You believe that every person deserves a place to call home. You see that homelessness is a systemic issue and want to be a part of the solution. You are ready to utilize your talent, experience, and creativity towards purpose-driven work. You want to work alongside industry leaders to learn, implement, and pioneer best practices.

LA Family Housing is a leading non-profit agency in Homeless Services and Real Estate Development. With 40 years of experience and 15,000+ people’s lives changed each year, we know what it takes to end homelessness. We take tremendous pride in the emergence of our staff as national leaders in innovation, best practices, and policy within housing production and homeless services. Join the fight to end homelessness and make a difference in people’s lives at LA Family Housing!

The Human Resources (HR) Manager – Leaves Management is a member of the HR Team and works under the direction of the Director of Human Resources. The HR Manager is responsible for applying business knowledge, industry best practices and is considered an expert on leaves of absence, accommodations, and workers’ compensation.  The HR Manager will primarily be responsible for providing leave support to LAFH employees and play a key role in the success of the department by offering guidance and support on all aspects of leave management, including FMLA, CFRA, PDL, Personal Leaves, Worker’s Compensation, ADA, Bereavement, and any other company specific leaves.  In addition to leaves, the HR Manager will handle all accommodation needs and continuously engage in the interactive process with employees requesting accommodation.  In performing the job responsibilities, the incumbent is required to exercise discretion and independent judgment in their decision-making. The HR Manager utilizes a leaves management system to streamline and manage the leave and accommodations process. The HR Manager facilitates positive interactions with employees at all levels fostering an inclusive environment and builds a culture of care and concern.  The HR Manager establishes and maintains strong relationships, collaboration, and coordination with Risk Management, Legal, Finance, and workers’ compensation provider to best mitigate risk associated with leave and accommodation management. This role requires a high degree of employment law knowledge as it relates to leaves, workers’ compensation and accommodations.  This summary is meant to provide a high-level understanding of the position and does not include details on a micro-level.  The position may need to support the employee relations function of Human Resources from time to time.

LEAVE MANAGEMENT:

• Proactively administer and oversee all aspects of employee leaves, including the daily management of FMLA, CFRA, PDL, Personal Leaves, Worker’s Compensation, ADA, and any other company specific leaves. 
• Evaluate leave requests and ensure compliance with state and federal laws and company policies.
• Ensure timeliness of leave designation notices in compliance with leave law regulations.
• Timely process all EDD/SDI documentation and coordinate benefits with leave.
• Manage all benefits, including Short and Long-Term Disability benefits eligibility, and proactively make employees aware of their benefits.
• Coordinate leave with employee, manager, HR, IT, workers’ compensation provider and other stakeholders.
• Develop leave and return to work plan for employees on leave.

ACCOMODATIONS:

• Evaluate accommodation requests.
• Administer and oversee all aspects of the accommodation process including return-to-work accommodation requests.
• Ensure timely and continuous engagement in the interactive process.
• Maintain compliance with ADA, State and Federal laws and regulations.
• Maintain accurate and current accommodation records and documentation.
• Coordinate accommodations with employee, manager, HR and other stakeholders.

POLICY, PROCESS DEVELOPMENT & COMPLIANCE:

• Stay informed of changes in leave legislation, and employment laws to ensure the organization remains compliant.
• Create standard forms, letters, templates and ensure uniformity and consistency in processes.
• Develop policy recommendations that align with the organizational risk tolerance.
• Develop and maintain leave and accommodation policies, processes, and procedures.
• Stay informed of changes in accommodation legislation and relevant employment laws to ensure compliance.  

DATA MANAGEMENT:

• Track and maintain all leaves, leave balances, accommodations, and related records. 
• Generate reports and analyze leave and accommodation data to identify trends and areas for improvement.  
• Provide recommendations on accommodation management including but not limited to software or manual process used for tracking.

SUPPORT, COLLABORATION, & COMMUNICATION:

• Serve as point of contact for employees on leave and accommodations, providing guidance, support and follow-up during their absence. 
• Collaborate with the HR team to ensure seamless integration of leave management and accommodations within the broader HR framework.
• Maintain open and effective communication with all stakeholders, including employees, and managers.
• Communicate with employees regarding their rights, responsibilities and expectations as it relates to leaves and accommodation requests.  
• Create a culture of care and concern by being attentive to employees on leave (e.g. sending get well cards, sending flowers to those with newborns and remain connected with employee during LOA).
• Communicate with managers by providing employee leave law, employee rights information and leave and/or accommodation status.
• Coordinate time sheets with Finance and communicate with IT regarding employees on leave.  

OTHER:

• Provide general HR support to the Director of Human Resources and the Chief People and Culture Officer with special projects and assignments.
• Periodically support the Director of HR with employee relations matters.
• Work to mitigate risk in the areas of leaves and accommodations.  
• Protect the interests of employees and the organization in accordance with LAFH and HR policies, California Law and applicable State, Federal and local regulations.
• Performs all general HR work with best practices in mind.
• Work closely with the Director of HR to identify ways to improve general HR policies and procedures to streamline processes and workflows wherever possible.
• Complete Verifications of Employment (VOE).
• Other assignments as required or requested by the Director of Human Resources, General Counsel, or company leadership.

• Bilingual proficiency in English/Spanish highly desired
• Leave laws and management expertise
• Accommodations and interactive process knowledge
• General employment law knowledge
• Ability to effectively handle employee relations matters
• Maintains strict confidentiality and ethical standards
• Strong analytical skills with data review, analysis, and feedback
• Exceptional communication abilities with ability to take a proactive communication approach.
• Effective interpersonal skills and training proficiency
• Proficient in various technical tools including MS Office Suite, Canva, and HRIS (preferably UKG)
• Quick learner of new systems and technologies
• Effective multitasking capabilities
• Excellent organizational skills and detailed-oriented
• Experience in HRIS implementation and management
• Comfortable working in environments with people experiencing homelessness
• Adaptability to non-standard workspaces

• Maintain and execute confidential information according to HIPAA standards

• Obtain and maintain CPR/First Aid Certification.
• Ability to pass post offer Tuberculosis (TB) clearances.
• Must have and maintain a valid California Driver’s License and auto insurance in good standing.
• Use of a personal vehicle to travel between worksites and other locations is required.
• Ability to work a 9/80 work schedule (with some flexibility).
• Ability to participate in a rotating on-call schedule that includes weekends.

• BA in Business, Human Resources, or related field with at least three (3) years of experience in leave management. Experience may be substituted for education.
• Human Resources Certification (HRCI/SHRM) highly desired.
• UKG HRIS knowledge highly desired

Health, Dental, Vision, Life Insurance, 403B Retirement Plan, 529 Education Savings Plan, Long Term Disability, Employee Assistance Program, Flexible Spending Accounts (FSA), Legal Access Plan, Employee Appreciation Program, Company Sponsored Employee Events, Staff Development, 9/80 Alternative Work Schedule, Paid Sick, Vacation and 13 Observed Holidays, Public Service Loan Forgiveness Program Eligibility and more!

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Potential physical demands include but are not limited to: walking, climbing stairs, handling, finger/grasp/feel objects and equipment, reaching, communicating, being mobile, repetitive motions, visual activity, driving, and entering buildings. Comfortable working in a pet-friendly environment required. If an accommodation is needed, please inform the Human Resources Department.

LAFH is committed and proud to provide equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, national or ethnic origin, age, disability or status as a veteran.

LA Family Housing will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if LA Family Housing is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the California Department of Fair Employment and Housing’s Fair Chance Act webpage.