Director of People & Culture

CVNL•Santa Rosa, CA

12h•Onsite

About The Position

A strategic partner and hands-on people leader who builds the systems, programs, and practices that power a strong, people-first culture while overseeing the full scope of HR operations, compliance, and employee experience. The Director of People & Culture is responsible for the strategic leadership and day-to-day execution of all people functions at CVNL, including recruitment, employee relations, compensation, benefits, compliance, performance management, and training. This role serves as both the organization's primary people and culture leader and a strategic partner to the CEO and leadership team, building the systems, practices, and programs that shape a strong, values-driven organizational culture. The Director drives initiatives that support CVNL's mission, values, and operational goals while ensuring the organization's people practices are sound, compliant, and forward-looking. The Director of People & Culture works closely with senior leadership and managers to ensure organizational alignment, legal compliance, and effective people practices, while also shaping the long-term people strategy that supports CVNL's growth and evolution. Given CVNL's community-focused mission and diverse clientele, the successful candidate will lead with integrity, discretion, and a service-oriented mindset, and will thrive in a dynamic, collaborative environment that balances hands-on execution with strategic thinking. This is a full-time, exempt position based in the Santa Rosa office, providing people and culture support across multiple locations. This role has no direct reports, functions as a Department of One, and reports to the Chief Executive Officer.

Requirements

Bachelor's degree in Psychology, Human Resources, Organizational Development, Business Administration, Communications or a related field, or equivalent combination of education and experience.
Minimum 7–10 years of progressive human resources experience, with significant experience in California employment law.
Demonstrated experience functioning as an HR or People & Culture Department of One, or in a highly autonomous role, with a track record of also contributing at a strategic, culture-building level.
Strong working knowledge of: California wage and hour laws
CFRA/FMLA/PDL and leave administration
ACA compliance
Employee relations investigations and corrective action
Workers' Compensation and workplace safety (Cal/OSHA)
Experience administering HRIS platforms (ADP strongly preferred).
Proven experience designing or evolving compensation structures and performance management systems.
Demonstrated experience building or strengthening organizational culture through intentional programs, systems, and leadership practices.
Ability to serve as a trusted, strategic advisor to executive leadership on people, culture, risk, and organizational issues.
High degree of discretion and demonstrated ability to handle confidential information with integrity.
Strong consulting, interpersonal, team culture building, and conflict resolution skills.
Excellent presentation, facilitation, and verbal and written communication skills.
Valid California driver's license and ability to travel throughout the Greater Bay Area.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
Nonprofit sector experience.
Experience supporting safety-sensitive or regulated roles (e.g., DOT/FTA).
Experience supporting organizational change, growth, or restructuring.
Experience facilitating or delivering management training.
Bilingual skills (English/Spanish).

Responsibilities

Serve as a strategic thought partner to the CEO and leadership team, helping translate organizational strategy and values into people practices, structures, and systems.
Design and build out systems, programs, and rituals that intentionally strengthen and sustain a people-first organizational culture.
Lead and support culture, engagement, and retention initiatives that strengthen employee experience, reinforce CVNL's values, and support long-term organizational stability.
Serve as a trusted advisor to the CEO and leadership team on organizational risk, workforce readiness, and people-related tradeoffs.
Act as a people and culture business partner, advising leaders through organizational change and growth.
Support workforce planning and future staffing models aligned with organizational strategy.
Contribute to the design and evolution of performance management systems and leadership development frameworks.
Maintain compliance with federal, state, and local employment laws and regulations, including California-specific requirements, and monitor recommended best practices.
Advise managers and employees on the interpretation and application of people and culture policies and procedures to ensure consistent, fair, and legally compliant practices.
Lead and oversee employee relations matters, including investigations, disciplinary actions, corrective action, and terminations.
Administer leaves of absence (FMLA/CFRA/PDL), Workers' Compensation claims, and ADA/FEHA interactive processes.
Oversee the Paratransit Random Drug & Alcohol Testing Program in compliance with DOT/FTA regulations.
Maintain and update the Injury & Illness Prevention Plan, workplace safety documentation, OSHA logs, and required reporting.
Manage all internal recruitment efforts, including managing the ATS (Workable), job postings, screening, interviewing, selection, and training managers on hiring best practices.
Oversee pre-employment screening (Checkr), onboarding, employee orientation, and offboarding processes.
Administer HRIS systems (ADP), overseeing time and attendance, reporting, and maintaining employee personnel records in accordance with legal retention requirements and best practices.
Oversee Open Enrollment and administer employee benefits programs, including vendor management, renewals, compliance, and annual evaluations for cost-effectiveness and plan design.
Support and evolve compensation practices, including pay structures, job classifications, COLA processes, and internal equity.
Manage the annual performance review cycle and ongoing performance management processes.
Partner with the Consulting and Learning & Leadership Team to design and deliver people-related training, consulting, and learning initiatives.
Coach managers to build leadership capability, improve performance management, and support effective employee engagement.
Support responsible use of technology and AI in people and culture processes, including governance, enablement, and risk mitigation.
Perform other duties as assigned to support organizational needs.