Senior Director of Human Resources

San Francisco Bay University•Fremont, CA

12d•$190,000 - $210,000•Onsite

About The Position

The Senior Director of Human Resources provides strategic leadership and operational oversight for all HR functions at San Francisco Bay University (SFBU) ensuring that HR strategies and programs effectively advance the university’s mission and long-term organizational success. As a trusted advisor to senior leadership, the Senior Director leverages detailed data analysis to inform decision-making. This role aligns HR initiatives with institutional goals, legal and regulatory requirements, and the innovative application of best practices in higher education within a dynamic, forward-thinking institution. The Senior Director designs and cultivates the comprehensive HR structure in which all processes, systems and initiatives support a positive, inclusive, and high-performing workplace culture. This is a full-time, exempt position requiring all work to be conducted in-office at SFBU’s main campus in Fremont, CA.

Requirements

Minimum of 15 years of significant leadership experience in HR preferably within higher education or complex organizational environments.
Masters level degree or equivalent work experience in HR.
The position requires a high level of professionalism and excellent communication and interpersonal skills to create and maintain relationships with students, faculty, and staff.
Demonstrated ability to work in a fast-paced, high-volume environment, both independently and collaboratively and ability to multi-task across a large variety of tasks, departments, and circumstances.
Expertise in managing HRIS systems with an ability to understand, synthesize, organize, analyze, summarize, and present large amounts of data related to a large number of employees and efficiently translate them to meaningful options and solutions to streamline processes and improve operations and efficiency.
Ability to remain professional with a variety of high stress situations.
Ability to quickly assess rapidly changing circumstances, environments, and situations to pinpoint proper options of handling them, communicate options efficiently and effectively through the proper communication channels and technology to executive management, and implement and execute effective solutions and elected options, while providing efficient updates and effective recommendations.
Ability to deliver both positive and negative messages effectively, productively, and professionally.
Excellent reading, writing, speaking, and listening skills, and the ability to learn quickly, retain knowledge, and efficiently summarize and communicate complex matters.
Demonstrated ability to work with executive leadership, faculty, staff, and students as well as community groups of diverse academic, socioeconomic, cultural and ethnic backgrounds.
Must be able to occasionally lift and carry up to 20 lbs.
Ability to sit, stand, walk, reach, grasp, and perform other routine physical activities as needed to perform the essential functions of the position.
Reasonable accommodations will be provided to qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA).

Responsibilities

Strategic HR Leadership Develop and execute HR strategies that support the university’s strategic plan and align with SFBU’s mission, values, and short- and long-term goals.
Lead change-management initiatives, including organizational restructuring, policy updates, and compliance measures to support growth and ensure an agile workforce in a dynamic, innovation-driven environment.
Utilize HR analytics and data-driven insights to support SFBU leadership in making strategic human resources decisions related to workforce planning, organizational effectiveness, compensation and benefits, performance management and other initiatives that inspire a high-performance, engaged workplace culture.
Develop, prepare, and manage the HR departmental budget, monitoring budget-to-actual performance to ensure fiscal responsibility and alignment with institutional priorities.
Serve as the authoritative HR compliance advisor to senior leadership, managers, and staff.
Maintain comprehensive expertise in all federal, state, and local employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEOC, ERISA, ACA, and wage and hour requirements- and ensure that all HR policies, practices, and programs comply with legal standards.
Oversee HR staff to ensure consistent compliance across all HR functions.
Talent Acquisition & Workforce Planning Create optimal recruitment and retention strategies for administration, faculty, staff, and student employees.
Manage the full recruitment lifecycle in partnership with hiring managers, ensuring alignment with institutional priorities.
Responsibilities include position and compensation justification, job postings, job descriptions, candidate sourcing, applicant tracking, interview process, offer negotiation, determination of appropriate employment status, new hire compliance, onboarding, and first-90-day integration plans, to build a high-quality, diverse, and inclusive talent pipeline.
Continuously evaluate and improve hiring processes to accommodate legal and regulatory changes, enhance efficiency, effectiveness, diversity, equity, and inclusion outcomes.
Employee Relations Provide guidance to leaders on employee relations issues, fostering trust, transparency, and consistency across the university.
Develop and manage a comprehensive employee relations and conflict resolution process to address complex HR issues from investigation through resolution, in collaboration with legal counsel, campus leadership, and all involved parties.
Proactively identify and address potential workplace issues early by leading employee engagement initiatives, climate surveys, recognition programs, and ongoing communication strategies, ensuring SFBU fosters a positive, inclusive culture that drives high performance, employee engagement, retention, and professional growth.
Talent Management & Performance Lead and oversee the university’s end-to-end performance management process, including the annual performance evaluation cycle.
Responsibilities include developing timelines, training managers and staff, ensuring completion and then leveraging data results to inform talent development, succession planning, and organizational performance.
Design, implement, and evaluate leadership and employee development programs, ensuring managers and staff receive the training and resources needed to achieve strategic goals, enhance skills, and support career growth.
Partner with campus leaders to identify skill gaps, succession planning opportunities, and professional development priorities that strengthen organizational capability and foster a high-performing culture.
Monitor and assess the effectiveness of performance management and training programs, using data and feedback to continuously improve processes and outcomes.
Compensation, Benefits & HR Operations Conduct market and internal analyses to determine competitive salary ranges consistent with budget and institutional priorities.
Lead and oversee the payroll function to ensure accurate and timely employee compensation, proper classification of exempt and non-exempt employees, and strict adherence to federal, state, and local employment laws and regulations, including the Fair Labor Standards Act (FLSA), tax withholding requirements, wage and hour laws, and record keeping standards.
Direct the administration and continuous improvement of compensation structures, benefit programs, vacation and other leave programs, and HRIS systems to meet the evolving needs of the institution including health insurance, retirement plans (401k), leave policies, and other related offerings.
Manage HR departmental budget, resources, and operational efficiency.
Compliance & Risk Management Ensure compliance with employment laws including FLSA, ADA, FMLA, Title VII, Title IX, and other applicable regulations.
Maintain and update HR policies, procedures, and employee handbooks.
Lead audits, reporting, and documentation to support regulatory compliance and accreditation requirements.