San Diego Humane Society Human Resources Generalist in Oceanside, California

Human Resources Generalist

Employee EngagementOceanside, California



San Diego Humane Society is hiring a Human Resources Generalist for our Oceanside and Escondido Campuses! The HR Generalist performs a broad range of duties including finding and acquiring skilled employees to meet the current and future needs of the Society, providing coaching and career guidance to staff, building relationships with employees and management, and providing appropriate solutions to reflect our culture. This position has an anticipated hire date of March 2018.SUMMARY:Under general direction, performs a broad range of human resource duties to support programs and departments in meeting their goals and maintaining a workplace culture that reflects organizational core values. The primary focus of the job is to find and acquire skilled employees to meet the current and future needs of the Society; provide coaching and career guidance to staff; build relationships with employees and management and provide appropriate solutions to reflect our culture. Complete special projects coordinating with management, staff and outside entities. Will be at the North campuses approximately 80% of the time, and San Diego campus approximately 20% of the time.

ESSENTIAL DUTIES AND RESPONSIBILITIES: Include the following; other duties may be assigned.


  • Manage the talent acquisition process of sourcing, attracting, recruiting, interviewing and on-boarding of new employees (typically 20-30 open positions) at specific locations.

  • Proactively build applicant pipelines to meet current and future business needs to reduce time-to-hire and increase quality of hires for open positions.

  • Maintain relationships with past candidates for future opportunities.

  • Strategically source potential hires from diverse backgrounds.

  • Counsel and coach employees regarding career potential with the Society including meeting with staff not selected for internal positions to offer career advice and guidance.

  • Train supervisors and managers in employment process. Provide information regarding conducting effective interviews, completing documentation and reporting requirements, and asking interview questions within appropriate guidelines. Answer applicants’ questions regarding employment procedures.

  • Collaborates with hiring supervisors on applicant screening, interviewing and scheduling. Participates in final interviews as requested.

  • Collaborate with Recruitment team to develop appropriate employment related virtual forms and guides.

  • Coordinate and oversee periodic review of job descriptions to assure they are an accurate representation of the work and that all legal considerations are considered and reflected properly, including qualifications, physical requirements, working conditions, and reporting relationships.


  • Partners with management and staff to handle HR questions, build strong relationships, communicate effectively to deliver service excellence, and offers the applicable solutions to management and employees.

  • Manage the talent management of current employees at specific locations through creating a training culture and building successful career paths to increase retention rates. Coach and develop employees to help them achieve their full potential.

  • Work with the 360 Professional Development program to create an individual development plan to ensure they align with the Society’s organizational structure and overall goals.

  • Assist the Society with building succession plans to meet Society’s overall strategic plan.

  • Provides day to day performance management guidance to line management, HR Policy guidance and interpretations, and provide appropriate solutions to reflect our culture.

  • Works with the hiring manager, facilitates the full human resources life cycle which includes attracting and recruiting employees, their development, engagement, retention and release.

  • Develops and maintains working relationships with management and staff in order to facilitate the resolution of employment related issues that may arise. Provides consultation and guidance to management for alternative and innovative approaches to resolve issues and support a positive workplace environment.

  • Counsel employees to provide constructive feedback and coaching to support performance goals.

  • Facilitates collaborative problem solving strategies to resolve employee relations matters through effective communication with all levels of employees.

  • Investigates, writes reports and takes action to support productive resolution of concerns regarding employees.

  • Investigates, and drafts responses for the Vice President of Organizational Development to present to the President for approval. Examples include responses to regulatory agencies such as the Equal Employment Opportunity Commission (EEOC) and the Fair Employment and Housing Authority (FEHA).

  • Coordinates administration of FMLA/CFRA/PDL/PFL process for respective campuses, explains processes to employees, notifies payroll, updates report to track return dates; coordinates payment process for any employee payment requirements with Accounting dept.

  • Explain and assure compliance with policies and procedures, including appropriate documentation for selection decisions, performance evaluations, and family and medical leaves.

  • Participates in the termination process ensuring decisions are consistent with Society policy to limit potential liability. Meets with employees on last day of work to provide benefit/retirement information and collect Society materials,


  • Collaborate with Learning and Development Manager to conduct skills gap analysis, develop, implement and maintain programs necessary to ensure Society compliance with all required internal Society trainings and all mandated legal training requirements (such as preventing workplace violence, safety training and inspection legislation; preventing sexual harassment and other related legislation).

  • Assists with training for managers and employees; prepares materials, presents, evaluates outcomes.

  • Collaborate with Learning and Development Manager to train managers on motivation techniques and performance enhancement methods to better engage employees.


  • Participates in developing department goals, objectives, and systems.

  • Prepares a variety of reports, based upon HR data such as: Leave of Absence information, Modified Duty agreements, recruitment process statistics, turnover and retention, various employee opinion survey responses.

  • Explain and assure compliance with policies and procedures, including appropriate documentation for selection decisions, performance evaluations, family and medical leaves.

  • Prepares data for and prepares summary reports based upon various wage, benefit, and salary surveys.

  • Assist Director in data gathering, development and monitoring of related fiscal budgets. Recommends changes for budget planning to support new initiatives or program activities.

  • Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.

  • Ensures consistency and uniformity in the areas of human resource management.

  • Prepares revisions in HR Office Procedures manual as needed, relating to position responsibilities, forwards to Director for approval. Director will give approved revisions to HR Coordinator, who will update the document.

  • Administers various human resources plans and procedures; assists in development and implementation of policies and procedures; and recommends revisions to policies and procedures and employee guidelines

  • Maintains current knowledge required to assure the Society is in compliance with federal and state regulations concerning all employment related actions.

  • Actively listens, builds trust and adapts style and tactics to fit the audience.

  • Assists with and supports all Human Resource activities and programs.

  • Regularly and predictably attend work in-person as scheduled.

  • Wears appropriate business attire and nametag at all times during business hours.

Exemplifies San Diego Humane Society’s Core Values:

  • Has theCourageto make tough decisions and take smart risks

  • DemonstratesEmpathyfor your colleagues and our guests

  • RemainsEngagedand committed to our mission

  • IsEnthusiasticand demonstrate excitement and interest in our efforts

  • Seeks out ways to beImpactfulin the animal welfare movement and your role

  • Leads withIntegrityand treat everyone with respect

  • Strives to beResourcefuland see challenges as opportunities for improvement

Participates in creating a thriving Culture of Philanthropy at San Diego Humane Society by:

  • Being knowledgeable and supportive of Society programs

  • Sharing their passion for service to animals, people, and our community with our guests

  • Serving as an inspiration to all guests by providing an exemplary level of animal care and guest service

  • Being able to communicate a compelling case for support that demonstrates the impact of philanthropy on San Diego Humane Society

SUPERVISORY RESPONSIBILITIES: Supervise one to two HR staff members.

SALARY:This is an exempt position that starts at an annual rate of $60,077. Salary will be commensurate with experience.


EDUCATION, ABILITIES, EXPERIENCE:Bachelor’s degree in Human Resources administration, public or business administration or a related field. Additional qualifying experience may be substituted on a year for year basis for the required education. Five years of professional work experience in a professional staff capacity, with 2 of those years in a high volume recruiting function. A combination of experience in employee relations, classification, salary administration, training, employee benefits or any combination of Human Resources functions appropriate to the position described. PHR or SPHR required. At least one year of experience working in a collaborative effort with top management level staff. Comprehensive knowledge of the principles of Human Resources administration. Broad knowledge of state and federal labor laws. Working knowledge of interview techniques. Ability to understand and apply the principles, policies and concepts of group insurance; must have working knowledge of laws affecting benefits administration, including ERISA, COBRA, and Section 125. High level of understanding and use of methods of organization management. Must be flexible, adaptable and innovative in the addressing programs and problems, yet firm in maintaining compliance with policies, procedures and laws. Must be able to gather and analyze data, reason logically, draw valid conclusions and make appropriate recommendations; and quickly acquire a thorough familiarity with the Society. Ability to use high degree of tact and judgment in all communications. Ability to communicate effectively both orally and in writing. Ability to speak in front of groups. Ability to write clear, concise reports. Ability to establish and maintain effective working relationships within the Society. Ability to use high degree of tact and judgment in all communications. Ability to function flexibly and effectively in conflict situations. Initiative in setting up new programs and modifying existing procedures to streamline the flow of work. Interest in and aptitude for using personal computer applications, including word processing, to compose reports and correspondence and to streamline recordkeeping and reporting functions. Familiarity with computerized Human Resources/payroll systems. Must have a valid CA driver’s license and a good driving record.

PHYSICAL DEMANDS: Will sit, stand, walk, talk, hear, stoop, bend, squat, kneel, grasp, grip, put fingers together firmly and reach above and below shoulder level, lift, push, pull and/or carry up to 25 pounds for situations of moving materials or supplies; repetitively use hands to operate computers; flex the neck upward and downward; twist the neck and the waist. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT: Standard office environment, with exposure to environmental conditions that include working near and potentially caring for animals. Potential exposure to zoonotic diseases, animal bites and scratches. Potential exposure of infectious diseases to owned animals.