Director of Human Resources and EDI

AMERICAN CONSERVATORY THEATRE FOUNDATION•San Francisco, CA

63d•$150,000 - $185,000•Hybrid

About The Position

The Director of Human Resources & Equity, Diversity, and Inclusion (EDI) is a strategic and operational leader responsible for A.C.T.’s people strategy, HR operations, employee and labor relations, and the integration of equity and inclusion into organizational practices. Reporting to the Executive Director and serving as a member of the organization’s senior leadership team, the Director partners closely with executive leadership, department heads, managers, employees, union representatives, and external partners. This is both a strategic and hands-on leadership role. The successful candidate will be equally comfortable advising executive leadership, addressing complex employee relations matters, developing organizational strategy, and ensuring that essential HR operations are functioning effectively.

Requirements

10+ years of progressive HR experience, including leadership roles
Demonstrated experience leading EDI strategy and initiatives at an organizational level
Deep expertise in employee relations, investigations, and California employment law
Experience advising senior leaders and influencing organizational strategy
Strong operational HR experience across payroll, compensation, benefits, and compliance
Ability to balance strategic thinking with hands-on execution
Excellent communication, coaching, and relationship-building skills

Nice To Haves

Experience in nonprofit, arts, education, or mission-driven organizations
Experience working in unionized environments
Familiarity with HRIS systems such as ADP or similar platforms
Experience facilitating EDI learning and organizational change
Passion for theater, arts, and community impact

Responsibilities

Provide strategic and practical HR leadership across a complex, mission-driven performing arts organization.
Lead and strengthen core HR operations, including employee and labor relations, talent management, compliance, compensation, benefits, payroll oversight, leave administration, HR systems, and policy development.
Develop the HR team and establish clear, effective, and sustainable HR processes, systems, and accountability.
Partner with organizational leaders and colleagues responsible for EDI initiatives to integrate equity, diversity, inclusion, and belonging into A.C.T.’s people practices, workplace culture, and organizational decision-making.
Serve as a trusted advisor and coach to leaders and managers throughout the organization.
Serve as a trusted advisor to the Executive Director and senior leadership team.
Develop and implement HR strategies aligned with organizational goals and artistic mission.
Lead organizational design, workforce planning, and change management initiatives.
Strengthen leadership capability through coaching, performance management, and development.
Ensure compliance with federal, state, and local employment laws, including California regulations.
Oversee HR systems (ADP, Cognito, SharePoint), data integrity, and reporting.
Lead audits (wage and hour, benefits, workers’ compensation, etc.).
Develop and maintain HR policies, procedures, and employee handbook.
Lead complex employee relations matters, investigations, and conflict resolution.
Partner with leadership to foster a culture of trust, accountability, and psychological safety.
Partner with managers to address performance issues and support team effectiveness.
Ensure consistent, fair, and legally compliant employment practices.
Partner with leadership on labor relations matters, including collective bargaining agreement administration and other union issues.
Oversee recruitment strategies that expand diverse candidate pipelines.
Lead performance management, succession planning, and career pathway development.
Ensure equitable and competitive compensation practices.
Oversee benefits, leave administration, and employee wellness programs.
Lead and evolve A.C.T.’s EDI strategy across all organizational culture, systems, and external impact.
Establish measurable goals, metrics, and accountability structures for EDI progress.
Partner with leadership to embed EDI into hiring, advancement, compensation, and culture.
Support and guide EDI committees, affinity groups, and cross-functional initiatives.
Expand EDI learning, communication, and engagement across the organization.
Use data to inform decision-making across HR and EDI initiatives.
Analyze workforce demographics, engagement, retention, and equity outcomes.
Partner with leadership to translate insights into actionable strategies.