Human resources Jobs in Vallejo, CA

Human Resources / Talent Manager

Position Title: Human Resources & Talent Manager

Department: Administration

Reports To: Chief Executive Officer

Direct Reports: None at this time

FLSA Classification: Exempt - Administrative

Employment Type: Full-time, regular

Work Location: 900 Court Street, Martinez, CA - on-site, with travel to program sites

Travel: Regular local travel within the East Bay; periodic travel to the Santa Cruz office

Salary Range: $85,000$105,000 annually, depending on experience

HR & Talent Manager Position Summary

The HR & Talent Manager leads Thrive Support Services' in-house human resources function. The position owns the full employee lifecycle at Thrive: attracting and hiring staff, onboarding and credentialing them, keeping their required training and certifications current, maintaining audit-ready personnel records, supporting supervisors through performance and conduct matters, and administering the policies that govern all of it.

Thrive engages a Professional Employer Organization (PEO) and an outside HR Consultant for payroll administration, benefits administration, workers' compensation, and legal interpretation of employment law. The HR & Talent Manager is not a processor of PEO transactions. The position exists to do the work the PEO cannot: work that requires knowing Thrive's employees, Thrive's programs, and the training, clearance, and documentation requirements that apply to a California Regional Center-funded provider of services to adults with intellectual and developmental disabilities.

The position exercises independent judgment on significant matters affecting the workforce and is expected to identify problems, design solutions, and bring recommendations rather than await direction.

About Thrive Support Services

Thrive operates five program lines - Supported Living Services, Independent Living Services, Coordinated Family Support, Respite, and Tailored Day Services - across the East Bay, with an expansion underway into the Santa Cruz Regional Center catchment area. Direct support staffing is the single largest determinant of service delivery capacity and of compliance standing with the Department of Developmental Services and the Regional Centers.

Two consequences follow, and they shape this role. First, recruiting and retention are operational priorities, not administrative ones. Second, training currency, background clearance documentation, and personnel file completeness are audit-tested items. This position owns both.

Division of Responsibility with the PEO and Outside Counsel

PEO and HR Consultant: Payroll processing and tax filing, benefits administration and carrier relationships, workers' compensation claim administration, leave eligibility determination, and interpretation of wage-and-hour, leave, and classification law.

HR & Talent Manager: Everything requiring knowledge of Thrive's people, programs, and regulatory requirements - recruiting, onboarding, credentialing, training, records, employee relations intake, policy administration, and people analytics.

Outside Employment Counsel: Legal advice, investigations at the Director level and above, and review of separation agreements.

The full allocation is set out in the HR & Talent Manager Decision Rights and Responsibility Matrix, which is incorporated into this job description by reference.

HR/Talent Manager Essential Duties & Responsibilities

Percentages are approximate and will vary with hiring volume and the compliance calendar.

1. Talent Acquisition - Approximately 25%

• Manages the full recruiting cycle for all Thrive positions: intake with the hiring manager, requisition routing, posting, sourcing, and applicant screening.
• Writes and maintains job descriptions across the organization, including review of exempt and non-exempt classification with the HR Consultant.
• Screens applicants and conducts initial phone screens; recommends candidates for panel interview.
• Coordinates interview panels and maintains the interviewer materials, including structured question sets and evaluation forms.
• Recommends starting rates against the approved starting-rate matrix and obtains required approval.
• Generates offer letters from approved templates and manages acceptance and start-date logistics.
• Coordinates background clearances, including Live Scan submissions and results tracking, DMV record checks, driving insurance verification, and professional references.
• Maintains recruiting metrics, including time-to-fill, source-of-hire, and requisition aging, and flags any requisition open more than 45 days with a written plan.
• Owns employer branding and recruitment marketing, including the careers page, job board presence, and social media hiring content.

2. Onboarding, Credentialing, and Compliance Records - Approximately 20%

• Delivers new hire orientation and manages the onboarding checklist through completion.
• Completes and maintains Form I-9 verification and reverification, and issues all required California new-hire notices in coordination with the PEO.
• Builds and maintains personnel files to an audit-ready standard, including the separate confidential files required for medical information, I-9 documentation, and investigation records.
• Owns credential tracking for all staff: CPR and first aid certification, tuberculosis clearance, background clearance status, driver record and insurance, and any training or qualification required for a specific service code under Thrive's Regional Center vendorization.
• Runs standing self-audits of personnel and training records against Department of Developmental Services and Regional Center requirements so that files are continuously audit-ready rather than assembled reactively.
• Coordinates system and access provisioning with the operations team, including the client documentation system, email, and site access.
• Conducts 30-, 60-, and 90-day check-ins with new hires and reports early-attrition signals to the supervisor and the CEO.

3. Training and Development - Approximately 20%

• Administers the learning management system: curricula, assignments, user records, and completion reporting.
• Builds and maintains the annual mandatory training calendar, including harassment prevention, mandated reporter, HIPAA and confidentiality, electronic visit verification, and any program-specific requirement.
• Tracks completion, escalates delinquency to the responsible supervisor, and reports training compliance by program and supervisor on a monthly basis.
• Designs and delivers internal training where an external course does not exist or does not fit Thrive's practice.
• Administers the leadership development program and coordinates the manager training track.
• Administers the performance review cycle: schedule, templates, supervisor support, completion tracking, and escalation of overdue reviews.

4. Employee Relations and Supervisor Support - Approximately 15%

• Serves as the first point of intake for employee complaints, concerns, and questions, and documents each matter on receipt.
• Routes and escalates matters in accordance with the written escalation matrix, including matters that must bypass the normal supervisory chain.
• Conducts or coordinates workplace investigations at the direction of the CEO for matters below the Director level, and prepares written investigation records.
• Coaches supervisors on documentation quality before corrective action is taken, not after.
• Drafts corrective action notices and performance improvement plans for supervisor and CEO review.
• Conducts exit interviews, analyzes turnover by program and supervisor, and reports themes and recommended interventions.
• Administers employee engagement measurement, including the employee net promoter score, and reports results with response rates.

5. Leave, Accommodation, and Injury Coordination - Approximately 10%

• Receives and tracks all leave requests and maintains the leave calendar; coordinates administration with the PEO.
• Schedules and documents the interactive process for accommodation requests, with the HR Consultant or counsel advising on the substance of any determination.
• Coordinates injury reporting, first aid referral, and return-to-work logistics with the PEO and the responsible supervisor.
• Ensures that no commitment regarding leave eligibility, accommodation, or classification is communicated to an employee before the HR Consultant has confirmed it.

6. Policy Administration, Records, and People Analytics - Approximately 10%

• Maintains Thrive's policy suite under the established numbering convention: drafting, revision, version control, distribution, and acknowledgment tracking.
• Supports employee handbook maintenance in coordination with the HR Consultant and counsel.
• Maintains required workplace postings at all Thrive sites.
• Maintains the records retention and destruction schedule for personnel and training records.
• Produces the monthly