Director of Human Resources

Director of Human ResourcesCCDC is entering a significant next chapter. The organization's Strategic Action Plan calls for stronger people systems, more intentional leadership development, clearer accountability structures, and a culture where institutional knowledge is built and shared. The Director of Human Resources will be a trusted leader and central partner in making that possible.The Director is a key member of the Management Team, leading strategic talent and culture efforts across a diverse organization. They use their knowledge, skills and experience to influence and drive change across the full employee experience, serving as a visible, trusted advocate across the organization, representing the HR team upward to leadership, building partnerships across departments, and creating the working environment that staff need to do their best work. The Director is thoughtful about CCDC's diversity, including the needs of non-native English speaking staff who are central to our community-facing work, and committed to equity in how HR practices are applied. This role reports to the Chief Operating Officer.Status: Full time, ExemptHours: Monday through Friday, 9:00AM to 5:30PMLocation: San FranciscoSalary: $169,000 - $178,000; Comprehensive BenefitsThe Organization: A private non-profit founded in 1977, Chinatown Community Development Center believes in a comprehensive vision of community. We own and/or manage approximately 30 affordable housing buildings serving over 3,800 low-income seniors, single adults, formerly homeless adults, and families of diverse ethnic and cultural backgrounds in San Francisco's Chinatown, Tenderloin, Western Addition, and Polk Gulch neighborhoods. We also build housing, develop grassroots leadership, and engage low-income residents and youth. Our employees are passionate about the mission; thrive in a family organizational culture; and embody values of empowerment, teamwork, and compassion. Chinatown CDC serves a diverse population and is committed to hiring practices that provide culturally competent services. We encourage people of color to apply.What You Will Do:The Director sets direction for a full-service HR team and is accountable for the quality and coherence of everything the team produces, from how staff are recruited and onboarded to how the organization learns, develops, and holds itself accountable. This means ensuring the right people, systems, and priorities are in place, coaching the team to operate with excellence and independence, and making judgment calls on the issues that need senior leadership attention. The Director's job is to elevate, champion and remove roadblocks to facilitate the work of the team, not to do it for them.Beyond the HR team, the Director serves as a thought partner and ally to leaders across the organization, someone managers and directors can turn to when navigating people challenges, building team culture, or thinking through decisions that affect staff. This is a relationship built on trust and credibility, not just access to HR processes.Essential Functions/Job ResponsibilitiesBusiness Partnership and Advisory:Serves as a strategic partner to the Executive Team and Department Leaders, helping shape and drive the people strategy that supports CCDC's organizational direction.Establishes credibility throughout the organization and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of CCDC's objectives and goals. Coaches and influences senior leadership to drive cultural change and employee engagement that supports the organization's goals.The Director holds ultimate accountability for workforce planning, departmental budgeting, organizational risk, and benefits strategy: functions that require senior ownership and organizational alignment, not just technical oversight.HR Operations, HR Team and Employee Relations:Oversees the full range of HR operations including employee relations, benefits, compensation, talent acquisition, onboarding and offboarding, LOA, workers' compensation, and payroll coordination (in partnership with the Fiscal Department)Ensures HR practices are applied equitably across the organization, with particular attention to staff whose primary language is not EnglishOwns the roadmap for scaling HR systems, processes, and staffing in line with CCDC's Strategic Action Plan.Translates strategic priorities into operational reality by aligning communication, resourcing, and measurement so results are sustainable and trackable · Coaches managers on employee relations issues and respond to appeals, claims, and legal document requests on behalf of the organizationLeads and coaches the HR team to deliver exceptional service to managers and staff, ensuring team members understand both CCDC's and HR goals and how their work contributes to themTalent Acquisition and Onboarding:Lead talent acquisition and workforce planning to build a diverse, mission-aligned team and be a strategic partner and advocate for hiringCoaches recruiters and hiring managers on effective, equitable hiring practices and hold accountability for our processes and timelinesEnsures recruitment practices support a diverse and inclusive workforceWorks with recruiter to strategize and deploy time-to-fill goals with appropriate sourcing strategiesMonitors the effectiveness of onboarding to ensure new hires have what they need to succeedLearning and Manager Enablement:Oversees learning and development and support staff growth and internal mobilityPartners with department leaders to identify internal growth/promotion opportunities for staffPlays a key role in identifying and developing leaders with the appropriate skills and competencies to lead CCDC to meet future goalsCompensation and Benefits:Leads compensation management, conduct and analyze market surveys, and partner with hiring managers and leadership on salary decisions and structureOwns the full benefits lifecycle: plan design, annual renewal, broker and vendor management, and ongoing administrationEnsures benefits offerings remain competitive, cost-effective, and aligned with the needs of a diverse workforce, including staff who may need additional support navigating plan optionsEnsures benefits information is clearly and consistently communicated and accessible to all staffSupervisory:Leads the HR team with a coaching approach, modeling the trust and accountability the team needs to do its best workSupports and fosters a continuous learning mindset within the HR departmentRisk Management:Ensures compliance with federal, state, and local employment law and manage organizational risk across HR practicesOther:Embodies organization values (respect & compassion, empowerment, teamwork)Contributes to a safe and pleasant work environmentFollows policies, procedures, and safe work practicesOther duties as assignedWhat You Bring :A genuine commitment to the communities CCDC serves, and an understanding of why HR in a mission-driven organization requires both technical rigor and deep human careDemonstrated ability to build trust across a diverse workforce, including with staff whose primary language is not EnglishStrong communicator who can articulate complex HR issues clearly to staff, managers, and executive leadership, and who brings challenges to the table with context and recommended paths forwardA relationship builder who actively connects themselves and the HR team to the broader organization and makes the team's work visible across CCDCPatient, empathetic, and humble, with the self-awareness to know that earning trust in a complex organization takes time and consistencyDemonstrated ability to identify knowledge gaps and a genuine interest in brainstorming solutions collaborativelyStrategic thinker who can translate vision into action, anticipate organizational needs, and know how to apply the right knowledge at the right momentExperienced working at a senior HR level in a nonprofit or mission-driven organization, with an understanding of the constraints and values that shape that contextStrong working knowledge of California employment law and HR compliance requirementsProven ability to influence organizational decisions at the senior leadership level, with a track record of shaping strategy, not just supporting it · Experienced owning senior-level accountabilities including departmental budgets, workforce planning, and organizational risk, with a track record of making decisions in these areas, not just advising on themCompetencies:Collaboration:Builds trust-based relationships across the organization and creates conditions where others can contribute fullyIndependent Judgment:Assesses complex situations and acts decisively, knowing when to own a decision and when to escalateBusiness Acumen:Grounds HR decisions in organizational context