DIRECTOR OF HUMAN RESOURCES

The Redwoods • Mill Valley, CA

8h • $140,000 - $175,000 • Onsite

About The Position

Join our team at The Redwoods, where you can make a meaningful impact on individual lives. After more than 50 years as a local, nonprofit community in beautiful Mill Valley, we have a rich history of service and purpose. We take pride in providing excellent care for an active and diverse community of seniors. You'll find that every day presents an opportunity for a rewarding experience of caring and connection with a dedicated team and dynamic group of residents. As a mission driven organization, we ensure everyone receives vital programs and services regardless of their income. Enjoy competitive pay, first class health benefits, generous vacation and sick time, and a great work environment.

Be a part of something bigger - join us in making a genuine difference!

POSITION SUMMARY

The Human Resources Director is a hands-on position responsible for all human resource functions. The Human Resources Director will partner with the CFO and CEO to determine programs and policies. This position is fully onsite, this is not a remote position.

The Human Resources Director is a hands-on position responsible for all Human Resource functions, will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department. This includes, but is not limited to, the development and implementation of HR policies and procedures, and oversight of the administration of performance management, employee discipline, hiring, retention, and promotion, leaves of absence, reasonable accommodation, and compliance with employee-related state and federal law. The Director is expected to operate with a high degree of collaboration with departmental leaders and the organization’s CEO to maintain a positive workplace culture. The position also leads, manages, and oversees at least two full-time direct reports within the Human Resources Department. This position serves as a key member of the organization’s senior leadership team, ensuring legal compliance and implementation of the organization’s mission and talent strategy.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• At least 10 years of progressive experience in Human Resources operations required.
• At least 5 years of experience in Human Resource Management required.
• Excellent verbal and written communication skills.
• Highly effective interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Demonstrated experience supervising and leading teams.
• Demonstrated ability to adapt to the needs of the organization and employees.
• Demonstrated ability to prioritize tasks and to delegate when appropriate.
• Demonstrated knowledge of employment-related federal, state and local laws and regulations, including wage & hour compliance, Title VII, ADEA, FMLA, ADA, OSHA and similar state and local statutes, regulations, and ordinances.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn and manage the organization’s HRIS and talent management systems.
• Demonstrated ability to effectively communicate with employees, internal and external stakeholders, and members of leadership in the English language. Proficiency in other languages desired.

Nice To Haves

• SHRM-CP or SHRM-SCP highly preferred.
• Master’s degree preferred.
• Proficiency in other languages desired.

Responsibilities

• Reporting directly to the CEO, the position collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leaves of absence; disciplinary matters; disputes and investigations; performance and talent management; reasonable accommodations; productivity, recognition, and morale; occupational health and safety; and training and development.
• Independently conducts, and oversees subordinates who conduct, workplace investigations, ensuring compliance with organization policies and procedures and state and federal law. Makes recommendations and implements discipline or other corrective action based on findings.
• In collaboration with departmental leaders and the CEO, identifies staffing and recruiting needs; recommends, develops and executes best practices for hiring, retention, and talent management.
• On a regular interval, conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Serves as a primary administrator of the organization’s HRIS software which includes but is not limited to ensuring adequate training on the use of the system is provided to applicable team members, accurate data entry, comprehensive utilization of the system, and generating reports, as well as metrics. On an ongoing basis, evaluate the efficacy of the HRIS and make recommendations for enhancements or replacements.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops, manages, and implements departmental budget.
• Leads, manages and oversees subordinate Human Resources staff; facilitates professional development, training, and certification activities for HR staff, as approved by the CEO.
• Creates, manages, and revises documentation to support Human Resources activities, such as investigation summaries and reports; discipline documents; job descriptions; training materials; workforce surveys; memoranda; policies and procedures; and other related materials.
• Plans, organizes, and maintains a comprehensive staff recognition program, which includes monitoring ongoing effectiveness of the various applicable staff recognition activities. In the spirit of continuous improvement, modifies the program on an as-needed basis. Manages and oversees the organization’s employee benefits program, including the open enrollment process and communication of any key/pertinent changes to staff members in a timely manner.
• Uses excellent communication to maintain partnerships with internal and external stakeholders, vendors, partners, affiliates, employees, and leaders.
• Performs other duties as required.

Benefits

• Medical Insurance: ZERO out-of-pocket expense for the employee – effective the first of the month following the hire date.
• Dental and Vision Insurance
• Paid Time Off: Sick days, personal days, vacation days and holidays.
• 403(b) Retirement Plan: Employer contribution/Union pension contributions.
• Additional Perks: Educational assistance & career development opportunities, longevity bonus program and low-cost meal program.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager