People & Culture Generalist

Position: People & Culture Generalist

Reports to: Vice President, People & Culture

Department: People & Culture

Pay Rate: $38.46-$40.86/hr.

The People & Culture Generalist supports Community Action Marin’s People & Culture operations by partnering with the P&C team and collaborating with People Managers to ensure consistent, compliant, and employee-centered people practices across the agency.

Essential Duties

People & Culture Operations & Strategic Work Plan Support

• Partner with the People & Culture team to support implementation of the annual P&C strategic work plan, operational priorities, and agency workforce initiatives.
• Contribute to the tracking and monitoring of People & Culture KPIs related to onboarding completion, employee engagement, recruitment timelines, employee relations response standards, and workforce operational effectiveness.
• Assist with preparing workforce reports, dashboards, and internal updates that support leadership visibility into People & Culture operations and workforce trends.
• Support continuous improvement of P&C processes by identifying operational gaps and opportunities to enhance employee experience, service delivery, and organizational efficiency.
• Collaborate with the Director of Learning & Training and Talent Acquisition Specialist to ensure alignment across People & Culture initiatives, workforce development strategies, and recruitment efforts.

Recruitment & Hiring Support

• Collaborate with the Talent Acquisition Specialist and People Managers to support recruitment activities including interview coordination, candidate communication, and hiring documentation.
• Ensure recruitment processes align with agency policies, job classifications, and workforce planning needs.
• Support documentation and reporting related to recruitment activities and hiring outcomes.

Onboarding & Employee Integration

• Coordinate onboarding logistics for new hires including orientation scheduling, system access, documentation completion, and compliance training.
• Facilitate new employee orientation sessions, including benefits overview, introduction to People & Culture services, and agency culture.
• Conduct follow-up check-ins such as 30-60-90 day onboarding conversations to support employee integration and early workforce engagement.

Offboarding & Workforce Transitions

• Coordinate employee offboarding processes including exit interviews, documentation completion, and collaboration with internal departments to ensure timely removal of system access and return of agency property.
• Maintain documentation related to employee departures and track exit interview insights to support improvements to employee experience and retention strategies.

Workforce Administration & Personnel Changes

• Partner with People Managers and the People & Culture team to ensure workforce changes are implemented accurately and in alignment with agency policies, compensation practices, and organizational structure. This includes supporting documentation and processing related to title changes, promotions, demotions, reporting line adjustments, schedule changes, pay adjustments, bonuses, stipends, and cost-of-living adjustments (COLA).
• Collaborate with payroll and finance teams to ensure personnel changes are accurately reflected in People & Culture systems and payroll processes while maintaining appropriate documentation and approval workflows.

Employee Relations & Manager Collaboration

• Provide People & Culture support to employees across the agency by serving as a resource on workplace policies, procedures, and P&C practices.
• Collaborate with People Managers to support consistent implementation of employee lifecycle practices including hiring, onboarding, performance management, corrective action processes, and workforce transitions.
• Assist People Managers with documentation related to workplace concerns, performance management conversations, and employee relations matters.
• Support People & Culture leadership in employee relations case management by assisting with information gathering, documentation preparation, and coordination of investigation materials.

Performance Management & Employee Development

• Support implementation of CAM’s performance management framework, including coordination of annual and mid-year performance evaluation cycles and ensuring timely completion of evaluations across departments.
• Collaborate with People Managers to strengthen performance management practices by supporting the use of tools such as 30-60-90 day onboarding plans, individual development plans, performance improvement plans, and ongoing manager-employee 1:1 check-ins.
• Provide operational support to People Managers throughout the performance management process by assisting with documentation standards, timelines, and communication practices that promote clear expectations and constructive feedback.

Benefits Administration & Employee Education

• Serve as a resource for employees regarding benefit programs and assist with responding to benefit inquiries.
• Facilitate benefits orientation for new employees during onboarding and support employees in understanding available benefits programs.
• Assist with coordination and execution of annual open enrollment, including employee education sessions, documentation management, and communication support.

Workers’ Compensation & Leave Administration

• Coordinate workers’ compensation processes including incident reporting, claim documentation, communication with insurance providers, and employee follow-up.
• Support employees and People Managers through workers’ compensation procedures while ensuring compliance with agency policies and regulatory requirements.
• Assist with leave administration including FMLA, CFRA, ADA accommodations, pregnancy disability leave, and other applicable leave programs.

P&C Inbox Management

• Monitor and manage the People & Culture department inbox, responding to employee inquiries and routing requests appropriately.
• Track incoming inquiries by P&C function to identify patterns in employee questions, operational needs, and areas requiring additional communication or support.

Site Visits & Workforce Engagement

• Conduct regular site visits across agency programs to maintain visibility of People & Culture services and strengthen relationships with employees and People Managers.
• Serve as a P&C presence during site visits to provide employee support, gather workforce feedback, and collaborate with program leadership.

Early Childhood Education Workforce Support

• Support People & Culture processes related to Early Childhood Education workforce requirements, including credentialing documentation, permit tracking, and workforce compliance processes.
• Collaborate with ECE program leadership to ensure P&C practices support staffing requirements tied to Head Start Program Performance Standards, California Community Care Licensing (Title 22), and California Department of Education requirements (Title 5).

Qualification

Education

• As a CAM Requirement, all applicants must possess a High School Diploma or equivalent (GED).
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field preferred. Relevant experience may substitute for formal education.

Experience

• Minimum 4–6 years of progressive People & Culture or HR experience supporting multiple areas of the employee lifecycle.
• Experience working in multi-site, nonprofit, or unionized environments preferred.
• Experience supporting workforce operations in regulated environments such as Early Childhood Education or human services programs preferred.

Skills And Abilities

• Strong understanding of California employment law and compliance practices.
• Ability to manage confidential and sensitive personnel matters with professionalism and discretion.
• Strong organizational, documentation, and project coordination skills.
• Ability to collaborate effectively with employees, People Managers, and leadership across departments.
• Strong communication and problem-solving skills.
• Bilingual (English/Spanish)
• A strong commitment to social justice, equity and the agency’s mission to provide high-quality programs to serve low-income individuals and families.
• Deep understanding – and ability to articulate – the role equity, inclusion, and diversity plays in our work.

Software

• Proficiency in Microsoft Office applications: Outlook, Word, Excel, and Internet Explorer
• Experience with HRIS platforms (Rippling strongly preferred), Power BI, Asana, and budget systems (Sage preferred).

Confidential And Sensitive Information

Ability to handle sensitive information with discretion and maintain confidentiality.