Senior Director, Human Resources

Our mission remains our primary focus. Since 1997, San Francisco Health Plan (SFHP) has been providing affordable health care coverage to the underserved low and moderate-income residents in San Francisco county. SFHP is chosen by eight out of every ten San Francisco Medi-Cal managed care enrollees offering access to a full spectrum of medical services including preventive care, specialty care, hospitalization, prescription drugs, and family planning services. SFHP was designed by and for the residents it serves and takes great pride in its ability to accommodate a diverse population that includes young adults, seniors, and people with disabilities. There has never been a more exciting time to join SFHP as we continue to improve our award-winning model for health care reform.

The Senior Director, Human Resources leads San Francisco Health Plan's (SFHP) Human Resources function, unifying workforce strategy. You will counsel executive and organizational leaders on workforce strategy, organizational design, and workforce risk, and represent HR to executive leadership. You will direct the full portfolio of Human Resources programs that span talent acquisition, L&D, total rewards, employee relations, HR policy, and HR Operations.

Please note that while SFHP supports a hybrid work environment, you are required to be onsite and in-office a minimum of 4 days per month. This is a hybrid position, based in our Downtown San Francisco office.

This position requires the incumbent to reside within the State of California and be able to report to our Downtown San Francisco office as required.

Salary: $225,000 to $260,000 annual

WHAT YOU WILL DO:

• Lead the Human Resources function and represent it to the Executive Team, providing counsel and recurring workforce reporting to executive leaders.
• Set the Human Resources function's strategy and annual roadmap with enterprise priorities, and conduct quarterly reviews of progress, priorities, and team capacity.
• Counsel executive and organizational leaders on workforce strategy, organizational design, leadership effectiveness, and workforce risk.
• Direct organizational design programs and workforce transitions, including selection governance, adverse impact review, and associated compliance obligations, and route binding legal determinations to employment counsel.
• Lead our readiness for change, and guide the workforce through evolving business conditions while maintaining stability and engagement.
• Direct the Human Resources operating model and service delivery standards, and evaluate and improve the function's processes, systems, and services to meet organizational needs.
• Develop our compensation architecture, including the leveling framework, salary structure, market benchmarking methodology, and pay program design, and direct the periodic refresh of salary ranges.
• Oversee and directly support the administration of compensation programs, approve exceptions to established salary ranges and program guidelines, and ensure pay decisions maintain internal equity, market alignment, and compliance with pay equity requirements.
• Direct benefits strategy and approve material changes to benefit programs and costs, balancing market competitiveness, internal equity, and fiscal responsibility.
• Design the annual performance review framework and philosophy.
• Lead action planning on engagement survey results and interventions addressing systemic culture trends; translate enterprise values and culture into Human Resources programs.
• Be the escalation point for complex employee relations matters below the executive level; conduct or direct sensitive investigations and approve outcomes for serious corrective action and separations.
• Direct our response to employment claims and litigation in partnership with employment counsel, escalating matters involving executive leadership through established governance.
• Direct enterprise workforce planning, including position management and headcount governance in partnership with Finance; establish succession plans and talent pipelines.
• Direct talent acquisition strategy and set offer and negotiation standards.
• Set Learning & Development strategy, aligning development investment with future capability needs, and design executive leadership programming.
• Develop and maintain Human Resources policies, draft and approve new policies and material revisions, and ensure policies remain current, legally compliant, and consistently applied across the organization.
• Select and direct enterprise Human Resources technology, including the HRIS, and direct HRIS data integrity, workforce analytics, and recurring workforce reporting to the Executive Team.
• Propose the annual Human Resources budget, manage the function within the approved envelope, and direct vendor and consultant relationships, including benefits brokers, survey providers, and outside counsel.
• Prepare board-level human capital reporting materials and present to the Governing Board.
• Direct the Human Resources team. Set challenging goals, delegate ownership, and provide coaching to help them grow. Conduct performance reviews and establish growth paths for staff. Additionally, carry a personal share of the function's most complex work.
• Ensure compliance with federal and California employment law, and maintain audit readiness for regulatory reviews involving workforce matters.
• Ensure workforce and staffing decisions account for obligations under DHCS, DMHC, and NCQA frameworks, including required safeguards for the independence of designated functions.

WHAT YOU WILL BRING:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience required.
• Ten or more years of progressive experience within Human Resources, including five or more years in senior leadership roles with accountability for a full-service Human Resources function.
• Demonstrated experience leading Human Resources through organizational change, including periods of growth and structural realignment.
• Expertise as a working leader in a lean function, balancing team leadership with substantial direct execution.
• Experience developing high functioning HR teams.
• Experience in the latest HR technologies adoption.
• SPHR, SHRM-SCP, or comparable senior Human Resources certification.
• Experience in California and federal employment law, including wage and hour, protected leave, WARN and Cal-WARN, and anti-discrimination and harassment prevention requirements.

WHAT WE OFFER:

• Medical: You'll have a choice of medical plans, including options from Kaiser and Blue Shield of California, heavily subsidized by SFHP.
• Dental: You'll have a choice of a basic dental plan or an enhanced dental plan which includes orthodontic coverage.
• Vision: Employee vision care coverage is available through Vision Service Plan (VSP).
• Retirement – Employer-matched CalPERS Pension and 401(a) plans, 457 Plan.
• Time off – 23 days of Paid Time Off (PTO) and 13 paid holidays.
• Professional development: Opportunities for tuition reimbursement, professional license/membership.

ABOUT SFHP:

Established in 1997, San Francisco Health Plan (SFHP) is an award-winning, managed care health plan whose mission is to provide affordable health care coverage to the underserved low and moderate-income residents in San Francisco County. SFHP is chosen by eight out of every ten San Francisco Medi-Cal managed care enrollees and its 175,000+ members have access to a full spectrum of medical services including preventive care, specialty care, hospitalization, prescription drugs, and family planning services.