by on Teruko Weinberg, Inc., job recruitment agency, is looking to fill the following Japanese Bilingual Human Resources Manager -Compliance and Tax for its client in CA – Gateway Cities:
Title: Human Resources Manager -Compliance and Tax
Type: Perm
FLSA: Exempt
Location: CA – Gateway Cities
Work Style: Hybrid
Hours: Monday-Friday 9am-6pm (1h lunch)
Pay Range: $87360 – $91520/year
Benefit: Medical, Dental, Vision, Life, 401K, PTO
Travel: local and domestic as needed
Job Requirements:
- Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations, reporting time pay, leave laws (FMLA/CFRA), and state-specific requirements.
- Monitor and implement updates related to labor law postings, policy changes, and regulatory requirements.
- Lead internal HR audits (payroll, I-9, personnel files, benefits, leave administration) to mitigate legal and financial risk.
- Develop, update, and enforce HR policies and procedures in alignment with current legislation.
- Partner with legal counsel as needed on complex compliance and employee relations matters.
- Oversee in-house payroll processing to ensure accuracy, compliance, and timely execution.
- Review and approve payroll registers, timecards, wage calculations, bonuses, commissions, and final pay.
- Ensure compliance with multi-state payroll tax regulations, including state income tax, unemployment insurance, disability insurance, and local tax requirements.
- Coordinate with payroll providers to resolve discrepancies and ensure proper tax filings and reporting.
- Ensure compliance with wage garnishments, levies, and withholding orders.
- Oversee administration of health benefits, including medical, dental, vision, life, and disability.
- Manage 401(k) plan administration, including enrollments, eligibility, contributions, compliance testing, and annual audits.
- Act as primary or supporting liaison with brokers, insurance carriers, and retirement plan providers.
- Lead annual open enrollment process and employee benefits education initiatives.
- Ensure compliance with ERISA, COBRA, ACA reporting, and other applicable benefits regulations.
- Lead and manage employee relations cases, including investigations related to performance issues, policy violations, harassment, discrimination, and workplace conflicts.
- Conduct thorough, unbiased investigations and document findings appropriately.
- Provide guidance and recommendations to leadership on corrective actions and risk mitigation.
- Ensure consistent and fair application of company policies and disciplinary procedures.
- Leave & Time Off Administration
- Oversee administration of all leave programs (FMLA, CFRA, ADA accommodations, state/local leave laws).
- Ensure proper documentation, tracking, and compliance with all applicable regulations.
- Provide guidance to managers and employees on leave eligibility and processes.
- Maintain accuracy and integrity of HRIS data, payroll systems, and personnel records.
- Oversee system upgrades, implementations, and process improvements.
- Develop and analyze HR metrics (turnover, absenteeism, labor costs, benefit utilization, time-to-fill).
- Prepare reports for leadership to support workforce planning and financial forecasting.
- Serve as a strategic business partner to leadership, aligning HR initiatives with organizational goals.
- Develop and implement leadership development programs that equip managers with the skills, tools, and confidence to lead high-performing teams.
- Coach and mentor managers on employee engagement, conflict resolution, performance management, accountability, and effective communication.
- Develop and monitor performance management frameworks that reinforce company values, expectations, and measurable outcomes.
- Drive a culture of accountability, transparency, and continuous improvement across all levels of the organization.
- Use HR metrics and workforce analytics to provide data-driven insights that influence strategic decision-making.
- Partner with leadership to proactively identify cultural gaps and implement initiatives that strengthen employee engagement, morale, and retention.
- Design and implement recognition and retention programs that reinforce organizational values and performance excellence.
- Monitor turnover trends and implement targeted strategies to improve retention and employee satisfaction.
Serve as a steward of organizational culture, ensuring that policies, practices, and leadership behaviors align with company values. - Provide direct leadership and coaching to HR team members, fostering a high-performing, collaborative team culture.
- Set clear performance expectations, establish measurable goals, and give ongoing feedback to ensure accountability and professional growth.
- Delegate responsibilities strategically to balance workload, build capability, and develop team expertise across compliance, payroll, benefits, employee relations, and HR operations.
- Create development plans that strengthen HR knowledge, leadership capability, and business acumen within the HR team.
- Facilitate regular team meetings to align priorities and deliverables.
- Other duties as required
Job Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent experience may be considered
- Minimum four (4) years of progressive HR experience, including at least three (3) years in a supervisory or managerial role
- Prior experience in employee relations, compliance, benefits administration, and payroll processing
- Strong knowledge of federal, state, and local employment laws and compliance requirements
- Proven experience managing employee relations, performance management, and compliance initiatives across multiple locations or business units
- Demonstrated ability to lead and mentor HR staff, influence leadership teams, and partner with cross-functional departments
- Experience with ADP Workforce Now and Workforce Management systems strongly preferred
- Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
- Ability to write reports, business correspondence, and procedure manuals.
- Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
- English and language such as Spanish and Japanese might be necessary but not required
