Senior Human Resources Manager

SOMOS Mayfair is seeking a mission-aligned Senior Human Resources Manager (Senior HRManager) to support and strengthen our people-centered strategies and practices through anequity-focused HR lens.The Senior HR Manager is a newly defined role created to centralize andadvance a core body of work previously managed by the Director of Administration. While theposition itself is new, the candidate will step into a mature infrastructure with establishedprocesses. This role is ideal for a well-rounded experienced HR professional who is passionateabout social justice and eager to build inclusive, responsive systems that reflect the livedexperiences of immigrant, working-class, and multi-generational communities. The Senior HRManager is the sole architect and executor of the HR function. Reporting directly to aCo-Executive Director, this role blends high-level strategic planning with hands-on operationaldelivery. The Senior HR Manager will play a key role in maintaining core HR operations includingpersonnel recordkeeping, benefits administration, recruitment, onboarding, compliance, andemployee relations. They will support staff development and well-being through thoughtfulcoordination of training, workforce development initiatives, and internal policies that prioritizeequity and accountability. This position requires a balance of technical HR skills and strong interpersonal judgment, with adeep understanding of how traditional HR practices can reinforce systemic inequities. The idealcandidate will be detail-oriented, highly ethical, and committed to fostering a healthy, inclusiveworkplace culture aligned with SOMOS Mayfair’s values and vision. This position offers theopportunity to shape HR strategy in a mission-driven organization while working alongside apassionate and diverse team dedicated to community transformation. Duties and Responsibilities (approximate % of time) Strategic Partnership and Alignment (25%) Serve as a trusted thought partner to the Co-Executive Directors and Director Bench onpeople leadership, organizational culture, workforce planning, team dynamics, changemanagement and organizational health Coach and support Directors and managers in managing performance, navigatingdifficult conversations, and building strong teams Take ownership of HR budgets in partnership with Co-Executive Director and Director ofFinance and Operations, ensuring responsible planning, forecasting and resourcealignment Provide management with information and training related to interviewing, performanceappraisals, coaching techniques, and documentation of performance issues Partners with the Managers Bench leadership team to understand and execute theorganization’s human resource and talent strategy particularly as it relates to current andfuture talent needs, recruiting, retention, and succession planning Partner with department directors to implement restorative justice and trauma-informedstrategies when addressing personnel issues, prioritizing harm reduction andprofessional growth over punitive measure Implement programs and initiatives that support employee wellbeing, such as wellnessprograms and work-life balance initiatives; Always uphold our full SOMOS model. Support families and partners to understand thisway of working by modeling our integrated approach Seek out opportunities to collaborate to across SOMOS departments and build relationships Talent Acquisition and Workforce Development: (30%) Manages the talent acquisition process, which includes finalizing job descriptions, overseeing recruitment, interviewing, and hiring of qualified job applicants, includingpreparing offer letters and onboarding paperwork Coordinate and conduct new employee onboarding and orientation programs to fosterpositive attitude toward organization Conduct exit interviews and ensure that necessary employment termination paperworkis completed Analyze training needs to design employee development and assist with thecoordination of existing training programs Lead the continuous refinement of the Performance Management System, transitioningit from a standard compliance exercise into a mission-driven tool that fostersaccountability, transparency, and professional excellence Partner with department directors to design and manage individual leadershipdevelopment programs to identify and prepare the next generation of leaders from withinthe organization's existing workforce Compliance and Risk Management (30%) Reviewing and revise HR policy and processes to address historical and systemicinequalities often found on traditional HR processes Confer with the Co-Executive Director and the management team to develop andimplement personnel policies or procedures Provide guidance to employees and managers on existing policies and procedures Support ongoing education of management and supervisor about all regulatory and legalrequirements that can affect the organization Ensure consistent, fair, and transparent application of HR policies across theorganization Support with regular internal audits that help HR department proactively identify andaddress potential compliance issues before they escape into serious problems Maintaining accurate and up-to-date employee files, both physical and digital, includingpersonnel information, organizational charts, employee rosters, performance evaluationforms, training records, etc. Process general documents for any employee changes, such as promotions, transfers,and terminations Manage all aspects of workers’ compensation insurance, including claim reporting andcoordination, compliance with state regulations, and contract renewal across all states Maintain compliance with federal, state, and local employment laws and regulations, andrecommended best practices; reviews policies and practices to maintain compliance Maintains knowledge of trends, best practices, regulatory changes, and newtechnologies in human resources Stay current on employment law, HR practices, and emerging approaches relevant tononprofit, equity-centered and community-rooted workplaces Lead the continuous research and implementation of progressive HR practices that alignwith our commitment to being an equity-centered, community-rooted workplace Payroll and Benefits Oversight (10%) Partner with the Finance Team to ensure accurate compensation for all employeesacross the organization, including the implementation of wage & hour policies andannual compensation changes Process state-related employee claims, including garnishments, disability, paid familyleave, and unemployment Manage the annual review, selection, and enrollment of organizational benefits, including401K, and health insurance. Administer employee benefits programs, such as health insurance, retirement plans, and other rewards; handle all employee inquiries related to benefits Administrative (5%) Create and execute an annual work plan, that includes organizational strategies andmilestone deadlines Execute a Learning & Professional Development Plan to develop or strengthen essential skills and seek opportunities for greater and on-going learning, including community organizing models and the practice of popular education pedagogy Participate in agency wide decision-making arenas and in regular internal political education as needed Contribute to the development of organizational world-view and development of strategic plan Participate in SOMOS Mayfair staff meetings and training and support major organizational campaigns and projects Ideal Candidate Qualifications and Qualities Deep passion and commitment to advancing social justice in immigrant, workingclass and multi-generational communities Understand the ways in which traditional HR practice can perpetuate exclusionarysystems Understand the impact of traditional HR practices on systemic racism and bias in theworkplace Demonstrate sensitivity to different cultural backgrounds and lived experiences ofpeople of color Act with integrity, professionalism, and confidentiality Ability to develop constructive and cooperative working relationships with others,and maintain them over time Dedicated to building equitable experiences and strengthening inclusion acumenacross the organization Models inclusive behaviors and proactively manages bias in everyday interactions Takes full ownership of tasks and remains accountable for successful outcomes Upholds strong moral and ethical standards, even when faced with challenging decisions Approaches sensitive employee relations and conflict resolution with strict confidentiality, objectivity, and a commitment to restorative practices Welcomes feedback as a means to professional and personal growth Expertise in principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems Key Knowledge, Skills, and Abilities Bachelor’s degree in Human Resources; or a minimum of 5 years of human resourcemanagement experience, preferably in a nonprofit or mission-driven organization SHRM-CP/PHR or HR Generalist Certification, preferred Thorough knowledge of employment-related laws and regulations Excellent verbal and written communication skills Excellent interpersonal, negotiation, and conflict resolution skills Excellent organizational skills and attention to detail Strong analytical and problem-solving skills Negotiations skills - ability to bring others together in an attempt to reconcile differences Ability to handle difficult conversation such as complaints, settling disputes, andresolving grievances and conflicts, or otherwise negotiating with others Ability to maintain composure, keeping emotions in check, controlling anger, andavoiding aggressive behavior, even in very difficult situations Knowledge of principles and methods for curriculum and training design and instructionfor individuals and groups, and the measurement of training effects Proficient in English and Spanish; ability to read, write and speak in both languagesrequired Position Requirements Flexibility in your schedule to attend evening and weekend job activities as needed Ability to work onsite (in person) at our San José, CA location Valid California driver’s license with a clean driving record and current proof of insurance DOJ fingerprint and background clearance TB clearance and Mandated Reporter certification Participation in all mandatory professional development trainings and staff sessions,including Universidad Popular Mayfair (UPM) #J-18808-Ljbffr