McAlister Institute for Treatment & Education, Inc.
Human Resources Director
McAlister Institute for Treatment & Education, Inc., El Cajon, California, United States, 92021
WHAT WE DOFounded in 1977 by Jeanne McAlister, a pioneer in the field of recovery, McAlister Institute has become one of the most critical lifelines for San Diegans impacted by substance use and co-occurring mental health disorders. With 24 programs across 24 locations and a strong partnership with the County of San Diego, McAlister serves over 18,000 individuals each year, offering a full continuum of care spanning prevention, outreach, intervention, treatment, supportive housing, and aftercare. McAlister is a bridge to a full network of support, providing services that are targeted, evidence-based, trauma-informed, culturally competent, and co-occurring capable.Most importantly, McAlister's high-quality, affordable services are delivered with dignity and respect, welcoming individuals of all genders, ethnicities, and socioeconomic backgrounds. Guided by a belief in each person's potential for positive change, the organization is dedicated to supporting recovery through professional services, compassionate counseling, and community support-ultimately healing lives and transforming communities through the miracle of recovery.LEADERSHIP & CULTUREThis is an exciting time in McAlister's history: in August of 2024, Executive Director Marisa Varond succeeded founder Jeanne McAlister, who transitioned to an advisory role after an amazing 47 years at the Institute's helm. A 13-year veteran of the organization, Marisa brings deep experience at McAlister to the CEO role, having served in a range of program and development roles. As a member of McAlister's Executive Team, Marisa helped grow the agency from a team of 178 staff and annual revenues of $8M to more than 400 employees and an annual budget of $58M. As the granddaughter of a recovering alcoholic, Marisa deeply understands the generational impact of this work and is uniquely qualified to carry Jeanne's legacy into the future. A collaborative leader, Marisa is passionate about building a culture that aligns the strengths and talents of employees with the agency's goals and takes great pride in supporting her team and building strong relationships. Reflective of this culture of leadership, commitment, and continuity, McAlister's Executive Team members have an incredible average tenure of nearly 16 years with the organization.COMPENSATION & BENEFITSSalary - $145,000-$160,000Medical, dental, and life and disability insurance403(b) plan with 100% match up to 6% of salaryAnnual PTO: 13 paid holidays, 10 paid days off, 69 hours paid sick leave.LOCATIONThis is an in-person role with an office located at 1400 N. Johnson Ave., Suite 101, El Cajon, CA 92020.POSITION SUMMARYThis is a newly created position at McAlister, which will serve on the organization's Executive Team. With the full support of leadership, the Human Resources Director will be responsible for building and leading McAlister's HR programs, using innovative strategies to modernize, refresh, and enhance the agency's HR practices, infrastructure, and services to elevate the employee experience. This includes providing best-in-class service and partnerships built on a foundation of customer service, attentiveness, and responsiveness. The Director will serve as a strategic thought partner to both the CEO and senior leaders across the agency. They will provide leadership and oversight of the entire HR program, including the areas of talent management, health, benefits, safety, systems, and employee relations. The HR Director will supervise, coach, mentor and support the 5-person HR team. This position will have a broad scope and the ability to have a major impact on organizational culture through the intentional enhancement of the employee experience across all levels and in every area of the agency.Strategic Priorities Include:HR Department Development:
Actively engage with and mentor the HR team to develop a roadmap for the implementation of an agency-wide fundamental HR infrastructure.Talent Acquisition and Development:
Enhance the agency's recruitment and retention strategies, and position McAlister Institute as an employer of choice, with a focus on revamping the agency's compensation structure, job descriptions, employee onboarding and training. This will also eventually include developing and implementing a revised performance management program with clear career paths.Employee Relations:
Assess and improve the agency's employee relations strategy; develop and implement policies and procedures that align with industry standards and best practices.HRMS:
Closely partner with the IT department to update, implement, and manage full-scale usage of HRMS to automate manual processes. This will include policy review and workflow development, in addition to the technical implementation components of the project.DUTIES & RESPONSIBILITIESEstablish operational and fiscal objectives for the HR team while working with the CEO and CFO to manage the associated resources.Develop and implement personnel strategies in support of organizational initiatives and business operations in the areas of workforce planning, talent acquisition, performance management, compensation, benefits, wellness, and safety.Provide vision, leadership, and oversight to develop strategies and best practices that promote a culture of inclusion, equity, and diversity where all individuals can thrive.Build a talent acquisition strategy and develop innovative programs to identify, recruit, develop, and retain key talent across the agency.Develop and maintain a performance management program; establish and implement effective methods, practices, tools, and resources to communicate expectations and evaluate employee performance.Ensure McAlister Institute remains in compliance with all federal, state, and local employment and labor laws and regulations; as well as funding source requirements as they pertain to personnel (e.g. County contracts, Medi-Cal).Act as a liaison to foster and maintain effective employer/employee relations and resolve problems; establish and maintain effective working relationships at all levels of the organization.Serve as the primary communicator on all employment-related matters and facilitate communication across all levels within the agency; ensure an effective approach to employee relations, including staff communication, employee engagement, conflict resolution, recognition programs, and employee feedback programs.Lead HR-related project management efforts from the RFP phase through project completion; ensure contracts remain on schedule, adhere to funding requirements, and meet objectives.BACKGROUND PROFILEOver five years of progressive HR leadership experience building or expanding an HR department, including team management, systems, policies, and procedures.Highly collaborative; a leader who seeks input from all sides and who truly enjoys engaging with leadership, colleagues and team members.Hands-on HR experience with strong knowledge of organizational development and HR management principles including employee relations, labor regulations, and regulatory compliance.A strategic and tactical thinker who thrives in an innovative, start-up-like environment, and who easily adapts to shifting priorities and organizational needs.Strong change management skills, paired with exceptional emotional intelligence and self-awareness.Adept at analysis, strategic planning, and change management; adaptable and creative in diversifying and modernizing offerings in response to agency needs.A proactive leader with experience building and maintaining positive and inclusive workplace cultures; a passion for developing staff, prioritizing inclusivity, and promoting a collaborative, cross-cultural understanding to build stronger teams and empowerment for all staff.Excellent communication skills, written and oral; an active listener and respectful communicator with the ability to establish and maintain effective working relationships with management, employees, and stakeholders.
Actively engage with and mentor the HR team to develop a roadmap for the implementation of an agency-wide fundamental HR infrastructure.Talent Acquisition and Development:
Enhance the agency's recruitment and retention strategies, and position McAlister Institute as an employer of choice, with a focus on revamping the agency's compensation structure, job descriptions, employee onboarding and training. This will also eventually include developing and implementing a revised performance management program with clear career paths.Employee Relations:
Assess and improve the agency's employee relations strategy; develop and implement policies and procedures that align with industry standards and best practices.HRMS:
Closely partner with the IT department to update, implement, and manage full-scale usage of HRMS to automate manual processes. This will include policy review and workflow development, in addition to the technical implementation components of the project.DUTIES & RESPONSIBILITIESEstablish operational and fiscal objectives for the HR team while working with the CEO and CFO to manage the associated resources.Develop and implement personnel strategies in support of organizational initiatives and business operations in the areas of workforce planning, talent acquisition, performance management, compensation, benefits, wellness, and safety.Provide vision, leadership, and oversight to develop strategies and best practices that promote a culture of inclusion, equity, and diversity where all individuals can thrive.Build a talent acquisition strategy and develop innovative programs to identify, recruit, develop, and retain key talent across the agency.Develop and maintain a performance management program; establish and implement effective methods, practices, tools, and resources to communicate expectations and evaluate employee performance.Ensure McAlister Institute remains in compliance with all federal, state, and local employment and labor laws and regulations; as well as funding source requirements as they pertain to personnel (e.g. County contracts, Medi-Cal).Act as a liaison to foster and maintain effective employer/employee relations and resolve problems; establish and maintain effective working relationships at all levels of the organization.Serve as the primary communicator on all employment-related matters and facilitate communication across all levels within the agency; ensure an effective approach to employee relations, including staff communication, employee engagement, conflict resolution, recognition programs, and employee feedback programs.Lead HR-related project management efforts from the RFP phase through project completion; ensure contracts remain on schedule, adhere to funding requirements, and meet objectives.BACKGROUND PROFILEOver five years of progressive HR leadership experience building or expanding an HR department, including team management, systems, policies, and procedures.Highly collaborative; a leader who seeks input from all sides and who truly enjoys engaging with leadership, colleagues and team members.Hands-on HR experience with strong knowledge of organizational development and HR management principles including employee relations, labor regulations, and regulatory compliance.A strategic and tactical thinker who thrives in an innovative, start-up-like environment, and who easily adapts to shifting priorities and organizational needs.Strong change management skills, paired with exceptional emotional intelligence and self-awareness.Adept at analysis, strategic planning, and change management; adaptable and creative in diversifying and modernizing offerings in response to agency needs.A proactive leader with experience building and maintaining positive and inclusive workplace cultures; a passion for developing staff, prioritizing inclusivity, and promoting a collaborative, cross-cultural understanding to build stronger teams and empowerment for all staff.Excellent communication skills, written and oral; an active listener and respectful communicator with the ability to establish and maintain effective working relationships with management, employees, and stakeholders.