Director, Human Resources and Organizational Development

Position Summary The Director, Human Resources and Organizational Development leads HR strategy and daily operations across the agency, ensuring consistent and compliant people practices. As a member of the leadership team, the Director partners with executive leadership, Finance, Risk Management, and program leaders to support employee relations, payroll and benefits, HR systems, and policy governance, with strong expertise in California employment law. The role advances a One Agency culture and drives organizational development, engagement, leadership development, and change management. Leadership Team Functions Responsible for managing specific departments or functions and implementing the strategies set by the agency. Develop and implement plans to improve operational efficiency. Ensure cross-department collaboration and integration that supports the agency’s growth strategy, operational delivery, data collection needs, and mission-based culture. Direct the development and management of all assigned budgets including monthly review of revenue and expense activity within agency parameters. Identify organizational, community, and market trends (including risk trends) and recommend improvements; adopt best‑practice standards with a focus on continuous improvement. Direct and manage employees (managers and supervisors) responsible for operations. Monitor progress, course correct, as needed. Design and manage programs or service areas connected to promising or best practices and established outcomes. Represent Catholic Charities and develop positive relationships with partners throughout the communities we serve. Identify and develop program‑specific outcomes to ensure program effectiveness and impact with the ability to report that to internal and external stakeholders. Direct and oversee reports and statistical analysis of activities as required by the agency. Ensuring that requests for data and reporting meet compliance with grants and funding agency requirements. Actively role model and create actions and conditions for agency alignment with mission, vision, values and leadership team agreements. Essential Functions HR Operations and Leadership Provide overall leadership, direction, and oversight of the HR Department day‑to‑day functions and activities, supporting HR staff and all HR operational functions. Establish, implement, and continuously improve HR systems, processes, and workflows to support a multi‑program, multi‑site nonprofit organization. Serve as a strategic partner to executive leadership by aligning people strategy (compliance/ER, culture, talent, and systems) with agency goals, values, and operational needs. Supervise the work of the HR Department staff including performance management, goal setting, coaching, and progressive discipline. Employment Law and Regulatory Compliance Maintain a working knowledge of federal, state, and local employment law with a particular focus on California wage and hour, time and attendance regulations. Ensure organizational compliance with the Fair Labor Standards Act (FLSA), California Labor Code, Fair Employment and Housing Act (FEHA), Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA), Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), California Occupational Safety and Health Act (Cal/OSHA) HR‑related requirements, workers’ compensation regulations, and Employment Development Department (EDD) reporting obligations. Lead and oversee responses to audits, agency inquiries, claims, and investigations related to HR and employment matters. Monitor changes in employment law and proactively update HR policies, procedures, and SOPs to ensure ongoing compliance. Payroll and Benefits Oversight Provide oversight of payroll processing to ensure accuracy, timeliness, and compliance with wage and hour laws (payroll processing may be delegated); partner with Finance and payroll vendors to resolve discrepancies, audits, and compliance issues. Oversee employee benefits administration including health, retirement, leave programs, and other benefit offerings. Lead annual benefits renewal processes and employee benefits education. Lead compensation and pay equity practices, including job evaluations/leveling support, pay range administration, periodic market review, and pay equity analysis in partnership with Finance and executive leadership. Employee Relations and Risk Mitigation Partner with agency leadership to address employee relations matters, providing guidance on disciplinary actions up to and including separation, and ensuring actions are handled consistently, legally, and in a manner that mitigates organizational risk. Oversee and conduct workplace investigations, ensuring appropriate documentation, findings, and corrective action. Support Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA) interactive process coordination, and partner with Risk Management on workers’ compensation matters. Recruitment, Onboarding and Workforce Management Oversee recruitment, hiring, and onboarding practices to ensure compliance, equity, and organizational alignment. Monitor workforce metrics (turnover, vacancies, trends) and provide reporting to executive leadership. Support succession and workforce planning efforts. Culture, Engagement and Belonging Partner with executive leadership and program leaders to strengthen organizational culture, employee engagement, and belonging across a multi‑site environment, reinforcing the agency’s mission, vision, and values. Design and oversee engagement listening strategies (surveys, focus groups, stay interviews) and guide leaders in action planning to improve retention and employee experience. Advance equity and belonging practices in partnership with leaders, including inclusive hiring and promotion practices, accessible workplace practices, and training/communication that support a respectful workplace. Policy and Procedure Development In partnership with the Chief Administrative Officer, support the development, implementation, and maintenance of agency HR policies and procedures. Ensure the Employee Handbook and HR SOPs are up‑to‑date, legally compliant, and consistently applied. Performance Management and Talent Development Oversee the agency’s performance management approach (goal setting, coaching expectations, documentation standards, performance reviews, and corrective action support) to ensure consistency, equity, and accountability. Partner with leaders to identify talent needs and development priorities, supporting succession planning, internal mobility, and leadership development across the agency. Ensure managers receive appropriate training related to HR compliance topics including respectful workplace expectations, wage and hour compliance, documentation standards, and performance management. Oversee the agency’s learning and development program to foster and maintain a One Agency approach. Records, Data and Confidentiality Ensure accurate maintenance of personnel files, HRIS systems, and documentation in compliance with retention and confidentiality requirements. Own the HRIS roadmap and system administration strategy, including configuration, user access, data governance, reporting/dashboards, and process automation to improve accuracy, compliance, and employee/manager self‑service. Maintain strict confidentiality of employee information. One Agency Support the Mission, Vision, and Values of Catholic Charities in the performance of all essential job functions and responsibilities. Perform essential job functions with or without reasonable accommodations to the workplace or work processes. Education, Experience, and Skills Required Bachelor’s degree in Human Resources (HR); minimum five years Human Resources (HR) leadership experience in a comparable environment, required; Senior Professional in Human Resources (SPHR), Society for Human Resource Management Senior Certified Professional (SHRM‑SCP) preferred. Master’s degree preferred. An additional four to six years progressive experience in Human Resources (HR) may be considered as a substitution for the bachelor’s degree. Broad knowledge and expertise in Human Resource programs such as talent acquisition, workforce planning, employee relations, benefits/compensation design, performance management and employee engagement. Excellent verbal and written communication skills, excellent interpersonal and negotiation skills. Ability to read, comprehend and communicate complex information, legal documents, insurance information, government compliance or other technical information. Demonstrated ability to identify complex patterns of risk and liability, challenges and resolves issues, makes effective recommendation on course of action, and understands when to elevate complex issues required. Ability to deal with problems involving a few concrete variables in standardized situations. Must be able to question and clarify unclear information and be detail oriented and to monitor work for quality. Ability to make appropriate decisions based on training and experience when faced with multiple options. Strategic thinker with the ability to lead by example while supporting a dynamic, evolving organization. Demonstrated effective management coaching skills. Excellent organizational skills and attention to detail. Self‑starter able to work independently with minimal supervision as well as to successfully collaborate on a team. Composition/content skills for employee and recruitment communications. Strong analytical and problem‑solving skills. Strong supervisory and leadership skills. Ability to respond positively to changing circumstances, seek and implement change to drive business improvement. Excellent time management skills with a proven ability to meet deadlines. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of CA/federal employment laws and regulations. Excellent technical skills including proficiency with file sharing, payroll/HRIS software(s), MS Office/Teams/Outlook, willingness to learn and apply new software and platforms as necessary for the work. Ability to perform moderately complex math functions. Strong skills in Excel and the ability to prepare and analyze data are required. Experience with HR databases for performance including management and onboarding. Working knowledge of Organization Development models and concepts is highly desirable. Ability to perform duties in an atmosphere of frequent interruptions. Ability to concentrate for extended periods of time. Ability to work closely with employees at all levels to ensure a positive, constructive environment throughout the agency. Experience supporting staff who work with vulnerable populations is a plus. Passion and enthusiasm for the mission of Catholic Charities and its clients. Possess valid driver's license; at least state required minimum of auto insurance. Must pass DOJ background clearance (fingerprinting) in accordance with the Diocese of Santa Rosa’s policies, prior to start of employment. Job Analysis/Job Description Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel. The employee frequently is required to reach with hands and arms and talk or hear. The employee is often required to stand, walk, travel, and stoop or bend. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to sit or stand for extended periods while using a computer. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Frequent incoming telephone calls, scanners, and copiers as well as a wide range of clients or at times clients in distress contribute to a noise level of average to above average. #J-18808-Ljbffr