Career Opportunities with Neighborhood House Association

About NHA:

The Neighborhood House Association is a non-profit organization. Head Start positions are funded in whole or in part by money provided through the State and Federal Government. Additionally, some Social Service Program positions may be funded in whole or in part through grant funds. Because positions and salaries may be funded through grants, and State and Federal funds ongoing employment will be contingent upon the continued receipt of these funds.

Our EEO Policy:

Neighborhood House Association is an equal opportunity employer (Minorities/Females/Disabled/Veterans). We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law. To read more about this, view the EEO is the Law poster and this EEO is the Law Poster Supplement.

Benefits:

Eligible employees receive the following benefits:

• 15 Holidays Days
• 401(K) Retirement 6% Match
• Paid Vacation and Sick Leave
• Tuition Reimbursement up $2,500
• 2 Personal Days
• Group Medical, Dental and Vision Insurance Agency-Paid Life Insurance and Long-Term Disability Insurance
• Live Well Program
• 4 Paid Days Annual Bereavement (Note Total of 5 days of bereavement leave per loss)
• Health and Dependent Care Flexible Spending Account (FSAs)
• Voluntary Benefits: Life and AD&D Accident, Short-Term Disability, and Critical Illness Insurance
• Free Employee Assistance Program (EAP)

**Medical and dental benefits are provided to regular employees who work a minimum of 30 hours per week.**

POSITION PURPOSE:

Under general direction of the Sr. HR Manager, Compliance & EE Relations and the Sr. VP of HR, the Sr. Human Resource Administrator is primarily responsible for the day-to-day administration and coordination of the organization's leaves of absences including, Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), Paid Family Leave (PFL), California Fair Employment and Housing Act (FEHA), exigency (military); worker's compensation claims; and other personal leaves and short-term disability, in accordance with NHA's policies and procedures, the Collective Bargaining Agreement, and federal and California laws and regulations. This position is responsible for advising employees and managers on disability policies, tracking and processing leaves, conducting the ADA interactive process, managing employee communications and creating and monitoring leave trends and analysis reports. This position is also responsible for managing and updating the organization's workplace protocols for communicable diseases, such as COVID-19 and tuberculosis (TB), monitoring and tracking cases, and providing guidance to employees and supervisors. Additionally, this position is responsible for managing workers' compensation claims, including processing reports of workplace injuries, coordinating claims with NHA's workers' compensation carrier, maintaining required records, monitoring claim status and coordinating/tracking work restrictions and modified-duty arrangements. The Sr. Human Resources Administrator also performs a variety of administrative, professional, technical, and analytical activities in support of the Human Resources program; and performs other related duties as assigned.

EXAMPLES OF ESSENTIAL DUTIES:

The duties listed below are intended only as illustrations of various types of work that may be performed. The omission of specific statement of duties does not exclude them from the position if the work is similar, related or a logical assignment to this position.

• Performs a variety of activities in the administration of the Federal, State and NHA's leave policies, ADA interactive process; workers' compensation matters.
• Uses good judgment and discretion to interpret and apply applicable regulations, company policies, and procedures; advises Sr. HR Manager, Compliance & EE Relations, SVP of Human Resources or GM-General Counsel when necessary;
• Advises managers/supervisors regarding, LOA, COBRA, WC, ADA, etc.
• Manages sensitive and confidential information, and effectively and collaboratively interacts with employees, supervisors, and managers to coordinate and facilitate all aspects and details of the leave process.
• Coordinates with Sr. HR Manager, Compliance/Employee Relations and Payroll Manager to resolve actions related to paid/unpaid leaves and separations;
• Maintains all leaves and accommodation records, such as emails, physician notes received, forms and employee confidential LOA files;
• Uses the Dayforce HRIS database to track employees' leave-of-absence types, leave dates, leave hours used, and sick leave usage; generates reports; and conducts complex service-time analyses and verifications;

• Uses Microsoft Excel, and Dayforce HRIS system to create reports, analyze data and identify trends. Evaluates and participates in training opportunities, develops recommendations and coordinates training presentations for managers and supervisors.

• Leaves of Absence: Administers, reviews, and approves all leaves of absence including FMLA, CFRA, PDL, SDI, PFL, ADA, exigency and Personal Leaves according to NHA policies and procedures, as well as federal, state, and local mandates.

• Contacts physicians concerning forms and medical information for determining leave and accommodation approval. Monitors physician certification for accuracy and completeness. Documents all leave of absence in accordance with NHA policies and procedures, including providing approvals and denials of LOAs and correspondence with supervisors. Works with other staff in Human Resources in coordinating Return-to-Work Program assignments and Fitness For Duty (FFD) evaluations when necessary;
• Oversees the interactive process, as well as daily processing and tracking of FMLA, PDL, PFL, personal and other leaves, ensuring that FMLA, etc. is processed daily and consistently for all employees;
• Advises employees and managers on issues, questions and general interpretation of FMLA and other leaves and communicates leave status to supervisors. Ensures that the leave policy is being applied consistently and properly by managers and supervisors by providing proactive training and guidance. Investigates and researches leave policy issues and problems and responds with appropriate action. Remains current in knowledge of employment laws influencing the leave management process (ADA, CFRA, FMLA, etc.). Notifies IT when an employee goes on leave or returns to work for computer system access;
• Works with Payroll to integrate CA State Disability and sick leave to ensure that employees are properly paid;

• Advises Senior Management, staff and employees on complex issues concerning federal and state leave compliance.

• ADA Management: Administers and documents all accommodation requests. Conducts and records interactive discussions with employees, supervisors, and HR using the required internal ADA form. Works with Safety Manager to ensure that, if applicable, workstations or other ergonomic modifications are provided. Coordinates and conducts staff and management training to ensure compliance with the Americans with Disabilities Act (ADA), Sections 503 and 504 of the Rehabilitation Act of 1973, and other federal and state laws and regulations pertaining to persons with disabilities. Stays abreast of state and federal laws and regulations as well as best practices concerning the rights of people with disabilities, and ways of providing reasonable accommodation, while maintaining program performance standards.

• Workers' Compensation: Serves as administrator and liaison with insurance provider for the review and filing of workers' comp