Human Resources Manager

Regional Center of the East Bay · San Leandro

Posted 8/4/2026 · last confirmed live 8/26/2026

Apply on Regional Center of the East Bay’s site

POSITION TITLE: Human Resources Manager SALARY RANGE: $3,888.13 - $5,744.54 Bi-weekly; $8,424.28 - $12,446.50 per month Pay will be based on the level of experience equivalent to RCEB REPORTS TO: Director, Human Resources LOCATION: San Leandro, CA and Concord, CA Offices [x]Regular      [x]Full-Time  [ ]Temporary    [ ]Part-time The  Regional Center of the East Bay (RCEB)  is one of 21 Regional Centers that are community-based, private non-profit corporations under contract with the California Department of Developmental Services. RCEB provides intake, assessment, diagnosis, and coordinates community-based services for over 25,000 children and adults with developmental disabilities in Alameda and Contra Costa counties.  RCEB envisions a future where persons with developmental disabilities are truly a part of the community. Persons with developmental disabilities receive supports and services they need to succeed. The supports and services change as the need changes. In our dream, children with developmental disabilities live with families in typical communities. Many choose to attend their neighborhood schools and play with neighborhood friends. Adults with developmental disabilities live in the residence of their choice – with family members, with friends, or with their spouse / significant other. They engage in activities of their choice – work, volunteering, education, training, or leisure. They have meaningful relationships with friends and coworkers and are seen as valuable, contributing members of their communities. Position Overview: The Regional Center of the East Bay (RCEB) is seeking an experienced and dedicated Human Resources Manager to provide leadership and support in the Human Resources Department by playing a key role in recruitment, employee relations, policy implementation, and organizational culture.  Potential candidates must possess a strong background in union negotiations, employee relations, and policy writing. The ideal candidate will play a key role in managing the organization’s labor relations strategies, fostering a positive work environment, and ensuring compliance with all legal and organizational policies. The HR Manager will lead the development and implementation of policies, assist with employee relations, and provide operational and analytical support in union negotiations. This position requires an individual with a deep understanding of labor laws, conflict resolution, and the ability to manage both union and non-union environments effectively. Working under the guidance and supervision of the Director of Human Resources, the HR Manager oversees day-to-day HR operations, supervises HR Specialist and Technician, manages workplace investigations, and coordinates the interactive process for workplace accommodations. The HR Manager implements and administers Human Resources programs and policies in alignment with direction established by the Director of Human Resources. Key Responsibilities: Union Negotiations: Lead preparation and provide operational support for union negotiations in collaboration with the Director of Human Resources, including research, strategy development, costing analysis, participation in bargaining sessions, and implementation of collective bargaining agreements (CBAs). Serve as a liaison between management and union representatives to support productive negotiations and outcomes aligned with the organization’s goals. Employee Relations: Participate in managing employee relations matters, including conflict resolution, grievance management, disciplinary actions, and ensuring fair treatment for all employees. Foster a positive work environment by addressing employee concerns, resolving disputes, and implementing employee engagement initiatives. Policy Development & Writing: Develop, review, and update RCEB policies and procedures to ensure compliance with applicable labor laws, regulations, and best practices. Assist the Director of Human Resources in maintaining and updating the RCEB Employee Handbook and related policy documents. Ensure clear and effective policies related to employee conduct, compensation, benefits, and union-related matters. Communicate policy changes and updates to employees and management. Compliance & Legal Support: Ensure compliance with applicable labor laws, regulations, and collective bargaining agreements. Work closely with the Director of Human Resources and legal counsel to address complex legal issues, prevent disputes, and mitigate risks related to labor relations and employee matters. Training & Development: Collaborate with the Training Manager to develop and deliver training for managers and employees related to RCEB policies, employee relations best practices, and conflict resolution. Provide subject matter expertise and support the development of training programs on topics such as labor relations, communication strategies, and compliance with employment laws. Performance Management: Support management in performance management processes by ensuring consistent application of policies, appropriate documentation, and fair resolution of employee performance concerns. Collaborate with the HR Specialist responsible for tracking performance evaluations and maintaining documentation and timelines. Employee Engagement & Retention: Work collaboratively with management to promote employee engagement and retention through feedback mechanisms and addressing employee concerns. Develop initiatives to improve employee morale and satisfaction. Additional Responsibilities Oversee workers’ compensation administration, including claims coordination, return-to-work processes, and collaboration with insurance carriers and third-party administrators. Supervise and provide direction to the HR Specialist and HR Technician responsible for HR operational and administrative functions. Provide oversight and guidance to the HR Specialist responsible for administration of employee benefits, leave programs including FMLA and CFRA, ACA reporting requirements, tracking of performance management documentation and timelines, and serving as backup support for payroll operations. Prepare or support workforce and regulatory reporting required by federal, state, and funding agencies. Serve as acting HR lead in the absence of the Director of Human Resources. Perform other duties and responsibilities as assigned. Minimum Qualifications: Bachelor’s degree in Human Resources, Business Administration, or a related field (Master's preferred). Minimum of 7 years of progressively responsible Human Resources experience, including significant experience in employee relations, labor negotiations, policy development, and experience providing backup support for payroll operations. Experience in progressive HR practices, policies, and procedures, preferably in a union environment. At least 3 years specifically focused on union negotiations, employee relations, and policy development. Experience in a large non-profit HR department, preferably in the field of developmental disabilities. Ability to train and supervise direct reports and oversee HR operational functions. Strong knowledge of labor laws, collective bargaining, and union-related issues. Proven experience in negotiating and managing collective bargaining agreements (CBAs). Excellent interpersonal, communication, and conflict resolution skills. Ability to think strategically, manage complex situations, and make sound decisions in a fast-paced environment. Strong writing and analytical skills, with the ability to draft clear, concise, and legally compliant policies. Comfortable with presenting and public speaking. Ability to build strong relationships with both union representatives and management. Advanced knowledge of HRIS, Excel and other relevant HR software. Understanding payroll policy, law requirements, and procedures for compliance with labor regulations. Preferred Skills: SHRM-SCP or PHR certification. Experience in a unionized industry or environment. Strong facilitation and training delivery experience. Ability to work in a diverse, inclusive, and dynamic environment. Other: Use of an automobile, possession of a valid driver's license and automobile liability insurance for the minimum amount prescribed by law, OR ability to provide for independent transportation. Regular in-office presence is required to support HR operations, employee relations, and collaboration with staff and management. Maintain strict confidentiality of sensitive employee and organizational information. PHYSICAL REQUIREMENTS Primarily sedentary in office work: typing, data analysis, standard mobility. Regular lifting of up to 10 lbs.; occasional up to 20 lbs. Requires ability for near/far vision, communication, and fine motor tasks. Office environment with moderate noise; occasional interactions with distressed individuals. Benefits: At the Regional Center of the Easy Bay, we offer a full spectrum of competitive benefits including: 3 weeks paid vacation + 12 sick days 14 paid holidays + 3 floating holidays Multiple options for medical care (including Kaiser at 100% employer paid for employee) Dental and vision plans CalPERs Retirement (pension), Student Loan Forgiveness* Flex schedule, if applicable Work at Home schedules, if applicable Employee Assistance Program, including mental health care * The Public Service Loan Forgiveness program is a federal program that forgives student loan debt for nonprofit employees after 120 qualifying payments. Employees who work at least 30 hours per week for a governmental, 501(c)(3) nonprofit, or other qualifying nonprofit organization may apply to have the balance of their student loans forgiven (tax free) after making 120 monthly payments. Regional Center of the East Bay (RCEB) does not discriminate against job applicants on account of race, color, creed or religion, national origin including language use restrictions, sex, gender, gender identity or expression, age, sexual orientation, marital status, physical or mental disability, medical condition or HIV/AIDS status, political affiliation, military or veteran status, genetic characteristics, or ancestry.

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