Director of People Operations

Alameda County Community Food Bank • Oakland, CA

6d • $164,124 • Onsite

About The Position

Are you passionate about building equitable, people-centered workplaces where People & Culture (P&C)/HR can be both administrative and a strategic driver of mission and justice? Do you believe that culture, compassion, and accountability can coexist and want to lead People & Culture in a way that strengthens both people and purpose? Are you ready to shape the employee experience ensuring that those who fight hunger and poverty are themselves supported, heard, and valued? If so, the Alameda County Community Food Bank may be looking for you as our next Director of People Operations. As a highly collaborative member of the senior leadership team, the Director of People Operations is responsible for all the human resources functions that an employee engages with. Ensures that People Operations/HR elevates ACCFB’s mission & strategy with a focus on equity & inclusion. Serves as a trusted advisor on HR-related trends & issues, talent acquisition, professional development, employee performance evaluation, employee retention, onboarding/offboarding, employee relations, total compensation, and maintenance and documentation of policies. Protects Food Bank assets by ensuring compliance with federal, state and local employment laws. The Director will also partner with, and support, the VP of People & Culture on all Union-related matters and will work with Union representatives to improve Union-related processes and communications. The Director manages a staff of 2 and reports to the VP P&C. The Director will also closely collaborate with the Director of Finance and IT Director to ensure that intersecting processes create a customer-service orientation.

Requirements

• 8-10 years of progressive HR experience, including a minimum of 2-3 years of experience at director level.
• 4 years of experience managing and developing an HR team of direct reports.
• Knowledge of all aspects of HR including talent acquisition and retention, organizational development, compensation, benefits, HRIS, training, performance management, employee relations, conflict resolution, coaching and facilitation.
• Knowledge of federal, state and local employment, wage and hour, and workers’ compensation laws.
• Comfort and experience working with people from diverse racial, ethnic, socioeconomic and religious backgrounds.
• Demonstrated commitment to furthering workplace equity, inclusion and belonging. Ability to partner with Equity, Access & Belonging to ensure that equity and belonging are embedded in hiring and promotion.
• Ability to develop and maintain collaborative, trusting, and professional relationships. Strong customer service orientation.
• Ability to communicate and respond in a timely manner. Ability to think strategically, analyze problems, develop creative solutions, and positively influence the leadership team on HR issues.
• Knowledge of and experience managing health and welfare benefits.
• Experience developing and monitoring a budget.
• Experience conducting work- place investigations.
• Intermediate to advanced computer skills (Word, Excel, PowerPoint, Outlook, HRIS). Excel proficiency important as work does involve using spreadsheets and numbers.
• Strong mathematical and analytical ability to compile data, provide analysis and create reports.
• Intermediate-to-advanced public speaking and presentation skills.
• Proven ability to exercise confidentiality and sound judgement with minimal direction/guidance.

Nice To Haves

• Experience in a nonprofit environment with a variety of stakeholders and deeply rooted community values.
• Experience in implementing evolving HR technology including payroll, ATS and HRIS systems.
• Experience working in a small to mid-sized (50 -250 employee) organization.
• Bilingual in English/Spanish or English/Asian language .
• SPHR/SPHR-CA or SHRM-SCP designation(s).

Responsibilities

• Serve on and collaborates with leadership team to define the organization’s long-term mission and goals; identifies ways to support the mission through talent management including the creation of leadership and succession planning pipelines that align with organizational sustainability.
• Lead a highly effective, collaborative, customer-oriented HR team, including HR Business Partner, HR Generalist and Division Administrative Assistant.
• Forecast talent needs, and implement strategies to ensure successful recruiting, onboarding, employee engagement, engagement survey development, trends measurement and implementation of actionable initiatives, performance management, succession planning, and retention of workforce (100+ FTE’s, exempt and non-exempt employees) at both the organizational and departmental levels. Partner with Head of Admin & Finance and Director of Finance on headcount management including supporting processes around promotions, talent redeployment, business cases and re-grading.
• Ensure that Union matters are addressed and communicated effectively with Union representatives and staff, in conjunction with VP of People & Culture.
• Ensure continuous employee, manager and leadership development to align with ACCFB’s talent and strategic needs and to support career mobility for staff as well as a culture of learning.
• Develop HR metrics and goals that align with key strategic plan initiatives.
• Foster a positive, respectful, productive and transparent organizational culture through implementation of effective employee relations and performance strategies and programs.
• Coach managers on performance management practices. Resolve employee relations issues.
• Partner with VP of People & Culture to develop a program of professional development and associated learning platforms to achieve the same.
• Promote a culture of employee well-being and ensure proactive and strategic collaboration with the Union to address key Union-related matters.
• Work closely with outside counsel on complex HR matters to determine appropriate course of action.
• Provide ad hoc human resource guidance and advice to member agencies. Represent the Food Bank in external HR forums, non-profit organizations and community partnerships with a focus on talent acquisition and development.
• Develop total rewards philosophy that integrates benefits, compensation, rewards and recognition.
• Ensure compensation practices use market data, are affordable to ACCFB, aligned with organization strategy, competitive and equitable. Protect integrity of pay structures and practices.
• Lead the process for market-based periodic compensation and benefits analysis to enable ACCFB to maintain a competitive total compensation package.
• Manage employee benefit programs supporting employees while managing costs.
• Partner with Director of Finance and Payroll Administrator to ensure that all compensation changes are processed timely and accurately.
• Continue refining the ACCFB grading structure and associated Job Value grid to ensure that it centers equity and justice.
• Regularly update employee handbook and supervisor manuals to stay in compliance with legal requirements and ACCFB needs; educate all staff to ensure comprehension of policies.
• Partner with Director of Finance to manage annual 403(b) ERISA plan and workers compensation audits.
• Drive the HR Technology strategy (HRIS, Applicant tracking, Learning & Development management) and P&C Dashboards to provide key metrics to leadership.
• Serve as active standing HR member in the Safety Committee and review all incident reports with COO and safety committee within 24 hours to mitigate recurrences.
• Partner with Safety, Risk & Compliance Manager to ensure that important staff notifications are made, safety training and drills conducted and that all Workers Compensation matters are addressed.
• Support and manage the employee compliance requirements associated with driver’s licensing, background checks, drug tests, etc.
• Ensure compliance of and systematic review all local, state and federal employment laws and statutory benefits such as FMLA/CFRA/CFL/PFL, ERISA plans, EEO/Affirmative Action, COBRA/HIPAA, wage and hour laws, unemployment claims, workers compensation, OSHA, DOT regulations; conduct periodic internal audits of HR processes. Ensure that mandated trainings are administered.
• All other duties as assigned.

Benefits

• Medical (100% coverage for employees, 93% coverage for dependents)
• Dental (100% for employees and their dependents)
• Vision (optional)
• Flexible Spending Accounts (optional)
• Commuter Benefit Account (optional)
• Employer-paid supplemental life, ADD & LTD insurance — with ability to buy-up for increased coverage.
• 403(b) plan available on the first day, with employer match after 1 year of service.
• Employee Assistance Program (100% coverage for employee and dependents)
• Generous vacation, sick and holiday leave accruals

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed
• Number of Employees: 51-100 employees