Human Resources Manager

Overview OAKLAND MUSEUM OF CALIFORNIA (OMCA) MISSIONWe inspire understanding and empathy with stories and experiences of California’s art, history, andnatural environment to build more equitable and connected communities. OAKLAND MUSEUM OF CALIFORNIA (OMCA) VISIONWe envision a just and vibrant future where our communities value and honor one another and the worldaround us. POSITION SUMMARY  The Human Resources Manager is responsible to manage the daily operations of the HR department, aligning workforce strategies with strategic goals. This position will manage recruitment, labor and employee relations, performance management, training and development, and compliance with labor laws to foster a positive workplace. Serving as a partner for the Sr. Director of People, the HR Manager will participate in providing guidance, support, training and counsel to staff and supervisors in employee and labor relations, compliance, policies & procedures, performance management and other employment legal matters. Additionally, they will help to create programs and initiatives that support positive relations between union and non-union staff, the union itself, and the organization with the goal of promoting employee engagement and satisfaction. The responsibilities of this role include proactive and responsive employee and labor relations, workplace investigations, management consultations, employee mediations, and other complex employee and labor relations matters.  In this role, you will function as a connector who builds bridges and works collaboratively with OMCA’s Labor Management Committee and union leadership to develop, plan and implement effective employee relations practices.  You will handle issues involving members of OMCA’s union, management, and confidential employees and ensure that labor relations matters and activities are conducted in a manner consistent with OMCA’s mission, labor relations and legal strategies, operational guidelines, and strategic objectives.  Responsibilities ESSENTIAL DUTIES AND RESPONSIBILITIES The following reflects OMCA’s definition of essential functions for this position but does not restrict the tasks that may be assigned. OMCA may assign or reassign duties and responsibilities to this position at any time due to reasonable accommodation or other reasons.  INSTITUTIONAL RESPONSIBILITIES Support the Museum’s mission, values, vision, and core commitment to the visitor experience, community engagement, and institutional relevancy for the future Contribute to and support the OMCA strategic plan, annual priorities, and institutional initiatives such as diversity advancement Contribute to a positive organizational culture based on mutual respect, a spirit of collegiality, cooperation, and openness to many perspectives Participate in a culture of ongoing learning, collaboration, innovation, creativity, and community engagement All positions will have core functional responsibilities, cross functional team activation and learning and development as a core function of each role. POSITION DUTIES AND RESPONSIBILITIES Employee Relations Establish credibility throughout the organization and foster generative relationships with union leaders and members, supervisors, and all staff so that you can be an effective listener and problem solver of people issues Support the implementation of the antiracism and equity goals of the strategic plan Manage employee relations matters to ensure that confidential personnel information, organization processes and procedures meet internal and external audit requirements. Serve as a bridge between management and employees. Mediate conflicts, handle grievances, and administer disciplinary actions fairly. Act as a back-up HR liaison, to Senior Director of People, for any employee relations issues  Employment Lifecycle Manage full cycle recruiting process utilizing both internal and external resources to ensure a positive experience to internal stakeholders and candidates Collaborate with Senior Director of People on initiatives and processes focused on employee recruitment and retention by promoting a high level of employee satisfaction and engagement Partner with external recruiter to strategize and implement best practices related to a best-in-class talent acquisition lifecycle Manage exit interview process, including analysis of survey results and action plans to address retention strategies Partner with Senior Director of People to manage institutional internship/volunteer program as needed Coaching and Training Develop core supervisor training programs that advance organizational mission, pro-union values and antiracist ways of working in a unionized environment and that ensure consistent and equitable application of the CBA Train and support supervisors in managing through the probationary period and in performing performance check-ins and supervisor 360 reviews Support managers in the progressive discipline process including development and review of corrective actions and related documentation. Strategy and Analysis Work with the Senior Director of People to administer, follow-up, and provide support to create solutions-based strategies to address organizational risks Track and monitor employee statistics to support the creation of the annual diversity report and staff presentation, developed in collaboration with the Labor Management Committee Monitor employee complaints and grievances for trends and ideate training, policy or protocol improvements to decrease complaints Monitor employee climate to identify issues/trends; recommend proactive solutions based on business needs / best practices and counsel leadership on identifying issues and implementing corrective actions Compliance Maintain in-depth knowledge of applicable employment and labor laws, reducing risk and ensuring regulatory compliance Manage timely response to all state and federal r