Director of Human Resources

4Cs Of Alameda County•Hayward, CA

3d•$145,000 - $167,000

About The Position

The Director of Human Resources leads the organization’s HR function and people infrastructure, optimizing organizational performance while aligning workforce strategies with the agency’s mission, strategic goals, and compliance requirements. The Director works with executive and leadership teams to support organizational effectiveness, recruitment and retention, staff well-being, and a healthy, supportive workplace culture. The role ensures HR systems, policies, and practices are efficient, compliant, and responsive to staff and community needs. The Director oversees talent acquisition, employee relations, performance management, compensation and benefits, payroll, HR systems, compliance, and professional development. The position manages the agency’s relationship with its professional employer organization (PEO), advises leadership on HR issues and legal implications, develops policies, supports supervisors in performance management, and organizes agency-wide meetings and training. The Director safeguards employee records and personal data, attends Board of Directors meetings, serves on the Agency Leadership Team, and may participate in boards and professional organizations. The role directly supervises the Manager, Human Resources and other HR staff as assigned. A bachelor’s degree in business or a nonprofit-related field, or four to ten years of related experience and/or training, or an equivalent combination is preferred. Candidates should have experience in organizational development, HR technology, diverse employee populations, nonprofits, and the PEO co-employment model. Demonstrated experience leading at least one transition from a PEO to in-house payroll, benefits, and compliance—including vendor selection, systems implementation, and data migration—is required. Professional HR certification and hands-on implementation experience with HRIS, payroll, and benefits platforms are preferred. Transportation is required. The work environment typically has a moderate noise level; the role may involve extended stationary work, occasional movement, and occasionally lifting or moving up to 20 pounds.

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; listed as preferred.
Experience in various aspects of human resources, organizational development, and HR technology.
Experience working with diverse employee populations and nonprofit organizations.
Demonstrated experience working with a PEO (co-employment) model.
Experience 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.
Computer experience with Microsoft 365, Outlook, Teams, and HRIS systems.
Transportation is required.
Ability to read, analyze, and interpret business, professional, technical, or governmental documents; write reports, business correspondence, and procedure manuals; and present information effectively.
Ability to perform mathematical calculations and apply basic algebra and geometry.
Ability to solve practical problems involving concrete variables and interpret written, oral, diagrammatic, or scheduled instructions.
Ability to remain stationary for extended periods, use a computer and telephone, communicate audibly, and occasionally move around and lift or move up to 20 pounds.
Ability to drive a vehicle.
Demonstrated communication, teamwork, professionalism, achievement focus, and change leadership competencies.

Nice To Haves

Professional HR certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Hands-on experience implementing HRIS, payroll, and benefits administration platforms.

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.
May serve on various boards and professional organizations.
Direct 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 full use of available services.
Advise the Agency Leadership Team on current HR issues, legal implications, and actions to be taken.
Promote equity and inclusion internally and externally to support a high-performing workplace culture and client services.
Develop operational and compliant HR policies that 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.
Supervise the Manager, Human Resources and other assigned HR staff, including hiring, training, assigning and directing work, appraising performance, addressing complaints, and resolving problems.