Position Summary
Gelfand, Rennert & Feldman is seeking a Human Resources Manager to join our team of dedicated professionals. The Human Resources Manager is responsible for supporting the recruiting, engagement, and employee relations of the Firm. Gelfand, Rennert & Feldman provides team members the flexibility to work a hybrid schedule. The hybrid work arrangement may be adjusted or altered to fill the needs of the role, including potentially working in-office for 3+ days per week. This role is hybrid out of our Encino, CA office.
Primary Responsibilities
Supervision of assigned Human Resources Assistants and Coordinators
Act as the primary HR contact for employees and managers supporting the West Coast employee base, addressing workplace issues confidentially and promptly
Serve as the point of contact for all benefits, leave of absence (LOA), and accommodation inquiries, including FMLA, state disability, and parental leaves
Oversee the full lifecycle of LOA, accommodations, and leave administration, including but not limited to, gathering documentation, determining eligibility, requesting medical certifications, and ensuring compliance with federal and state laws and regulations
Provide coaching support to managers and leadership regarding employee performance and engagement
Assist in drafting, reviewing, and delivering Performance Improvement Plans
Partner with Training Manager, Leadership & Development Manager, Chief Human Resources Officer and business leaders to complete annual performance management processes, fostering feedback, accountability, and professional growth
Act as a mentor and coach, addressing challenges proactively
Foster a culture of collaboration while ensuring clear communication of expectations and priorities.
Enforce HR policies and compliance with employment laws and promote best practices
Participate in HR Committee Meetings in absence of Chief Human Resources Officer
Develop, run, and analyze various reports to support department decision-making
Plan, execute, and monitor HR projects to completion
Other projects and duties, as assigned
Qualifications:
Bachelor's Degree along with 4+ years in a similar role is required
Master's Degree with 5+ years is preferred
PHR and/or SHRM certification highly preferred
Excellent verbal and written communication and consultative skills
Comfort communicating across all levels of the organization
Expert knowledge of Microsoft Office (Excel, Word, Outlook)
Expert knowledge of applicable labor laws and best practices, specifically in California
The ability to manage multiple tasks and priorities efficiently, ensuring smooth HR operations
Familiarity with ADP and Workday highly preferred
About Gelfand, Rennert & Feldman
Founded in 1967, Gelfand, Rennert & Feldman ("GRF") is a leading full-service business management firm for an exclusive assortment of entertainers, executives and select high net worth individuals. Our 30 partners and over 600 staff members deliver comprehensive financial services in the fields of music, motion pictures, television, sports, literature, and other creative and performing arts. Our firm has offices in Los Angeles, New York City, Nashville, San Rafael, Wilmington, and London.
This is a exempt position. The annualized base pay range for this role is expected to be between $90,000 - $115,000. Actual base pay could vary based on factors including but not limited to experience, subject matter expertise, geographic location where work will be performed, and the applicant's skill set. The base pay is just one component of the total compensation package for employees. Other rewards may include an annual bonus and a comprehensive benefits package. Candidate information, including education and work experience, is verified upon an offer of employment. Falsification of application information may be grounds for denying employment.
Gelfand, Rennert & Feldman is an Equal Opportunity Employer.
For information on our Job Applicant Privacy Notice, please click here.
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Founded in 1967, Gelfand, Rennert & Feldman ("GRF") is a leading full-service business management firm for an exclusive assortment of entertainers, executives and select high net worth individuals. Our 30 partners and over 600 staff members deliver comprehensive financial services in the fields of music, motion pictures, television, sports, literature, and other creative and performing arts. Our firm has offices in Los Angeles, New York City, Nashville, San Rafael, Wilmington, and London.
The following language is for US based roles only
For California Applicants: Information on your California privacy rights can be found here
For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this shall be subject to criminal penalties and civil liability.
For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.
For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.