Director of Human Resources

Young Women's Freedom Center•Oakland, CA

10d•$130,000 - $140,000

About The Position

The Director of Human Resources leads the Human Resources Department at the Young Women’s Freedom Center (YWFC), advancing the organization’s work toward the Sister Warriors Freedom Charter. The role manages all HR functions, including compliance and risk management, employee relations and investigations, talent acquisition, performance management, benefits and leave administration, compensation, and HR systems. The Director builds and maintains compliant HR policies and practices rooted in YWFC’s values and advises the Senior Leadership Team while coaching managers and supporting staff development, engagement, and retention. This senior-level role requires strong judgment, knowledge of California employment law, and a commitment to racial, gender, and economic justice. The Director reports to the Chief Operating Officer and supervises the HR Manager (Talent Acquisition & Payroll). The position is based in the Bay Area and includes travel to YWFC sites. The Director develops HR strategy and infrastructure; ensures legal compliance and audit-ready records; partners with legal counsel and leadership on employment matters and risk; conducts investigations; supports managers with performance, conflict, and team development; leads equitable recruitment, onboarding, performance management, and offboarding; oversees benefits, leave, and compensation administration; and uses HR systems and workforce data to inform organizational decisions. The Director also partners with organizational leaders on workplace culture, engagement, change management, learning, and professional development, ensuring people-oriented decisions reflect the organization’s mission and values.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
At least 7 years of progressive HR experience, including at least 3 years in a senior HR leadership role.
HR certification (PHR, PHR-CA, SHRM-CP, or SHRM-SCP).
At least 4 years of experience supervising and developing staff.
Strong knowledge of California and federal employment law, including FEHA, CFRA, ADA, FMLA, and California wage-and-hour requirements.
Demonstrated experience conducting workplace investigations and managing employee-relations matters.
Experience leading performance management, talent acquisition, and benefits and leave administration.
Experience building or strengthening HR systems, policies, and processes.
Strong organization and attention to detail.
Ability to maintain confidentiality and handle sensitive matters with discretion.
Commitment to racial, gender, and economic justice and to the organization’s mission and values.
Sound judgment and ability to identify and escalate risk appropriately.
Strategic thinking combined with ability to execute and follow through.
Clear, compassionate, and direct communication skills.
Skill in coaching and advising managers and senior leaders.
Restorative approach to conflict resolution and accountability.
Ability to manage multiple priorities across sites and teams.
Collaborative, approachable, and trustworthy.

Nice To Haves

Nonprofit or movement-based organization experience.
Experience with PayCom or a similar HRIS.
Experience in organizations that hire people with lived experience, or organizations grounded in restorative or justice-centered practices.
Experience supporting organizations with 80 or more employees.

Responsibilities

Center YWFC’s mission and the principles, values, and vision of the Sister Warriors Freedom Charter in HR decisions and policies.
Develop systems that support the organization’s scale and size, prioritizing accessibility for members, clients, and the organization’s base.
Apply a racial equity and justice lens and invest in staff leadership and development.
Develop and implement near-term and long-term strategies to attract, develop, and retain talent in collaboration with the Senior Leadership Team.
Ensure compliance with applicable federal, state, and local employment laws and regulations, identify HR-related risks, and partner with legal counsel and leadership to address complex matters.
Develop, update, and implement employment policies and procedures, including the Employee Handbook.
Ensure required staff training is completed and maintain compliance training programs.
Oversee annual federal and state reporting and maintain accurate, confidential, audit-ready personnel files and HR records across sites.
Monitor HR and employment-law best practices and regulatory changes, and communicate relevant changes to leadership and staff.
Serve as a confidential, approachable resource for employees and conduct investigations into employee complaints or concerns.
Keep Senior Leadership informed of significant employee-relations issues and advise on responses.
Advise managers and supervisors on progressive discipline and performance improvement processes.
Develop restorative approaches to employee relations, grievance resolution, and workplace conflict.
Coach managers on work planning, performance concerns, conflict resolution, and professional growth; strengthen people management, communication, team effectiveness, and accountability.
Provide crisis-management advice when required.
Lead talent acquisition strategy, including sourcing, recruiting, and hiring qualified and diverse candidates in alignment with the organization’s economic justice hiring model.
Oversee full-cycle recruitment with the HR Manager, including sourcing, application review, interviews, reference checks, and equitable hiring recommendations.
Ensure new hires receive comprehensive onboarding that introduces the organization’s history, goals, culture, and values.
Lead performance management strategy, including annual evaluations and leadership coaching.
Coordinate resignations and terminations, oversee offboarding, communicate with relevant staff and departments, and conduct exit interviews.
Oversee employee benefits and leave-program administration in partnership with the HR Manager.
Oversee salary administration and compensation reviews to promote equitable and competitive pay.
Build and maintain HR infrastructure that supports professional development and employee retention.
Design, oversee, and continuously improve PayCom and related HR systems.
Analyze workforce trends and data through HRIS and talent-management systems to inform strategic decisions, including demographic and workforce reporting.
Collaborate with departmental leaders to assess workforce needs and the skills and competencies required for current and future roles.
Supervise and lead the HR team in creating an inviting and cohesive employee experience.
Partner with leadership on workplace culture, employee engagement, organizational effectiveness, change management, learning, and professional development.
Develop HR policies, initiatives, and training programs aligned with organizational priorities and workforce needs.
Partner with the Senior Leadership Team to administer employee satisfaction surveys and advance engagement, satisfaction, and retention.