Operations Business Partner to help grow our People Operations division and collaborate closely with regional leadership and functional teams. In this role, you'll combine operational excellence with strategic thinking — delivering exceptional customer service for internal stakeholders, driving process improvements, designing roadmaps, executing strategic goals, and leading our workforce and culture forward.
You’ll lead employee relations, recruiting, benefits, leave of absence (LOA), workers’ compensation, and building safety programs. Additionally, you'll oversee staff development, performance goal setting, foster stakeholder relationships, and identify inefficiencies to drive process improvements across the regions. You’ll be a key partner in enabling the business to achieve its strategic objectives through its people.
Key Responsibilities
• Act as the primary People & Ops partner for your region/function: build strong, trusted relationships with leaders, managers, and teams.
• Develop and execute the People Ops roadmap: identify priorities, set goals, align with corporate strategy, develop metrics, and track progress.
• Serve as the primary point of contact for employee relations in your respective region: handle employee relations cases with a sense of urgency and serve as a backup to other Regional PO Business Partners when needed.
• Lead full-cycle recruiting: partner with hiring managers, build pipelines, ensure candidate experience, and promote diversity & inclusion.
• Oversee benefits administration, LOA/ADA/FMLA management, and workers’ compensation programs: ensure compliance, timely processing, risk mitigation, and excellent service.
• Develop and maintain a comprehensive building safety program: collaborate with facilities to meet or exceed workplace safety standards, conduct safety audits, and coordinate training/emergency drills.
• Manage workers’ compensation: oversee claims processing, coordinate with insurance providers and medical professionals, facilitate return-to-work plans, and implement injury prevention strategies.
• Lead staff development & performance initiatives: set team goals, facilitate talent reviews, identify learning opportunities, and coach managers.
• Drive process improvements: review current People & Ops processes, identify bottlenecks (including safety and WC processes), and implement technology-driven solutions.
• Serve as a strategic advisor: understand business priorities, translate into people strategies, anticipate future workforce needs, and support organizational design.
• Build and maintain relationships with HR/People, business operations, finance, legal, facilities management, safety teams, and regional leadership.
• Monitor key HR & operations metrics (turnover, time to hire, benefits utilization, LOA trends, WC cases, safety incidents, engagement) and provide insights to drive action.
• Ensure compliance with employment laws, regional regulations, OSHA standards, and company policies.
• Foster a culture of service and continuous improvement within the People Ops team and across the region by collaborating with cross-functional teams to drive initiatives that achieve the Center of Excellence (COE) model, ensuring best practices and high-quality standards across projects.
Qualifications
• Bachelor’s degree in Human Resources, Business Administration, or related field. (Master’s or HR certification like SHRM-CP/SCP or PHR is a plus)
• 5–8+ years of progressive HR/People Operations experience, ideally supporting multiple locations or regions.
• Proven ability to deliver strategic and operational HR programs (recruiting, benefits, LOA, WC, safety, staff development) in a dynamic environment.
• Strong customer service mindset with a focus on delivering high-quality service.
• Excellent relationship building, influencing, and coaching skills at all levels.
• Experience in process improvement, designing workflows, and leveraging HR systems/technology.
• Strong business acumen: ability to translate business goals into people initiatives.
• Skilled in using HR metrics/data to inform decision-making and continuous improvement.
• High level of integrity, professionalism, and ability to handle confidential matters.
• Adaptability to work in a fast-paced, evolving environment with multiple priorities.
• Cultural humility, empathy, and patience when working with individuals facing non-traditional work histories or employment barriers.
Additional Experience
• Implementing individualized assessments and support plans for candidates/employees with employment barriers, such as tailoring onboarding, providing extra check-ins, and removing process friction.
Read LessAbout the Position:
The People Operations Coordinator is a hands-on representative for the People Operations department whose role is to help facilitate all fundamental functions. The HR Coordinator provides exceptional administrative support to the Human Resources team and all faculty with a general knowledge of all areas of HR, including but not limited to benefits, compensation, recruitment, HRIS and employee relations.
· Maintains accurate and up-to-date personnel files, records, and documentation.
· Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; refers more complex questions to appropriate senior-level HR staff or management.
· Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately.
· Conducts or assists with new hire orientation and onboarding.
· Processes required paperwork for employee transfers, changes in job classification, status, salary increases, terminations, and other related employment matters.
· Acts as a liaison between the organization and external benefits providers and vendors, which may include health, disability, and retirement plan providers.
· Assist the PO management with complex and specialized administrative tasks or projects.
· Process forms and or claims such as but not limited to verification of employment, EDD forms/claims, garnishments, child support orders.
· May assist with preparation of Human Resource reports such as attendance, new hire, and turnover reports. Helps with ticketing system.
· Reset system passwords.
· Participate in meetings and group sessions as required.
· Identify opportunities for process improvement.
· Performs other related duties as assigned.
· Education and Experience:
Required:
· Must live within 20 miles of South Los Angeles
· High School Diploma or GED,
· Three to six experience in a human resources role.
· Experience working with ADP or other payroll systems.
· Strong onboarding knowledge including but limited to I-9 and MVRs.
· Employee file creation and organization.
· Drive projects from inception to completion
· Must be able to work in a fast-paced environment
· Must have computer and technology skills
· Must be able adapt in an ever-changing environment
· Excellent organizational skills
· Must be able to multi task and handle multiple projects
Preferred:
· Bachelor’s degree in human resources management or equivalent.
Two to 5 years experience
Certifications or Licenses:
· Required: None
· Preferred: PHR, SPHR, SHRM-CP or SHRM-SCP
· Medical, Dental, Vision.
· Paid vacation, sick time, & holidays.
· 401K, HSA, & Life insurance programs.
· Organization committed to community action.
· Community oriented workplace.
Read LessJob Summary: The Field Human Resources Director is responsible for the overall health, effectiveness, and compliance of People Operations within their assigned client group. This role provides strategic leadership and operational oversight of workforce health data and analytics, organizational effectiveness, leadership capability, employee relations, compliance, and operational stability. The Director proactively identifies trends, mitigates risks, and partners with operational leadership to implement strategies that strengthen organizational performance and improve employee outcomes.
The Director also leads and develops the People Operations team, ensuring the consistent, accurate, and compliant execution of core HR processes, including onboarding, offboarding, benefits and leave administration, 401(k) administration, employee relations investigations in partnership with the People Operations Business Partner, HR compliance, audits, and required regulatory filings. The Director is accountable for maintaining a comprehensive view of the organization's people and compliance landscape and is expected to regularly assess and address:
The Field Director is expected to regularly assess and address:
Workforce health and employee engagement – Monitor employee engagement, morale, attendance, performance trends, and overall workforce well-being to identify opportunities that improve the employee experience, productivity, and organizational effectiveness.Organizational and operational risks – Identify, assess, and mitigate people-related risks that could impact business operations, including workforce disruptions, organizational changes, succession gaps, employee relations concerns, and compliance exposures.Leadership effectiveness and manager capability – Evaluate leadership effectiveness and provide coaching, guidance, and development to strengthen management capability, accountability, decision-making, and consistent application of company policies and practices.Employee retention and workforce stability – Analyze turnover, retention, staffing trends, and workforce planning metrics to identify root causes and implement strategies that improve retention, workforce continuity, and long-term organizational stability.Regulatory and policy compliance – Ensure compliance with federal, state, and local employment laws, company policies, HR processes, audits, required filings, and documentation standards while proactively identifying and addressing compliance risks.Safety trends and workplace culture – Partner with operational leaders to promote a safe, respectful, and inclusive workplace by monitoring safety trends, workplace concerns, policy adherence, and behaviors that support a positive organizational culture.Talent acquisition performance and staffing readiness – Oversee recruiting effectiveness, staffing levels, recruiting metrics (time to hire, quality hire, manager satisfaction, et.) hiring timelines, recruiter productivity and KPI attainment for the Directors direct/indirect reports and workforce readiness to ensure operational needs are met with qualified talent and proactive workforce planning.People Operations service delivery and responsiveness – Ensure the People Operations team delivers timely, accurate, and consistent PO support by monitoring service quality, responsiveness, execution of core PO processes, and continuous process improvement.Essential Duties:
· Manages the daily workflow for their respective business units. Provide guidance to the People Operations team including resolving inquiries, concerns, escalated questions, or operational needs from the team.
· Provide support and guidance to People Operations HR faculty, management, and other faculty when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
· Develop and build strong business partnerships with all levels of management.
· Assists the People Operations Business Partner with complex employee relations issues. Ensures effective, thorough, and objective investigations. Handles discipline and termination of employees in accordance with company policy and in-house legal.
· Change Management - Lead and support organizational change initiatives to drive successful adoption, minimize disruption, and achieve business objectives.
· Travel to Various Work Sites – Travel as needed to support operations, strengthen leadership partnerships, assess workforce health, and ensure consistent execution of People Operations strategies.
· Performance Management – Provide strategic oversight of performance management by coaching leaders, driving accountability, addressing performance concerns, and fostering a high-performance culture.
· Responsible for managing and addressing escalations for all People Operations matters.
· At the discretion of the Head of People Ops may collaborate with Finance to ensure final pay is processed accurately and in compliance with company policy and applicable regulations, including submission of timesheets and required supporting documentation.
Success in this role will be measured through key People Operations and operational performance indicators, including but not limited to:
Workforce Health: Employee turnover and retention, vacancy rates and staffing levels, workforce stability and faculty engagement and organizational climate
Employee Relations & Compliance: Volume and resolution of employee relations matters, timely completion and quality of workplace investigations, compliance with employment laws, company policies, regulatory requirements and audit readiness and corrective action completion.
People Operations Service Delivery: Pipefy (HR Ticketing System) ticket volume, aging, and backlog management, PO service level agreement (SLA) performance and timeliness and accuracy of employee lifecycle transactions.
Leadership Effectiveness: Completion and quality of performance evaluations, manager accountability and coaching effectiveness, leadership development and succession readiness and corrective action quality and consistency.
Safety & Risk Management: Partnership with Safety Manager and Senior PO Leadership to improve workplace safety outcomes.
Education and Experience:
· Required: 15 + years of experience in Human Resources management role in California.
· Ten years of HR Management experience in California.
· Must live within 20 miles of South Los Angeles - to respond in person to weekend and evening issues and emergencies.
· Excellent organizational skills, time management, and attention to detail.
· Strong functional HR knowledge: is well versed in fields of the HR function and stays current in emerging talent practices and developments.
· Proven track record of successfully working at all levels of the organization, demonstrating influence and client consulting skills with employees, managers, and senior leadership.
· Demonstrated ability to understand complex business issues and develop HR initiatives/actions based on data and analytics to support business strategies.
· Demonstrated process capabilities and metrics-driven, able to manage complex projects across multiple partners.
· Excellent interpersonal, negotiation, and conflict-resolution skills. Skilled in communicating with diverse clients, both 1:1, in large groups, and at any level within the organization
· Strong analytical and problem-solving skills.
· Ability to prioritize tasks and delegate them when appropriate.
· Knowledge of federal, state, and local laws and statutes which govern policies and practices of hiring, compensation and benefits, and general employment.
· Experience with HR legal issues and working with legal counsel.
· Ability to act with integrity, professionalism, and confidentiality.
· Thorough knowledge of employment-related laws and regulations.
· Proficient with Microsoft Office Suite or related software.
· Preferred: Bachelor’s degree in human resources management or equivalent
·
Certifications or Licenses:
Required: Valid Driver License and Automobile Insurance
Skills/Abilities:
· Ability to establish effective working relationships with faculty/staff, groups, agencies, officials, and departments.
· Ability to interpret rules, regulations, guidelines and legislation as they pertain to reporting responsibility.
· Ability to communicate verbally in a clear and concise manner to explain procedures to peers and staff/faculty.
· Ability to retain and recall information regarding reporting requirements for this project.
· Ability to organize work to meet deadlines.
· Ability to maintain effective working relationships with multi-disciplinary team.
· Ability to work co-operatively with a multi-disciplinary team.
· Excellent interpersonal, written communications and typing skills.
ADA Information:
Physical Requirements:
· Faculty must frequently lift and/or move up to 25 pounds.
· Frequently required to sit and/or stand for extended periods of time.
· Frequently sitting and typing for extended periods of time.
· Occasionally required to reach, walk, climb, pull, push, grasp, stretch, stoop.
· Frequently required talk, hear, see, and use repetitive motions.
· Frequently able to communicate verbally and in written form.
· Frequently able to use all types of vision, such as close vision, distance vision, color vision, peripheral vision, and depth perception, to complete daily tasks.
Mental Demands:
· Ability to thrive in an environment that requires one to adapt to changing circumstances.
· Ability to professionally work under pressure with difficult or temperamental students & faculty.
· Ability to handle mental and emotional stress related to position.
Work Conditions:
· Generally, in an indoor office setting.
Environmental Conditions:
· The noise level in the work environment is moderate but can be loud.
· The temperature in the work environment is usually moderate to cool but can be cold or hot.
Travel:
· Up to 50% travel to sites across California and two locations in Tucson, Arizona, based on business needs and workforce health data and priorities.
Read Less
Job Summary: The Director of People Operations is responsible for the overall health, effectiveness, and compliance of People Operations within their assigned client group. This role provides strategic leadership and operational oversight of workforce health data and analytics, organizational effectiveness, leadership capability, employee relations, compliance, and operational stability. The Director proactively identifies trends, mitigates risks, and partners with operational leadership to implement strategies that strengthen organizational performance and improve employee outcomes.
The Director also leads and develops the People Operations team, ensuring the consistent, accurate, and compliant execution of core HR processes, including onboarding, offboarding, benefits and leave administration, 401(k) administration, employee relations investigations in partnership with the People Operations Business Partner, HR compliance, audits, and required regulatory filings. The Director is accountable for maintaining a comprehensive view of the organization's people and compliance landscape and is expected to regularly assess and address:
The Director is expected to regularly assess and address:
Workforce health and employee engagement – Monitor employee engagement, morale, attendance, performance trends, and overall workforce well-being to identify opportunities that improve the employee experience, productivity, and organizational effectiveness.Organizational and operational risks – Identify, assess, and mitigate people-related risks that could impact business operations, including workforce disruptions, organizational changes, succession gaps, employee relations concerns, and compliance exposures.Leadership effectiveness and manager capability – Evaluate leadership effectiveness and provide coaching, guidance, and development to strengthen management capability, accountability, decision-making, and consistent application of company policies and practices.Employee retention and workforce stability – Analyze turnover, retention, staffing trends, and workforce planning metrics to identify root causes and implement strategies that improve retention, workforce continuity, and long-term organizational stability.Regulatory and policy compliance – Ensure compliance with federal, state, and local employment laws, company policies, HR processes, audits, required filings, and documentation standards while proactively identifying and addressing compliance risks.Safety trends and workplace culture – Partner with operational leaders to promote a safe, respectful, and inclusive workplace by monitoring safety trends, workplace concerns, policy adherence, and behaviors that support a positive organizational culture.Talent acquisition performance and staffing readiness – Oversee recruiting effectiveness, staffing levels, recruiting metrics (time to hire, quality hire, manager satisfaction, et.) hiring timelines, recruiter productivity and KPI attainment for the Directors direct/indirect reports and workforce readiness to ensure operational needs are met with qualified talent and proactive workforce planning.People Operations service delivery and responsiveness – Ensure the People Operations team delivers timely, accurate, and consistent PO support by monitoring service quality, responsiveness, execution of core PO processes, and continuous process improvement.Essential Duties:
· Manages the daily workflow for their respective business units. Provide guidance to the People Operations team including resolving inquiries, concerns, escalated questions, or operational needs from the team.
· Provide support and guidance to People Operations HR faculty, management, and other faculty when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
· Develop and build strong business partnerships with all levels of management.
· Assists the People Operations Business Partner with complex employee relations issues. Ensures effective, thorough, and objective investigations. Handles discipline and termination of employees in accordance with company policy and in-house legal.
· Change Management - Lead and support organizational change initiatives to drive successful adoption, minimize disruption, and achieve business objectives.
· Travel to Various Work Sites – Travel as needed to support operations, strengthen leadership partnerships, assess workforce health, and ensure consistent execution of People Operations strategies.
· Performance Management – Provide strategic oversight of performance management by coaching leaders, driving accountability, addressing performance concerns, and fostering a high-performance culture.
· Responsible for managing and addressing escalations for all People Operations matters.
· At the discretion of the Head of People Ops may collaborate with Finance to ensure final pay is processed accurately and in compliance with company policy and applicable regulations, including submission of timesheets and required supporting documentation.
Success in this role will be measured through key People Operations and operational performance indicators, including but not limited to:
Workforce Health: Employee turnover and retention, vacancy rates and staffing levels, workforce stability and faculty engagement and organizational climate
Employee Relations & Compliance: Volume and resolution of employee relations matters, timely completion and quality of workplace investigations, compliance with employment laws, company policies, regulatory requirements and audit readiness and corrective action completion.
People Operations Service Delivery: Pipefy (HR Ticketing System) ticket volume, aging, and backlog management, PO service level agreement (SLA) performance and timeliness and accuracy of employee lifecycle transactions.
Leadership Effectiveness: Completion and quality of performance evaluations, manager accountability and coaching effectiveness, leadership development and succession readiness and corrective action quality and consistency.
Safety & Risk Management: Partnership with Safety Manager and Senior PO Leadership to improve workplace safety outcomes.
Education and Experience:
· Required: 15 + years of experience in Human Resources management role in California.
· Ten years of HR Management experience in California.
· Must live within 20 miles of South Los Angeles - to respond in person to weekend and evening issues and emergencies.
· Excellent organizational skills, time management, and attention to detail.
· Strong functional HR knowledge: is well versed in fields of the HR function and stays current in emerging talent practices and developments.
· Proven track record of successfully working at all levels of the organization, demonstrating influence and client consulting skills with employees, managers, and senior leadership.
· Demonstrated ability to understand complex business issues and develop HR initiatives/actions based on data and analytics to support business strategies.
· Demonstrated process capabilities and metrics-driven, able to manage complex projects across multiple partners.
· Excellent interpersonal, negotiation, and conflict-resolution skills. Skilled in communicating with diverse clients, both 1:1, in large groups, and at any level within the organization
· Strong analytical and problem-solving skills.
· Ability to prioritize tasks and delegate them when appropriate.
· Knowledge of federal, state, and local laws and statutes which govern policies and practices of hiring, compensation and benefits, and general employment.
· Experience with HR legal issues and working with legal counsel.
· Ability to act with integrity, professionalism, and confidentiality.
· Thorough knowledge of employment-related laws and regulations.
· Proficient with Microsoft Office Suite or related software.
· Preferred: Bachelor’s degree in human resources management or equivalent
·
Certifications or Licenses:
Required: Valid Driver License and Automobile Insurance
Skills/Abilities:
· Ability to establish effective working relationships with faculty/staff, groups, agencies, officials, and departments.
· Ability to interpret rules, regulations, guidelines and legislation as they pertain to reporting responsibility.
· Ability to communicate verbally in a clear and concise manner to explain procedures to peers and staff/faculty.
· Ability to retain and recall information regarding reporting requirements for this project.
· Ability to organize work to meet deadlines.
· Ability to maintain effective working relationships with multi-disciplinary team.
· Ability to work co-operatively with a multi-disciplinary team.
· Excellent interpersonal, written communications and typing skills.
ADA Information:
Physical Requirements:
· Faculty must frequently lift and/or move up to 25 pounds.
· Frequently required to sit and/or stand for extended periods of time.
· Frequently sitting and typing for extended periods of time.
· Occasionally required to reach, walk, climb, pull, push, grasp, stretch, stoop.
· Frequently required talk, hear, see, and use repetitive motions.
· Frequently able to communicate verbally and in written form.
· Frequently able to use all types of vision, such as close vision, distance vision, color vision, peripheral vision, and depth perception, to complete daily tasks.
Mental Demands:
· Ability to thrive in an environment that requires one to adapt to changing circumstances.
· Ability to professionally work under pressure with difficult or temperamental students & faculty.
· Ability to handle mental and emotional stress related to position.
Work Conditions:
· Generally, in an indoor office setting.
Environmental Conditions:
· The noise level in the work environment is moderate but can be loud.
· The temperature in the work environment is usually moderate to cool but can be cold or hot.
Travel:
· Up to 50% travel to sites across California and two locations in Tucson, Arizona, based on business needs and workforce health data and priorities.
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Job description:
This job is onsite at our Los Angeles office. This is not a hybrid schedule and this is a temp to hire position for the right candidate.
Job Overview
The Senior Recruiter is responsible for full life cycle recruiting: recruiting, screening, and recommending placement of staff by using creative sourcing methods (internal and external). This senior level recruiter should have considerable skill in interviewing techniques, a good knowledge of all general job functions and specialized functions in the company, a basic understanding of the company's organizational structure as well as an extensive knowledge of personnel policy and procedure and federal and state laws regarding employment practices.
Essential Duties:
· Under the direction ofBusiness Partners with hiring managers and to identify and implement efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization.
· This role will manage a high-volume requisition load of approximately 50-100 open requisitions at a time, partnering closely with hiring managers to prioritize roles, maintain timely communication, and ensure an efficient, mission-aligned hiring process.
· Screens applications, administers appropriate pre-screening process, and selects qualified candidate.
· Schedules interviews; oversees preparation of interview questions and other hiring and selection materials.
· Manages the online interview scheduling process.
· Assists with the interview process, attending and conducting interviews with candidates and other stakeholders; Ensures compliance in the interview process.
· Delivers employment offers for both exempt and nonexempt position openings as assigned and extends verbal and written contingent job offers.
· Uses traditional and nontraditional resources, such as career fairs, online job fairs, community network events, etc., to identify and attract quality candidates.
· Knowledgeable with current sourcing strategies and industry trends.
· Research and source active and passive candidates using tools such as Boolean searches, Linked in recruiter, X-ray, EDD, data mining, etc.
· Assists with job posting and advertisement processes. Creates and manages job advertisements for assigned positions in addition to managing posting of advertising internally and externally to ensure high visibility with potential candidates.
· Manage the job offers including administration through offer execution.
· Follows up with candidates and hiring managers to obtain feedback regarding recruiting process.
· Develops and maintains an excellent relationship with internal hiring stakeholders to ensure achievement of hiring goals.
· Communicates important employment information during delivery of employment offers (e.g., benefits, compensation, background process disclosures, etc.).
· Communicate company’s core values and culture to potential candidates from interview to offer.
· Ensures regulatory aspects of Amity recruitment process is compliant with federal and state legislation.
· Manages current candidate activity and documentation in the applicant tracking system (ATS).
· Manages application/resume file and retention according to company policy.
· Attends workshops, meetings, and training as requested by supervisor.
· Performs other related duties as assigned.
Education and Experience:
Required:
· At least 10 years of prior recruiting experience with working knowledge of general principles of recruiting.
· Experience with ATS systems, common recruitment applications, online programs, and tools.
· Experience in managing and tracking ATS systems.
· Experience in candidate sourcing solutions.
Preferred:
· Bachelor’s degree
Certifications or Licenses:
Required:
· None
Preferred:
· None
Skills/Abilities:
Must have strong computer skills and knowledge of MS Office Suite (e.g. Word, Excel,)Knowledge of relevant state and federal employment laws and legislation.Excellent verbal and written communication skills.Acumen to make sound business judgments.Ability to build relationships.Ability to efficiently plan and organize while meeting deadlines.Adaptability to meet ever changing business needsStrong analytical and problem-solving skills.Strong decision-making skills.Strong follow up skills.Excellent negotiation skills.Ability to work with metrics and have a strong work ethicAbility to work autonomously a well with a team.Ability to maintain confidentiality.Work Location: In person
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