Director, Human Resources

Tiburcio Vasquez Health Center•Hayward, CA

About The Position

The Director, Human Resources is responsible for leading core human resources functions, with a focus on employee relations, labor relations, HR operations, and compliance. This role partners with executive leadership to ensure HR practices are applied consistently across the organization, supports managers in navigating complex employee and labor matters, and provides oversight of HR systems, policies, and processes. The Director maintains responsibility for both operational effectiveness and risk management within the HR function. Provides oversight of the Human Resources function, including prioritization of work, allocation of resources, and alignment with organizational needs. Direct Reports: HR Associate (Generalist), HR Associate (Payroll & Benefits), HR Associate (Recruiter) & Learning & Development Manager

Requirements

Bachelor’s degree required in Human Resources, Business, Psychology, or a related field, or equivalent experience may be considered in lieu of a degree.
Minimum of eight (8) years of progressive HR experience required, including experience leading HR functions and advising managers on complex employee and labor matters.
Experience across multiple HR functional areas, including employee relations, labor relations, compensation, performance management, or HR operations required.
Working knowledge of human resources policies, employment laws, and collective bargaining agreement (CBA) provisions required.
Experience in healthcare required.
Ability to advise managers and leadership on complex and sensitive matters.
Strong judgment and ability to balance consistency, risk, and operational needs.
Effective communication and interpersonal skills.
Ability to manage competing priorities in a fast-paced environment.
High level of professionalism and confidentiality.

Nice To Haves

Experience in unionized environments preferred.
Experience with Paylocity is highly preferred; demonstrated experience implementing, administering, or optimizing HRIS systems is valued.

Responsibilities

Leads employee relations matters, including investigations, performance management, and corrective actions.
Advises managers and leadership on complex employee issues, including risk, documentation, and appropriate next steps.
Leads labor relations activities, including grievance processes, participation in collective bargaining negotiations, and interpretation and application of collective bargaining agreement (CBA) provisions.
Addresses inconsistencies in application of policies, practices, and CBA provisions across the organization.
Oversees development, maintenance, and implementation of HR policies and procedures.
Ensures alignment with federal, state, and local employment laws and organizational standards.
Supports compliance activities, including audits, reporting requirements, and regulatory readiness.
Maintains consistency in HR practices and documentation across the organization.
Oversees and administers leave of absence and accommodation processes, including FMLA, CFRA, PDL, and ADA.
Reviews and approves leave and accommodation requests, ensuring appropriate documentation and compliance with applicable requirements.
Ensures consistent handling of leave and accommodation matters across the organization.
Provides oversight of payroll processes to ensure accuracy and alignment with policies and applicable regulations.
Oversees HR systems (e.g., HRIS) and ensures data accuracy, reporting reliability, and appropriate use across teams.
Identifies opportunities to improve HR processes and system utilization.
Reviews HR data to identify trends related to turnover, employee relations, and workforce patterns.
Uses data to support decision-making and highlight areas requiring attention.
Oversees reporting related to compliance and operational needs.
Provides direction and support to HR staff, including prioritization, workload oversight, and development.
Advises executive leadership on organizational risk, employee relations matters, and workforce challenges.
Partners with executive leadership to identify and address organizational risks and workforce challenges.
Contributes to development and implementation of HR strategies aligned with organizational priorities.
Oversees learning and development initiatives, including training programs, leadership development, and staff development efforts across the organization.
Provides direction to the Learning & Development Manager, including prioritization, program alignment, and implementation support.
Ensures development initiatives align with organizational needs and support workforce capability and performance.