Director of Human Resources

MAAC (Metropolitan Area Advisory Committee)•Vista, CA

12d•$130,000 - $150,000•Onsite

About The Position

Under the general direction of the Chief People Officer, the Director of Human Resources serves as MAAC’s human resources expert and champion of the employee experience. The Director provides strategic and operational leadership for the full scope of human resources programs, including talent acquisition, employee and labor relations, organizational development, HR compliance, compensation, benefits, and workforce planning. The Director serves as MAAC’s Chief Negotiator in collective bargaining and labor-management relations with MAAC’s two unions that represent more than 300 staff members. The Director partners with executive leadership and the Board of Directors to build an equitable, high-performing, and compliant workplace that supports MAAC’s mission.

Requirements

Principles and best practices of strategic human resources management, organizational development, and change leadership.
Labor relations law and collective bargaining practice, including contract negotiation, administration, and grievance procedures under a unionized environment.
Federal, state, and local employment law, including FEHA, Title VII, ADA, FMLA/CFRA, PDL, California wage and hour law, pay transparency and equal pay requirements, and workplace violence prevention obligations.
Total rewards design, including compensation structures, pay equity methodology, and benefits strategy.
HR analytics and HRIS technology.
Emerging HR technology and AI-enabled workforce tools, and their implications for compliance, workforce planning, and organizational design
Nonprofit governance and Board relations.
Translate strategy into actionable, measurable plans and lead organization-wide change.
Serve as a credible, trusted advisor to executive leadership and the Board.
Lead high-stakes negotiations with professionalism, sound judgment, and cultural awareness.
Build trusting relationships across a diverse, multi-site, and unionized workforce.
Exercise discretion and maintain confidentiality on highly sensitive matters.
Communicate persuasively, both orally and in writing, to varied audiences.
Manage competing priorities and lead through ambiguity in a fast-paced environment.
Bachelor’s degree in human resources, business administration, public administration, or a related field required.
Minimum of seven (7) years of progressively responsible human resources experience, including at least three (3) years in a senior HR leadership role, or an equivalent combination of education and experience.
Demonstrated experience negotiating and administering collective bargaining agreements with one or more labor unions required.
Must have a physical examination and TB clearance as required by state and federal regulations, and a drug screen by a doctor/clinic designated by MAAC prior to the first day of employment.
Must have and maintain a valid California Driver’s License, daily use of a personal, insured vehicle, and have and maintain a motor vehicle driving record acceptable to MAAC’s insurance carrier.
Must have or obtain a current criminal background check clearance, signed criminal record statement, and signed Acknowledgement to Report Child Abuse form prior to the first day of employment.

Nice To Haves

Master’s degree preferred.
SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) strongly preferred.
Nonprofit or public/social services sector experience strongly preferred.

Responsibilities

Serves as a strategic advisor and thought partner to the Chief Executive Officer, Chief People Officer, and senior leadership team on workforce strategy, organizational development and design, and change management.
Develops and executes a multi-year human resources strategy aligned to MAAC’s mission, annual operating plan, and budget, including workforce and succession planning; oversees HR budget.
Partners with Chief People Officer and senior leaders to help shape and operationalize the agency's AI strategy, including AI governance, workforce role design, and responsible-use policy as AI-enabled tools are introduced across the organization.
Establishes and reports on key performance indicators related to key functional areas in HR, including talent acquisition, retention and turnover, performance management, compensation, and grievance trends, to inform decisions and continuous improvement efforts.
Leads the design and continuous improvement of HR policies, the employee handbook, and internal HR systems and workflows.
Serves as staff liaison and advisor to the Board of Directors’ HR Committee and relevant program governance committees.
Oversees administration of HRIS and other HR technology platforms; identifies opportunities to apply AI-assisted tools and automation to streamline HR workflows, improve data quality, and enhance decision-making.
Partners with the Learning & Development function on the annual performance review cycle, career pathing, and succession planning.
Leads workforce continuity and emergency preparedness planning for HR-related functions.
Serves as MAAC’s chief spokesperson and lead negotiator in collective bargaining with the agency’s labor unions; develops bargaining strategy in partnership with executive leadership and legal counsel.
Oversees administration of collective bargaining agreements, including contract interpretation, grievance resolution, and labor-management committee meetings.
Provides escalation-level guidance on complex employee relations matters, workplace investigations, and disciplinary actions, ensuring consistent, legally sound, and equitable outcomes.
Oversees the agency’s approach to conflict resolution, mediation, and alternative dispute resolution to minimize litigation and grievance risk.
Sets strategy and standards for full-cycle recruitment, selection, and onboarding to ensure timely, equitable, and legally compliant hiring practices.
Partners with program leadership on headcount planning, position classification, and organizational structure.
Champions MAAC as an employer of choice in the social services sector through employer branding and candidate experience initiatives.
Directs compensation strategy, including periodic market benchmarking, pay equity analysis, and salary structure design, in compliance with California pay transparency and equal pay requirements.
Oversees benefits strategy, vendor management, and annual open enrollment, balancing cost, competitiveness, and employee needs.
Ensures HR policies and practices comply with applicable federal, state, and local employment laws (e.g., FEHA, Title VII, ADA/FEHA reasonable accommodation, FMLA/CFRA, PDL, California pay transparency and equal pay laws, workplace violence prevention requirements, and wage and hour law).
Oversees workers’ compensation, leave of absence, and reasonable accommodation programs.
Identifies and mitigates employment-related legal and reputational risk; partners with outside employment counsel as needed.
Represents MAAC externally on HR and labor relations matters with funders, regulators, and community partners.
Performs other duties as assigned.