HR Administrator

1. Create, maintain, and audit employee files and HR records in a legally compliant and confidential manner, including benefit records, leave documentation, driving records, and other HR-related documents.
2. Maintain accurate employee information in UKG and other HR systems, including employee demographic data, employment status, job titles, reporting relationships, pay-related changes, benefit eligibility information, and other employee lifecycle updates.
3. Provide UKG troubleshooting support to employees, supervisors, and branch leaders, including assistance with timeclocks, missed punches, access issues, employee profile updates, onboarding workflow questions, and basic system navigation. 
4. Administer and support leaves of absence processes, including tracking leave requests, communicating required documentation, monitoring leave status, maintaining leave records, coordinating return-to-work updates, and escalating complex or protected leave matters to the appropriate HR leader. The handbook identifies multiple leave categories, including FMLA/CFRA, pregnancy disability leave, paid family leave, medical leave, bereavement leave, reproductive loss leave, school-related leave, military leave, and personal leave.
5. Support benefits administration by assisting eligible team members with enrollment questions, qualifying life event documentation, benefit change forms, open enrollment support, carrier/vendor communications, COBRA-related coordination, and benefit record maintenance. The handbook identifies medical, dental, disability, life insurance, PTO, sick leave, holidays, leaves, workers’ compensation, and retirement-related benefits as part of the Y’s benefit structure.
6. Support unemployment, disability, and EDD-related claims administration, including responding to EDD requests, coordinating employment and wage information, tracking claim notices, maintaining documentation, and referring complex claims or appeals the appropriate HR leader. 
7. Process employment verifications in accordance with YMCA policy, confidentiality expectations, and authorized release requirements.
8. Administer the YMCA driving program, including maintaining approved driver records, collecting required driver documentation, tracking insurance and license information, supporting DMV/driver clearance processes as applicable, and communicating driver eligibility updates to supervisors and branch leaders. YMCA safety materials state that individuals driving YMCA vehicles must have a valid California Driver’s License, be an approved YMCA driver, and follow YMCA transportation and vehicle safety requirements.
9. Respond to routine employee and supervisor questions regarding HR procedures, onboarding, benefits, leaves, employment verifications, new hire paperwork, personnel changes, HR forms, UKG access, timekeeping processes, and general HR resources; refer complex matters to the appropriate HR leader.
10. Prepare, maintain, and distribute HR reports for HR leadership, branch leaders, and operations, including reports related to employee data, onboarding status, compliance items, benefits, leaves, training, driving eligibility, employee changes, and HRIS accuracy.
11. Set up a system to perform routine audits to support compliance with internal policies, employment practices, employee recordkeeping requirements, benefits eligibility, leave tracking, driving program requirements, and other HR department processes.
12. Assist with employee recognition programs, staff engagement activities, HR communications, and culture-building efforts that support the YMCA’s mission and values.
13. Support training logistics and delivery as requested, including preparing materials, tracking attendance, maintaining training records, assisting with legally required training coordination, and supporting employees and supervisors with training access.
14. Maintain confidentiality and professionalism when handling sensitive employee information, personnel matters, medical information, leave documentation, benefits information, payroll-related information, and employment records.
15. Develop positive working relationships with employees, supervisors, branch leaders, community partners, and vendors by providing responsive, respectful, accurate, and service-oriented HR support.
16. Actively participate in HR department meetings, branch or regional meetings, special events, audits, open enrollment activities, employee support initiatives, and other administrative projects as assigned.
17. Perform special projects and other duties as assigned.

WORK ENVIRONMENT & PHYSICAL DEMANDS:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to use a computer for extended periods of time and be able to communicate using a computer and phone/smart device. The employee frequently is required to sit and reach and must be able to move around the work environment
• The employee must occasionally lift and/or move up to 10 pounds
• Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust
• The noise level in the work environment is usually moderate 

LEADERSHIP COMPETENCIES:

• Program/Project Management
• Inclusion
• Communication and Influence
• Functional Expertise