Experienced leader needed to lead our Human Resources team.
Provide vision, leadership, planning, project coordination and management for the development of an efficient and effective department while concurrently facilitating operations to meet current and future agency needs. The Human Resources Director develops, and implements personnel policies and procedures, and new initiatives. Maintains knowledge of industry trends and employment legislation and ensures agency’s compliance. The position will also oversee all aspects of labor relations. Leads organizational development efforts in a social justice environment. The role oversees six staff members including the Deputy HR Director and the Deputy Director, Employee and Labor Relations.
Essential Responsibilities, Duties & Tasks
30% Provide leadership, oversight and direction to facilitate operations and delivery of services within the Human Resources Department while aligning the Human Resources function with agency Strategic goals and objectives. Responsible for all areas of human resource management including labor relations, recruitment, benefits administration, performance management including disciplinary actions, compensation, training, and records and data management. Hire, train, supervise, support, mentor and evaluate Human Resources Department staff. Provide support and guidance to employees and management regarding personnel concerns. Serve as member of the organization’s Executive Leadership Team. Advise agency leadership of correct, consistent, and equitable interpretation of labor contracts, employment law and agency personnel policies and procedures.
20% In collaboration with the Deputy Director, Employee and Labor Relations, lead labor relations for the agency, including overseeing union contract negotiations, grievance resolution, contract and labor management relations. Works closely with management and Human Resources staff to respond to labor issues, employee related issues and union concerns.
15% In collaboration with HR staff, develop and administer agency personnel policies and procedures, and ensure compliance with all federal and state employment laws and regulations. Maintain current knowledge of, and ability to interpret, Federal, State, County and City employment laws and regulations and Solid Ground policies regarding all human resource activities as well as anticipating and planning for upcoming legislation. Serve as point of contact for high-level employee discrimination and harassment complaints, including government agency claims; labor grievances and employee performance and misconduct, including conducting investigations, and serving as agency’s official respondent.
10% Using systems thinking, best practices and data to analyze organizational problems and provide management solutions within a social justice context. Design, develop and oversee recruitment, hiring and retention strategies. Develop, manage and monitor staff performance management process. Develop and maintain a comprehensive staff development and training program, grounded in the needs of the agency as well as employee development.
10% Responsible for agency compensation and pay structure and development and evaluation of union and non-union job descriptions. Coordinate annual review and selection of employee benefit plans, and work to ensure that benefit programs are cost effective as well as attentive to employee health and well-being. Assure compliance with all applicable governmental regulations. Oversee and manage budget for Human Resource Department.
10 % Oversee the collection and reporting of human resource information and data, including staff surveys. Provide organizational data to staff, the Executive Team and the Board of Directors and recommend organizational resolution to issues of concern within a social justice context.
5% Coordinate and provide staff support to Solid Ground Board Personnel Committee and Finance Committee, and provide regular updates to the Board of Directors regarding human resources issues, problems or concerns as relevant.
The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.