Director of Human Resources

The Director of Human Resources is the strategic leader of the Human Resources function and a member of the organization's leadership team, reporting directly to the Chief Executive Officer. The role is centered on the areas most critical to Gracelight's workforce: talent acquisition, training and leadership development, employee relations, and employee experience. The Director leads a team spanning talent acquisition, employee relations, and training and development, and is accountable for the effectiveness of the function as a whole, not the performance of transactions. Payroll, benefits administration, leave administration, and workers' compensation are administered under Finance; the Director partners with Finance on benefits and compensation strategy. This role is fully onsite and requires regular in-person attendance at Gracelight Community Health locations.

• Develops and executes a human resources strategy aligned with Gracelight's organizational goals, mission, and vision; regularly communicates strategy and performance to gain consensus and support from key stakeholders.
• Leads, develops, and holds accountable the Human Resources team across talent acquisition, employee relations, and training and development.
• Owns talent acquisition, including provider recruitment; establishes recruitment strategy, position justification standards, applicant flow reporting, and time-to-fill accountability, and delivers effective recruitment and retention programs to ensure the availability of a qualified workforce.
• Oversees training, leadership development, and manager coaching; builds supervisory capability across the organization and models transparent, values-driven leadership.
• Directs employee relations; personally leads complex investigations, corrective actions, and high-risk matters, exercising sound judgment on when to involve executive leadership and employment counsel.
• Owns the performance management program, including the annual review cycle, rating calibration with executive leadership, and merit increase administration.
• Leads succession planning and an actionable annual talent review that connects performance and cultural values to development and total rewards.
• Owns the employee experience, including engagement, recognition, culture initiatives, and organizational events; develops and delivers the staff engagement survey and manages resulting action plans and organizational change.
• Delivers compensation structures and practices, including job architecture, salary ranges, and merit administration, that support the organization's ability to attract, retain, and motivate the workforce.
• Partners with the Chief Financial Officer and Payroll & Benefits Manager on benefits program strategy, including competitive analysis, plan design, renewals, and cost efficiency, ensuring benefits decisions support talent attraction and retention.
• Develops, maintains, and administers personnel policies; ensures policies, procedures, and employment practices support the workforce and comply with federal, state, and local law.
• Plans and executes required workforce reporting, including EEO-1 and California pay data reporting; supports Finance on benefits-related filings and audits.
• Serves as primary liaison with employment counsel and government agencies, including unemployment, EDD, CRD, and DOL matters.
• Supports the Chief Executive Officer in preparing human resources matters for the Board of Directors and Compensation Committee; presents at select Board and committee meetings as requested.
• Produces and analyzes human resources metrics (turnover, vacancy, time-to-fill, engagement, employee relations trends) and presents findings and recommendations to executive leadership.
• Anticipates operational needs, resolves barriers before they affect deadlines, and continuously improves the HR technology and workflows supporting recruitment, onboarding, and employee experience.
• Maintains strict confidentiality and handles sensitive matters with discretion and professionalism; understands which decisions can be made independently and which require involving others.
• Performs other duties as assigned.

• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. An equivalent combination of education and progressively responsible human resources leadership experience may substitute for the degree.
• Eight (8) or more years of progressively responsible human resources experience, including at least five (5) years leading a human resources function or team.
• Significant California employee relations experience required, including investigations, corrective action, leaves of absence, and wage and hour compliance.
• Certification - SHRM-SCP or SPHR certification preferred.
• Healthcare experience strongly preferred; Federally Qualified Health Center (FQHC) or community health experience preferred.
• Demonstrated experience building, supervising, and developing a high-performing human resources team; working knowledge of HR technology supporting recruitment, onboarding, and engagement. Proficiency with Microsoft Office.
• Strong interpersonal and communication skills and demonstrated ability to serve a diverse workforce. Bilingual English/Spanish strongly preferred.
• Condition of employment - Must satisfactorily complete a background check conducted in accordance with Gracelight policy and applicable law. TB clearance and immunizations per health center policy.