Job Description
ABOUT THE ARC
The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees.
ABOUT OUR HUMAN RESOURCES TEAM
As Business Partners, we provide HR support to ARC Centers in all areas of HR and to maintain a safe and comfortable work environment to help keep employees engaged, promote communication, compliance, accountability and consistency to support the ARC Program.
Become part our HR Team at The Salvation Army! We are currently looking for an HR Manager who will lead and provide HR support to officers and management in all aspects of HR for multiple locations in Central California and the Bay Area. Required travel to assigned Centers and stores based on business needs such as higher volume hiring, interviewing, employee relations or training.
EMPLOYEE BENEFITS OFFERED
As our enthusiastic and hardworking HR REGIONAL MANAGER you will be responsible for (but not limited to):
QUALIFICATIONS:
PHYSICAL REQUIREMENTS :
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is a reasonable and no undue hardship would result.
PAY RATE: $68-75K. DOE
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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