Associate Director, People & Culture (Northern California)

Covenant House California•Hayward, CA

3d•Hybrid

About The Position

Covenant House California (CHC) is a nonprofit organization that provides sanctuary and support for youth overcoming homelessness, ages 18-24. CHC believes that no young person deserves to be homeless; that every young person in California deserves housing, food, clothing, education, and most importantly, to be loved. CHC provides a full continuum of services to meet the physical, emotional, educational, vocational, and spiritual well-being of young people. Over the past 36 years, our services have grown and expanded, and we serve more than 1,500 young people every year. We are looking for people who, like us, believe that every young person deserves a place to belong. This is a hybrid position, with a requirement to be in the office at least 3 times a week. As our agency provides direct care to young people that are 18-24 years old, we require that applicants are at least 25 years old. The Associate Director of NorCal People & Culture (ADPO) serves as a trusted partner and advisor to people leaders and staff in Northern California. The Northern California region includes our Oakland, Hayward, and Santa Clara locations. This role provides day-to-day guidance on employee relations, recruitment, performance management, and compliance. Additionally, the ADPO will play a key role in shaping CHC’s organizational culture, advancing engagement strategies while supporting the building and continuous improvement of HR practices that reflect dignity, compassion, and belonging. The ideal candidate has deep knowledge of employee relations and employment law, with a proven ability to resolve conflicts, build trust, and foster inclusive and positive workplaces.

Requirements

Bachelor’s degree required
Minimum of 5-7 years working in employee relations and compliance.
Experience supporting hiring, recruiting, onboarding, and offboarding of employees.
Experience analyzing metrics and assessing employee data to find root causes and to partner with people leaders to develop short-, medium- and long-term plans for a variety of staff development, staff engagement, and talent management strategies.
Expertise investigating and documenting complex ER-related issues.
Strong knowledge of CA and federal employment law (Title VII, ADA, FMLA, FLSA).
Demonstrated success in employee relations, investigations, and coaching managers.
Excellent communication, conflict resolution, and analytical skills.
Ability to prioritize and manage multiple projects in a fast-paced environment.
Trusted advisor who demonstrates empathy, honesty, and professionalism.
Desire to be engaged with employees with regard to Human Resources practices and committed to fostering an inclusive environment.
Proficiency in Microsoft Office, Adobe Acrobat, and HRIS/ATS systems (Trinet experience preferred).
Must have and maintain a valid CA driver’s license, good driving record and reliable transportation as a physical presence will be required to support operations within the assigned region.
Must be able to lift up to 40 lbs. on occasion, bend, sit and stand for prolonged periods of time.
Applicants are at least 25 years old.

Nice To Haves

Master’s degree in Human Resources, Business, or related field preferred (or equivalent experience).
HR Certification (PHR, SPHR, SHRM-CP/SCP) preferred.
Though not required, experience in residential-based programs and/or supporting 24/7 operations is considered a valuable asset.
Occasional local, air, and/or overnight travel may be required to attend trainings, meetings, or special projects.

Responsibilities

Serve as a liaison between regional leaders and staff and the central People & Culture team
Collaborate with senior management to develop and implement HR strategies that support the organization's overall mission and strategic objectives
Work in collaboration with regional supervisors/managers to proactively identify current and future hiring needs and to provide HR support and guidance for regional and site-based priorities
Provides guidance and input on terms for hires, transfers, promotions, reorganizations, and reclassifications; monitors and reports on workforce planning and succession planning.
Develop relationships across the organization and deliver value-added service to management and employees that reflect the strategic objectives of the organization while also demonstrating the organization’s values in action.
Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies that address site, regional, and org-wide needs.
Act as the primary HR point of contact for regional leaders and staff to provide day-to-day guidance and support on HR matter.
Provide guidance on employee well-being, performance management, grievances, and conflict resolution.
Conduct thorough, fair, and confidential investigations as needed.
Build morale and engagement by strengthening work relationships and fostering an inclusive environment.
Maintain comprehensive knowledge of legal requirements related to day-to-day management of employees in order to reduce legal risks and ensure regulatory compliance
Monitor compliance with employment law and regulations
Analyze and propose changes to HR policies and procedures
Support HR Director and collaborate with HR generalist on execution of basic/primary HR operations functions (benefits open enrollment, payroll administration, training & onboarding, basic employee inquiries)
Support hiring managers in recruitment, interviewing, and onboarding to ensure new employees feel welcomed and supported.
Provide coaching and training to supervisors on effective management and performance review practices to ensure on-time submission of quality and comprehensive annual and mid-year performance evaluations
Collaborate with cross-cross functional leaders to identify training needs, monitor and evaluate training programs for effectiveness, and maintain training records
Support ongoing employee development, career growth, and retention strategies.