Director of Human Resources

JVS is a nonprofit working to close opportunity gaps in employment by supporting jobseekers with the skills and confidence to secure quality careers with family-sustaining wages. Grounded in core values of repairing the world and focused on helping our program participants achieve economic mobility, we believe everyone deserves access to training and the chance for a good job. JVS develops training programs in close partnership with employers in high growth sectors, offering high quality jobs. Building on decades of experience and success, JVS is a data-driven organization that takes a whole systems approach to addressing employment and economic equity. Through our direct service programs, employer engagement and policy change, JVS is working toward a future where everyone has access to quality education and training programs that lead to high quality employment and economic mobility. Job Summary: The Director of Human Resources is responsible for leading a comprehensive HR strategy that ensures JVS Bay Area has the talent, leadership capacity, and organizational culture necessary to achieve its mission and strategic priorities. Reporting to the Chief Operating Officer, this role serves as the organization’s primary leader for talent development, organizational effectiveness, and culture by advancing multi-year leadership and management development initiatives, strengthening a high-performing and mission-aligned culture, and aligning HR systems and practices to support organizational growth, sustainability, and measurable performance outcomes. The Director partners closely with the Chief Operating Officer and Executive Management Team to ensure workforce strategy, performance management, and employee experience are fully integrated with organizational goals. This role leads functional HR strategy and execution in alignment with enterprise priorities, ensuring that organizational design, staffing models, and performance systems enable effective program delivery and operational execution. The Director is accountable for building a strong leadership pipeline, strengthening management effectiveness, and fostering a values-driven workplace that supports staff performance and long-term organizational impact. Reporting in to the Chief Operating Officer (COO), this role will manage the Senior Human Resources Manager position and indirectly manage the Human Resources Assistant. Responsibilities: Leadership & Management Development Design and implement a multi-year leadership and management development strategy aligned with organizational priorities and strategy Develop training frameworks focused on JVS Competencies and the Advantage, including management effectiveness, communication, conflict resolution, and performance management Build and sustain a leadership pipeline that supports internal talent progression and organizational scalability Oversee implementation of agency-wide learning and development programs, including onboarding, training curriculum, and leadership development initiatives Regularly assess organizational training needs and adjust programming to address skill gaps and evolving priorities Performance Management Expand and maintain a performance evaluation process which assists the agency’s adherence to employee growth and development and performance outcomes; ensure it is tied to the JVS competencies, individual performance metrics, and professional development Provides ongoing training and guidance to supervisors in performance management throughout the year. Coach supervisors through difficult performance issues with their staff, including the creation of performance improvement plans when needed Reviews, guides, and approves recommendations for employment terminations. Performs due diligence to protect the agency, consulting with legal counsel in circumstances that pose potential risks In collaboration with the COO and Leadership Team, lead multi-year workforce planning, aligning staffing models with program demand, operational needs, and organizational growth Creates staff recognition program; support Senior Human Resources Manager and Office Administrator in its implementation Develop and oversee recruitment and hiring strategies that ensure timely, high-quality staffing across the organization Strengthen recruitment processes to reflect organizational performance expectations and leadership competencies Organizational Culture Fosters and maintains a healthy organizational culture that lives and embodies the agency’s mission and values Creates and implements staff programming around Asset-Based Languages, practicing The Advantage framework, and fostering JVS Competencies Supports management in communicating Human Resources policies and procedures Participates in various committees to foster high morale, employee engagement, employee recognition and enhancing our workplace environment Inclusion and Belonging Provides thought-partnership and executive support to the internal Committee as they lead agency-wide JVS inclusion and belonging initiatives Develops and/or acquire training and development to aid retention initiatives Reviews inclusion and belonging practices regularly to ensure legal compliance Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies Compensation & Benefits Strategy Oversees agency’s compensation program to ensure that JVS offers competitive total compensation packages to assist in recruiting and retention of employees. In collaboration with Senior Human Resources Manager, review salary structures and bands against external data and internal benchmarking. Ensure benefits programs meet employee needs while managing cost and compliance Recruiting and Hiring Monitors and oversees the hiring strategy and workforce planning initiatives for JVS while supporting the Senior Human Resources Manager and Human Resources Assistant in recruitment efforts and tactics Develop a plan to link performance management philosophy to recruitment evaluation practices Supports Human Reso Manager and hiring managers in complex hiring situations Employee Relations Identifies and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale, motivation and engagement Lead and manage complex employee relations issues, investigations, and conflict resolution processes Maintains awareness of and ensures compliance with changes to all employment/human resources regulations and laws; provides answers to employees regarding policy issues Provides guidance to and support Senior Human Resources Manager as they participate in and provides information and guidance as needed during audits, CARF review and other approval processes needed for certain funders Supports Human Resources Manager with any complex workers’ compensation claims and ensure compliance with OSHA and other applicable regulations Employment and Compliance Maintains awareness of and ensures compliance with changes to all employment/human resources regulations and laws; provides answers to employees regarding policy issues Provides guidance to and support Senior Human Resources Manager as they participate in and provides information and guidance as needed during audits, CARF review and other approval processes needed for certain funders Supports Human Resources Manager with any complex workers’ compensation claims and ensure compliance with OSHA and other applicable regulations Qualifications: Drives Towards Outcomes: Excellent project management experience; aptitude for overseeing sometimes conflicting priorities and utilizing available resources to meet goals; able to delegate effectively. Thinks Critically & Strategically: Creative, entrepreneurial and strategic thinker with the knowledge of how to initiate, direct and oversee multiple projects simultaneously. Experience problem solving skills required. Collaborates and Cultivates Partnerships: Can work with staff and supervisors across departments; work with Executive Management Team; willing to participate in HR networks in the Bay Area Demonstrates Emotional Intelligence: Uses equity lens, empathy and active listening to identify and meet the talent development needs in JVS; Experience using de-escalation skills; able to maintain calm during conflict, and address problems objectively. Communicates Effectively & Respectfully: Models appropriate communication for the agency; uses diplomacy and tact; transparent and direct communication style (when appropriate) Adheres to Professional Growth: Stays informed about changes to laws, regulations and practices that affect components of Human Resources, particularly in the non-profit industry; devoted to professional growth for direct reports and JVS staff in general; invested in concept of leadership pipelines; reacts positively to constructive criticism Navigates Change: Adaptable and flexible; willing to be an agent of change; comfortable working in ambiguous circumstances Minimum seven (7) years Human Resources experience, with at least two (2) at the Director level Demonstrated supervisory experience; experience in professional development of staff Experience developing staff in a time of significant organizational change and/or growth Experience with investigations and employee relations problem resolution BA/BS or equivalent work experience SHRM-SCP or SPHR certification preferred What We Offer 100% covered medical and dental plans for the employee Accrued sixteen (16) days of Vacation + accrued ten (10) days of Paid Sick Leave Paid federal and Jewish holidays 3% 403(b) retirement contribution match and 3% non-elective contribution Healthcare and Dependent Care FSA Pet Insurance Discounts Employee Assistance Program Professional development opportunities and $500 Work-From-Home stipend The expectation for this role is to work in our San Francisco office and/or worksites on a hybrid work schedule; JVS does not provide relocation packages 4 Day Work Week As an Equal Opportunity Employer, JVS is committed to providing employment opportunities to all qualified individuals and does not discriminate on the basis of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics, or any other basis prohibited by applicable law. We welcome diverse applicants. Please let us know if you need accommodations or auxiliary aids for the interview process. #J-18808-Ljbffr