Sr. Director of Human Resources

Position Purpose and Summary

The Sr. Director of Human Resources is a key facilitator of the HR Department's strategic leadership, integrity, performance, and brand. The Sr. Director of Human Resources reports directly to the CHRO by ensuring that operational integrity and compliance standards are evident in all aspects of HR. Simultaneously the Sr. Director of Human Resources ensures that the work environment at every level of the organization is positive in all regards. This requires an attuned leader who thinks strategically and is capable of managing multiple initiatives and challenges. This position continuously demonstrates growth, integrity, quality, approachability, and concern for the people of the organization and the organization itself.

The Sr. Director of Human Resources acts in collaboration with senior peers across the organization to ensure Human Resources is an evident influence over decision making and activity within the organization. The Senior Director is responsible for measuring performance and outcomes data, which is reported to the CHRO, and adapting policies or practices as necessary for compliance and best outcomes.

Primary Duties and Responsibilities

• Monitors and Measures KPI's and reports to the CHRO with results, offering recommendations to positively influence outcomes.
• Builds a performance culture that empowers HR to meet the demands of aggressive growth.
• Develops, maintains and administers compensation strategy, matrices, and diligence resources for the broader organization.
• Responsible for compliance with all regulatory agencies and laws governing personnel. (e.g. - EEOC Reporting and ACA Reporting)
• Works directly with the HR Director and Chief Human Resources Officer to ensure connectedness and congruence with how the department functions, evolves, and maintains alignment.
• Identifies personnel risks, exposure and vulnerabilities across the organization by collaborating with department leaders and evaluating the insights of Director+ level personnel.
• Develop and maintain an Employee Relations framework including strategies and proposals to continuously drive improvement in retention, trust, mutual respect, strong performance management, and accountability in support of the goals of the organization.
• Collaborate with senior leadership to align HR initiatives with organizational objectives.

Secondary Duties and Responsibilities

• Provide ad hoc guidance to Management on coaching employees, disciplinary actions, and performance management to ensure consistency across the organization.
• Oversee the integrity of job descriptions and classifications, ensuring compliance with the law.
• Oversee the efforts of HR personnel to lead maintenance and integrity of personnel records
• Oversees investigations and discipline among senior levels of leadership
• Conduct periodic audits of onboarding requirements, I9 records, personnel files, and other regulated documents or processes
• Review the costs associated with hiring, retention, and HR functions seeking cost reductions and efficiency
• Assist the HR Director with performing difficult staffing duties, including dealing with understaffing, referring disputes, terminating employees and administering policies and practices.
• Other duties, as assigned.

In addition to serving as a vital representative of the organization:

• Works with HR leaders and other organizational leaders to build a performance culture that meets the dynamic homeless services environment in a growing environment.
• Maintains current working knowledge of employment law and regulations including FMLA, ADA, FLSA and EEO

Skills

• Excellent verbal, written and oral presentation skills
• Ability to articulate with strong attention to detail
• Strong interpersonal skills
• Excellent Problem solving and strategizing skills
• Technologically adept with ability to work in multiple software and internet based applications
• Good judgment and decision making skills
• Excellent conflict management skills with the ability to mediate disputes effectively.
• Excellent assessment and analysis skills with strong ability to extract insights
• Ability to exercise and demonstrate discretion related to sensitive, confidential, or personal matters of colleagues, candidates, and through all aspects of acting as an agent of Human Resources
• Ability to lead, influence, and coach others

Qualifications

• SHRM-CP or SHRM-SCP designation (or equivalent) or degree in human resources studies
• Extensive experience in ADP including completion of ADP learning pathways in HR related tracks
• Five years of experience in Human Resources and two or more years of leadership/management experience
• Superb knowledge of California employment law and the current regulatory environment