Building Futures is hiring: HR Director in San Leandro

AGENCY SUMMARY:

At Building Futures, we believe everyone deserves a safe place to call home. The agency is an Alameda County leader providing a safety net of services to help individuals and families rebuild safe and stable lives free from homelessness and family violence. We operate three emergency shelters; a full spectrum of domestic violence outreach services; supportive housing sites; and permanent and rapid re-housing programs. As a Housing First agency, all of Building Futures' programs and services prioritize linking our clients with housing.

POSITION SUMMARY[TL1] : (This position is Hybrid).[TL2]
In this hands-on role, the Human Resource Director oversees the overall strategic direction, planning, coordination, administration and evaluation of the human resources function at Building Futures, which has over 70 staff in three locations in California. The Human Resources Director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, and total rewards (compensation and benefits).

This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. The Human Resources Director will play a crucial role in supporting our mission by ensuring a healthy and inclusive work environment, managing HR operations, and fostering the growth and well-being of our dedicated staff.

KEY SKILLS AND ABILITIES:

• Partner with the Executive Director to formulate, develop, implement and evaluate an HR Management Strategy to achieve Building Futures’ vision, mission and goals.
• Oversee and support the Talent Acquisition Specialist in recruitment efforts to ensure that the agency is effectively and efficiently sourcing and selecting the right candidates. [TL3]
• Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.

• · Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a positive work environment to classify Building Futures as an “employer of choice.”
• Identify and help develop high-potential employees within the Agency to ensure a smooth transition into and for key roles.
• Create talent development programs, provide mentoring and coaching opportunities, and actively assess the performance and potential of individuals to groom them for future leadership positions.
• Establish clear paths and succession pipelines within the HR department and throughout the Agency to ensure continuity.
• Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps. [TL4]
• Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
• Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure agency compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned.
• Ensure that employee files and records are properly and securely maintained.
• Design and implement a competitive compensation system and benefit package to attract and retain staff.
• Partner with leadership to develop a Total Rewards/Pay philosophy, regularly review compensation and benefits market data, monitor pay practices and proactively address issue, manage benefit broker resources, benefits enrollment process, and manage leave administration.
• Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g. benefits enrollment), facilitates delivery of effective HR services, securely stores employee data, and supports people-related decisions.
• Conform to all Building Futures’ policies and procedures.
• Perform other duties as assigned.

SUPERVISORY:

The Human Resources Director will supervise one Talent Acquisition Specialist.

PROFESSIONALISM EXPECTATIONS:

• Exceptional organizational skills with reliability and consistency in work performance.
• Maintain professional standards of performance, demeanor and appearance at all times.
• Perform tasks and responsibilities in a complete and timely manner, complying with agency policies and standards.
• Maintain a creative, team building, cooperative approach to job performance and seek to bring a constructive, problem-solving orientation to all tasks.
• Maintain an awareness of the collaborative’ s mission and work to promote the positive individual and social change goals it embodies.
• Exercise discretion and professional judgment at all times.
• Actively strive to upgrade professional skills through engaging in appropriate professional training and experience.
• Maintain the strictest of confidentiality.
• Ability to work with diverse staff and clients and excel in a multi-cultural environment.
• Ability to work with minimal to moderate supervision.
• Ability to multi-task with the capability to learn quickly and integrate efficiently.

QUALIFICATIONS:

• Bachelor’s degree or the equivalent years of experience in Human Resources or related field.
• A minimum of 7 years of HR generalist experience partnering directly with senior leadership to develop, align and implement HR and organizational development strategies.
• Experience supervising and developing staff.
• Experience implementing strategies and systems for talent management, compensation and benefits, and HR technology.
• Strong business acumen and leadership abilities
• Ability to listen and probe to understand underlying needs and/or root cause of an issue.
• Ability to provide thoughtful, progressive and strategic guidance.
• Expertise in analysis, critical decision making, project management, and process improvement.
• Strong interpersonal, verbal and written communications skills, including proficiency in developing and delivering presentations.
• Demonstrated ability to anticipate and solve practical problems.
• Outstanding judgement, sensitivity and high discretion.
• Proficiency in Microsoft Office Suite and HR system applications.
• Must have a valid Driver’s License, reliable vehicle and proof of insurance.
• Knowledge of California labor laws and regulations is essential.
• Experience working in the nonprofit sector, particularly in areas related to domestic violence and homelessness, is highly desirable.
• Strong interpersonal skills with the ability to collaborate effectively with diverse teams and stakeholders.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant HR certification is a plus.
• ADP’s Workforce Now HR Information Management System knowledge and experience.
  
  

PHYSICAL REQUIREMENTS & WORKING ENVIRONMENT:

The work environment and physical demands described are representative of those required by employees to perform the essential functions of this job with or without reasonable accommodation.

• Ability to work at a desk or computer workstation.
• Ability to perform repetitive office tasks.
• Ability to review a wide variety of materials in electronic or hard copy form.
• Sufficient manual dexterity to enable the employee to operate a personal computer, phone, and related equipment.
• Ability to speak clearly in small and large group settings.
• Must be able to lift and carry items weighing up to 25 pounds.
• Must be available to travel to other office locations and off-site meetings as necessary.

COMPENSATION:

Building Futures offers competitive salary based on experience and skills of employees. Additionally, the agency provides a comprehensive benefits package that includes medical, dental, vision, employee self-managed 403b retirement benefits, ancillary benefits, access to Flexible Spending Accounts, and generous leave benefits.

EQUAL EMPLOYMENT OPPORTUNITY:

Building Futures is an equal opportunity employer. Our commitment to equal opportunity extends to the employment relationship and all areas of personnel activity such as recruitment, selection, hiring, placement, job assignment, supervision, training, promotions, transfers, compensation, benefits, employee activities, educational opportunities, and access to facilities and programs.

Building Futures’ policy prohibits discrimination based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or expression (including transgender status), sexual orientation, marital status, domestic partnership status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law (such as cancer), genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. Building Futures also prohibits discrimination based on the perception that anyone is of a protected class or is associated with a person who is perceived as being part of a protected class. All such discrimination is unlawful.