Building Futures with Women and Children
Sr. HR Manager
Building Futures with Women and Children, San Leandro, California, United States, 94579
If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.Sr. HR Manager
Management, San Leandro, CA, US5 days ago, Requisition ID: 1026Position Title : Senior HR ManagerReports to:
Executive DirectorFLSA Status:
Full Time, Non-exemptAGENCY 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:In this hands-on role, the Senior HR Manager will be responsible for managing the organization’s HR processes like recruitment and onboarding, employee relations, employee engagement, HR policy development, benefit administration, performance management and employee metrics, and legal compliance. The Senior HR Manager 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.
This position is fully onsite.KEY SKILLS AND ABILITIESStrategic Leadership:
Develop and execute HR strategies aligned with the organization's mission and goals, driving initiatives that support staff engagement, development, and retention.Team Management:
May lead the HR team, providing guidance, mentorship, and professional development opportunities, while ensuring the team delivers high-quality HR services.Recruitment and Staffing:
Oversee the recruitment process, collaborating with program managers and directors to identify staffing needs, conducting interviews, and making informed hiring decisions.Employee Relations:
Manage employee relations, address concerns, and provide guidance on disciplinary actions and conflict resolution, ensuring a supportive and respectful work environment.Diversity and Inclusion:
Champion diversity and inclusion efforts, developing strategies to promote an equitable workplace that values and respects individuals from all backgrounds.Training and Development:
Identify training needs, design and implement training programs that enhance employee skills, and foster professional growth.Performance Management:
Lead the design and implementation of performance appraisal systems, providing feedback and guidance to staff and managers.Compensation and Benefits:
Evaluate and recommend competitive compensation packages and benefits that align with the organization's mission and budget constraints.Policy Development:
Develop and implement HR policies, procedures, and best practices that reflect legal requirements and the organization's values.Legal Compliance:
Stay up to date on federal and California state/county employment laws and regulations and ensure organizational compliance.Health and Safety:
Collaborate with leadership to create and implement safety protocols, health initiatives, and compliance with occupational health and safety regulations.Employee Engagement:
Foster a culture of engagement and teamwork, designing programs that enhance morale and job satisfaction.Conflict Resolution:
Provide guidance on conflict resolution, mediating disputes, and facilitating effective communication.Change Management:
Support organizational change initiatives, helping staff navigate transitions and adapt to new processes.QUALIFICATIONSBachelor’s degree in human resources, Business Administration, or a related field. Master's degree preferred.Minimum of 5 years of progressive HR experience, with at least 2 years in a leadership role.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.Excellent communication skills, both written and verbal.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: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.Must be able to lift 25 pounds.Note: This job description is intended to provide a general overview of the position and does not encompass every task or responsibility that may be required. It will evolve as the organization's needs change.
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Management, San Leandro, CA, US5 days ago, Requisition ID: 1026Position Title : Senior HR ManagerReports to:
Executive DirectorFLSA Status:
Full Time, Non-exemptAGENCY 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:In this hands-on role, the Senior HR Manager will be responsible for managing the organization’s HR processes like recruitment and onboarding, employee relations, employee engagement, HR policy development, benefit administration, performance management and employee metrics, and legal compliance. The Senior HR Manager 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.
This position is fully onsite.KEY SKILLS AND ABILITIESStrategic Leadership:
Develop and execute HR strategies aligned with the organization's mission and goals, driving initiatives that support staff engagement, development, and retention.Team Management:
May lead the HR team, providing guidance, mentorship, and professional development opportunities, while ensuring the team delivers high-quality HR services.Recruitment and Staffing:
Oversee the recruitment process, collaborating with program managers and directors to identify staffing needs, conducting interviews, and making informed hiring decisions.Employee Relations:
Manage employee relations, address concerns, and provide guidance on disciplinary actions and conflict resolution, ensuring a supportive and respectful work environment.Diversity and Inclusion:
Champion diversity and inclusion efforts, developing strategies to promote an equitable workplace that values and respects individuals from all backgrounds.Training and Development:
Identify training needs, design and implement training programs that enhance employee skills, and foster professional growth.Performance Management:
Lead the design and implementation of performance appraisal systems, providing feedback and guidance to staff and managers.Compensation and Benefits:
Evaluate and recommend competitive compensation packages and benefits that align with the organization's mission and budget constraints.Policy Development:
Develop and implement HR policies, procedures, and best practices that reflect legal requirements and the organization's values.Legal Compliance:
Stay up to date on federal and California state/county employment laws and regulations and ensure organizational compliance.Health and Safety:
Collaborate with leadership to create and implement safety protocols, health initiatives, and compliance with occupational health and safety regulations.Employee Engagement:
Foster a culture of engagement and teamwork, designing programs that enhance morale and job satisfaction.Conflict Resolution:
Provide guidance on conflict resolution, mediating disputes, and facilitating effective communication.Change Management:
Support organizational change initiatives, helping staff navigate transitions and adapt to new processes.QUALIFICATIONSBachelor’s degree in human resources, Business Administration, or a related field. Master's degree preferred.Minimum of 5 years of progressive HR experience, with at least 2 years in a leadership role.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.Excellent communication skills, both written and verbal.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: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.Must be able to lift 25 pounds.Note: This job description is intended to provide a general overview of the position and does not encompass every task or responsibility that may be required. It will evolve as the organization's needs change.
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