HR Intern (L&D)At — Whittier First Day

Overview of Organization
Whittier Area First Day Coalition (First Day) is a nonprofit organization providing interim housing, case management and supportive services to individuals experiencing homelessness across Los Angeles County. First Day currently operates four interim housing locations and is in the process of expanding to meet the growing community needs.

Our mission is to help individuals experiencing homelessness achieve stability and self-sufficiency.

Internship Description
The proposed HR internship at First Day will provide students with hands on
experience in nonprofit human resources operations. Interns will provide
support to the HR Generalist and receive an introductory view of HR operations,with a focus on learning and development to support the creation, delivery, and evaluation of training programs for staff across our organization.

This placement is ideal for students interested in pursuing a career in Human
Resources.

Key Responsibilities
Students will be responsible for, but not limited to, the following:

• Assist with recruiting tasks such as scheduling and screening applicants.
• Support onboarding and orientation processes for new employees.
• Observe and take notes during relevant HR or leadership meetings.
• Assist with creating training materials, presentations, guides, job aids, and e-learning content.
• Support program leadership in preparing and conducting live or virtual training sessions with potential to co-facilitate training segments depending on interest and readiness.
• Develop tools (assessments, feedback forms) to measure training impact.
• Analyze results, identify trends, and propose recommendations for continuous improvement.
• Update and maintain training records on Relias, our Learning Management System (LMS).

Tasks:

1. Participate in the recruitment and onboarding process
2. Shadow HR staff during selected activities to understand practical HR application and professional standards.
3. Conduct a basic training needs assessment and identify skill gaps or development opportunities.
4. Design at least one in-person training module that includes: Clearly written learning objectives, A facilitator guide, Participant materials, Interactive activities, Evaluation tools
5. Develope at least one e-learning module for learning management system (LMS).
6. Present or co-facilitate a training session to build professional communication and public speaking skills.
7. Collect and analyze participant feedback to evaluate training effectiveness and prepare a brief summary report with recommendations for improvement.
8. Participate in regular supervision meetings to reflect on learning progress, receive feedback, and discuss professional development in the field of Human Resources.

Training:

Formal HR Orientation (Week 1)
Participate in structured orientation to establish expectations, learning goals and professional standards.

Weekly Supervision Meetings (1 hour per week)
The intern will meet individually with the HR Supervisor each week to review progress, discuss development and challenges, receive feedback, reflect on professional growth.

Cross-Functional Exposure Meetings (1–2 per month)
The intern will attend selected meetings with program managers and leadership to observe how HR partners with operational departments.

Structured Feedback Process
Draft training materials will be reviewed in stages, with feedback provided to guide revisions and skill development.
Midpoint Evaluation
A formal midpoint review will be conducted to assess progress toward learning outcomes, identify strengths, and adjust goals as needed.
Final Evaluation and Professional Development Discussion
A final evaluation meeting will be held to assess competencies developed, provide career guidance and discuss pathways within the Human Resources profession.

Learning Outcome:

Demonstrate foundational knowledge of HR functions by explaining the purpose and basic processes of recruitment, onboarding and learning & development within an organization.

Apply instructional design principles to develop staff training materials by conducting a basic training needs assessment, identifying learning objectives, and creating structured e-learning content aligned with organizational goals.

Develop and deliver a professional training product by creating at least one completed training module (facilitator guide, presentation deck, and/or e-learning course) that incorporates clear learning outcomes, and evaluation methods.

Analyze training effectiveness by gathering participant feedback and assessing learning outcomes to recommend improvements to future training initiatives.