Human Resources Director

SERVICE EMPLOYEES INTERNATIONAL UNION•Los Angeles, CA

31d•$143,328 - $152,057•Hybrid

About The Position

SEIU Local 2015 is seeking a strategic, accomplished, and equity-centered Director of Human Resources to lead the organization’s Human Resources function and strengthen the people, systems, policies, and practices that support our mission. Reporting to the Head of People & Culture, the Director of Human Resources serves as a senior organizational leader and trusted advisor to executive leadership, department heads, managers, and the Executive Board. This position translates organizational priorities into a comprehensive Human Resources strategy that supports a complex, statewide, unionized workforce; strengthens organizational effectiveness; ensures legal and contractual compliance; and advances a high-performing, accountable, and inclusive workplace culture. The Director holds primary leadership responsibility for labor and employee relations, Human Resources operations and governance, workforce planning, performance management, compensation and benefits oversight, HR systems and analytics, policy development, compliance, and the development of a strong and responsive Human Resources team. The position also partners across People & Culture to support recruitment, onboarding, learning and development, leadership capability, succession planning, engagement, and organizational change. The ideal candidate combines deep Human Resources and labor-relations expertise with executive presence, sound judgment, operational discipline, and a people-centered leadership approach. The successful candidate will be able to move fluently between long-term strategy and urgent workplace matters, establish trusted partnerships across the organization, and build sustainable systems that promote consistency, equity, transparency, and accountability.

Requirements

Ten to twelve or more years of progressively responsible Human Resources experience, including significant senior leadership accountability for organization-wide Human Resources strategy, operations, programs, and staff
Demonstrated success serving as a senior Human Resources leader and trusted advisor to executives, department leaders, managers, and governing bodies
Significant Human Resources leadership experience in a unionized workplace, including labor relations, collective bargaining agreement administration, grievances, workplace investigations, corrective action, and performance management
Experience developing and executing multi-year Human Resources strategies, operational plans, policies, governance frameworks, and measurable organizational priorities
Demonstrated leadership across several Human Resources disciplines, such as employee and labor relations, Human Resources operations, talent management, workforce planning, compensation, benefits, compliance, HR systems, analytics, organizational development, and change management
Strong working knowledge of applicable federal, California, and local employment and laws and the ability to translate complex requirements into practical organizational guidance
Proven ability to assess complex employment, contractual, organizational, financial, cultural, and reputational risks and provide clear, balanced recommendations
Experience leading organizational change, workforce transitions, restructuring, or other complex people initiatives
Experience developing and using workforce metrics, dashboards, and analysis to support executive decision-making
Demonstrated success building, leading, coaching, and holding accountable a high-performing Human Resources team
Experience managing departmental budgets, vendors, consultants, projects, and competing organizational priorities
Exceptional executive communication, consultation, facilitation, negotiation, coaching, and relationship-building skills
Ability to communicate complex Human Resources, labor, and employment matters clearly to technical and nontechnical audiences
Strong judgment, integrity, discretion, and the ability to protect confidential and highly sensitive information
Ability to work effectively in a fast-paced, geographically distributed, mission-driven organization with changing priorities and high expectations
Demonstrated commitment to equity, anti-racism, organizational justice, and the mission and values of SEIU Local 2015
An equivalent combination of relevant education, professional development, and experience that provides the required knowledge, skills, and abilities will be considered.

Nice To Haves

Bachelor’s degree in human resources, labor relations, business administration, organizational development, public administration, or a related field
Senior Human Resources certification, such as SPHR, SHRM-SCP, or an equivalent professional credential
Advanced or specialized training in employment law, labor relations, collective bargaining, compensation, benefits, organizational development, investigations, or change management
Experience working in a labor union, nonprofit, advocacy, community-based, or other values-driven organization
Experience supporting a statewide, geographically dispersed, multi-site, or hybrid workforce
Experience presenting to or partnering with an Executive Board, board of directors, or comparable governing body
Experience leading collective bargaining strategy or serving as a member of a management bargaining team
Experience overseeing HRIS optimization, implementation, data governance, or technology modernization
Experience developing job architecture, compensation frameworks, pay-equity analyses, succession plans, or leadership-development strategies
Active engagement in Human Resources professional networks and ongoing professional development

Responsibilities

Serve as a strategic advisor to the Head of People & Culture, executive leadership, department leaders, and the Executive Board on workforce strategy, labor relations, organizational design, talent, culture, risk, and change management
Develop and execute multi-year Human Resources strategic and operational plans aligned with SEIU Local 2015’s mission, values, priorities, and long-term organizational goals
Translate organizational strategy into clear people priorities, measurable objectives, implementation plans, service standards, and accountability measures
Assess the workforce implications of organizational growth, restructuring, leadership transitions, regulatory developments, bargaining priorities, and other major initiatives
Provide timely, evidence-based recommendations that balance mission, employee experience, contractual obligations, operational needs, equity, and organizational risk
Represent Human Resources in executive and organization-wide planning discussions and, when appropriate, before the Executive Board
Build strong cross-functional partnerships and position Human Resources as a trusted, responsive, and solutions-oriented organizational partner
Promote disciplined decision-making, clear ownership, effective communication, and consistent follow-through across Human Resources programs and services
Provide executive leadership for labor and employee relations within a complex, unionized workplace
Oversee the interpretation and consistent administration of collective bargaining agreements, side letters, memoranda of understanding, organizational policies, and established practices
Advise senior leaders and managers on grievances, investigations, performance concerns, corrective action, workplace conflict, accommodations, leaves, and other complex employment matters
Ensure workplace investigations are prompt, impartial, thorough, well documented, and resolved through fair and defensible recommendations
Oversee grievance administration, arbitration preparation, labor-management meetings, information requests, and contractual timelines
Partner with leadership and legal counsel to prepare for collective bargaining and develop negotiation priorities, proposals, risk assessments, and implementation strategies
Identify patterns and root causes across grievances, investigations, discipline, turnover, attendance, and other workforce indicators
Develop proactive strategies that reduce escalation, strengthen manager effectiveness, and promote a constructive labor-management relationship
Ensure employee relations practices reflect consistency, due process, sound judgment, confidentiality, equity, anti-racism, and organizational values
Lead the planning, development, implementation, evaluation, and continuous improvement of Human Resources policies, programs, procedures, and service-delivery practices
Establish governance frameworks, decision rights, internal controls, documentation standards, and escalation protocols that promote consistency, accountability, transparency, and compliance
Ensure compliance with applicable federal, California, and local employment laws, labor requirements, collective bargaining agreements, and organizational policies
Maintain strategic oversight of Title VII, the California Fair Employment and Housing Act, the National Labor Relations Act, wage-and-hour requirements, disability and religious accommodations, protected leaves, workplace safety, and other employment obligations
Partner appropriately with legal counsel on high-risk matters, privileged advice, regulatory inquiries, administrative claims, litigation, and significant policy decisions
Oversee required records, notices, audits, reporting, and document-retention practices related to Human Resources and employment compliance
Evaluate organizational risk and recommend preventive, corrective, or policy action based on legal, contractual, operational, cultural, and reputational considerations
Establish clear service expectations and processes for responding to employees, managers, leaders, union representatives, and organizational partners
Regularly assess Human Resources workflows and remove barriers that delay decisions, reduce accuracy, or create inconsistent employee experiences
Lead organization-wide workforce planning in partnership with executive leaders, department heads, Recruitment, Learning and Development, and Finance
Develop strategies to address staffing capacity, workforce capabilities, critical roles, succession risk, internal mobility, leadership pipelines, and future organizational needs
Provide executive oversight of recruitment, selection, onboarding, retention, performance management, leadership development, succession planning, and career-development practices
Promote equitable and inclusive hiring, advancement, development, compensation, and retention practices aligned with SEIU Local 2015’s mission and values
Partner with leaders to clarify organizational structures, roles, decision-making authority, staffing models, and performance expectations
Develop and strengthen performance-management systems that promote clear expectations, meaningful feedback, employee development, accountability, and consistent documentation
Guide organizational change initiatives, including stakeholder assessment, workforce-impact planning, communication, manager preparation, and implementation support
Build manager capability through coaching, consultation, tools, training, and clear standards for people leadership
Use workforce data and employee feedback to identify organizational strengths, emerging risks, and opportunities to improve effectiveness and culture
Provide strategic oversight of compensation, benefits, leave, wellness, recognition, and other employee programs
Ensure compensation and benefits practices are equitable, competitive, financially responsible, contractually compliant, and aligned with organizational values
Partner with Finance, organizational leadership, vendors, brokers, and consultants to evaluate program design, cost, utilization, employee experience, and organizational impact
Oversee compensation analysis, job architecture, classification practices, salary administration, pay-equity reviews, and recommendations for program improvement
Assess benefits offerings and recommend strategies that strengthen employee well-being, accessibility, retention, and organizational sustainability
Provide executive oversight of employee engagement, workplace safety, health and wellness, and related organizational initiatives
Ensure employees and managers receive accurate, timely, and understandable information regarding compensation, benefits, leaves, policies, and employment programs
Monitor trends, regulatory developments, and market practices that may affect total rewards and employee programs
Provide executive leadership for the Human Resources Information System and related people platforms, ensuring data integrity, access controls, effective administration, and appropriate system governance
Establish meaningful workforce metrics, dashboards, and reporting practices that support executive decision-making and organizational accountability
Monitor indicators such as staffing levels, vacancies, time to fill, retention, turnover, employee relations activity, grievances, leave trends, performance outcomes, demographics, and internal advancement
Translate workforce data into clear insights, risk assessments, and practical recommendations for leaders
Strengthen systems and workflows across the employee lifecycle to improve accuracy, timeliness, compliance, service quality, and the employee experience
Lead or sponsor Human Resources technology implementations, upgrades, integrations, audits, and process-modernization initiatives
Ensure confidential personnel and workforce data are appropriately protected, retained, and used
Establish mechanisms for evaluating Human Resources programs and measuring progress against strategic priorities and service standards
Develop, manage, and monitor the Human Resources departmental budget in alignment with organizational priorities and fiscal expectations
Evaluate expenditures, staffing, vendors, consultants, technology, and program investments for effectiveness, sustainability, and return on investment
Partner with Finance to forecast Human Resources costs and provide accurate budget updates, variance explanations, and recommendations
Oversee contracts and relationships with Human Resources vendors, brokers, consultants, legal partners, and service providers
Establish clear deliverables, performance expectations, timelines, and accountability for external partners
Identify opportunities to improve services, reduce unnecessary costs, consolidate resources, and strengthen organizational value
Lead, coach, mentor, and develop a high-performing Human Resources team grounded in service, accountability, collaboration, accuracy, and respect
Establish clear roles, priorities, performance expectations, decision authority, service standards, and measures of success
Build team capability through regular coaching, feedback, professional development, cross-training, and succession planning
Foster a collaborative environment in which team members share information, resolve issues, and take ownership of outcomes
Evaluate team structure and capacity and recommend changes needed to support organizational growth, service quality, or strategic priorities
Promote ethical leadership, confidentiality, consistency, and sound professional judgment throughout the Human Resources function
Model SEIU Local 2015’s values and contribute to a People & Culture team that is trusted, responsive, and aligned