Director of Human Resources

4Cs Of Alameda County•Hayward, CA

About The Position

The Director of Human Resources leads and manages the agency’s HR functions and people infrastructure to optimize organizational performance. The role ensures workforce strategies align with 4Cs of Alameda County’s mission, strategic goals, and compliance obligations, while supporting recruitment and retention, organizational effectiveness, and a healthy workplace culture. Working with the executive and leadership teams, the Director ensures HR systems, policies, and practices are efficient, compliant, and responsive to staff and the communities served. The position oversees all aspects of HR, including talent acquisition, employee relations, performance management, compensation and benefits, payroll, HR systems, compliance, and professional development. The Director manages the agency’s relationship with its current PEO, advises the Agency Leadership Team on HR issues and legal implications, develops compliant policies, promotes equity and inclusion, supports supervisors in performance management, and organizes agency-wide meetings and training. The Director also safeguards employee records and personal data. The Director is a member of the Agency Leadership Team, attends Board of Directors meetings, and directly supervises the Manager of Human Resources and other HR staff as assigned. The role requires transportation and is performed in an environment with a typically moderate noise level. Physical demands include extended periods in a stationary position, occasional movement and lifting or moving up to 20 pounds, and the ability to drive a vehicle.

Requirements

Bachelor’s degree in Business or a nonprofit-related degree, or four to ten years of related experience and/or training, or an equivalent combination of education and experience; the posting identifies this qualification as preferred.
Understanding and prior experience in human resources, organizational development, and HR technology.
Experience with diverse employee populations and nonprofit organizations.
Demonstrated experience working with a PEO (co-employment) model and leading at least one transition out of a PEO to bring payroll, benefits, and compliance in-house, including vendor selection, systems implementation, and data migration.
Transportation is required.
Computer experience with Microsoft 365, Outlook, Teams, and HRIS systems.
Ability to read, analyze, and interpret business, professional, technical, or governmental documents; write reports, business correspondence, and procedure manuals; and present information and respond to questions.
Ability to calculate figures and amounts and apply basic algebra and geometry concepts.
Ability to solve practical problems, work with concrete variables in situations with limited standardization, and interpret written, oral, diagram, or schedule instructions.
Ability to perform the essential functions, including remaining stationary for extended periods, reading and distinguishing colors, understanding speech at normal room levels and by telephone, using a telephone and computer, speaking clearly, making accurate and timely judgments, occasionally moving around and lifting or moving up to 20 pounds, and driving a vehicle.

Nice To Haves

Hands-on experience implementing HRIS, payroll, and benefits administration platforms.
Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Bachelor’s degree in Business or a nonprofit-related degree, or four to ten years of related experience and/or training, or an equivalent combination of education and experience.

Responsibilities

Lead the Human Resources function and the people infrastructure that supports the agency’s mission.
Attend Board of Directors meetings and serve as a member of the Agency Leadership Team.
Collaborate with leadership to align people and workforce strategies.
Direct all aspects of HR, including talent acquisition, employee relations, performance management, compensation and benefits, payroll, HR systems, compliance, and professional development.
Manage the agency’s relationship with its current PEO, including service levels, contract terms, and fees, and ensure the agency fully uses available services.
Advise the Agency Leadership Team on current HR issues, legal implications, and actions to be taken.
Ensure equity and inclusion internally and externally to support a high-performing workplace culture and client services.
Develop HR policies that are operational, compliant, and protect the agency’s legal interests.
Manage performance management initiatives and equip supervisors with training and support for appraisals, disciplinary procedures, and performance improvement strategies.
Develop, research, and schedule agency-wide meetings and trainings, including the Annual Staff Development Day.
Safeguard the confidentiality and security of employee records and personal data.
Directly supervise the Manager of Human Resources and other HR staff as assigned, including hiring, training, assigning work, evaluating performance, addressing complaints, and resolving problems.
May serve on various boards and professional organizations.