Human Resources Director

Job Description

Job Description:\n\nDescription: POSITION: Human Resources Director JOB CODE: MAD2 OCCUPATIONAL GROUPING: Human Resources REPORTS TO: Executive Director CLASSIFICATION: Exempt POSITION TYPE: Full Time/Full Year (12-Months) SALARY GRADE: 64 MONTHLY PAY RANGE: $10,223.59 to $11,567.05 LOCATION: City of Industry, CA PROGRAM SUMMARY Plaza de la Raza Child Development Services, Inc. (Plaza) is a comprehensive early childhood education program with a focus on school readiness for children zero to five years of age. Developmentally appropriate services are provided for children from low-income families, zero to five years of age. Plaza de la Raza currently serves over 650 children and their families. DEFINITION Under the direction of the Executive Director, the Human Resources Director provides strategic leadership and oversight of the Agency's human resources functions, including recruitment, classification, compensation, benefits administration, employee and labor relations, performance management, workforce planning, training and development, Equal Employment Opportunity (EEO) compliance, and compliance with applicable federal, state, and local employment laws. The Human Resources Director provides direct supervision to the Human Resources staff and is responsible for planning, assigning, reviewing, and evaluating while ensuring the efficient delivery of human resources services. The position develops and implements human resources policies, procedures, and workforce strategies that support organizational effectiveness and high-quality service delivery. The Human Resources Director serves as a strategic advisor to the Executive Director by providing workforce analysis, succession planning, organizational development, employee engagement, and human capital recommendations that support the Agency's long-term goals and sustainability. SUPERVISION RECEIVED AND EXERCISED The Executive Director provides general direction and supervision. This position exercises supervision over the Human Resource Specialists. DUTIES AND RESPONSIBILITIES A.Talent Acquisition and Workforce Administration •Discusses staffing needs with the Executive Director and Director of Finance and Business Operations to ensure that program goals and objectives are incorporated into Human Resources policies and procedures and that such policies and procedures comply with applicable federal, state, and local laws. •Interacts with managers to determine recruitment needs. •Develops and distributes job postings to announce vacancies. •Reviews employment requisitions and evaluates applications based on required education, training, skills, experience, and compensation requirements. •Ensures consideration of qualified current and former program parents for employment vacancies in accordance with program requirements. •Schedules interviews for qualified applicants in coordination with management staff, the Policy Committee, and, when required, the Board of Directors. •Develops standardized interview guides, candidate evaluation forms, interview questions, and rating criteria to ensure candidates are consistently evaluated based on the knowledge, skills, abilities, and competencies required for the position. Conducts reference checks for selected candidates. Coordinates candidate communications, including the distribution and completion of pre-employment documents and background clearances Notifies candidates of unsuccessful applications or interviews. Extends offers of employment. Coordinates the onboarding process for new hires, including approvals, offer acceptance, new hire documentation, required clearances, and new employee orientation. Supports payroll administration through coordination with internal payroll staff and/or contracted payroll service providers. Ensures personnel actions, employee data, payroll records, and supporting documentation are accurate, timely, and compliant with federal, state, local, and funding source requirements. Collaborates with contracted HR and payroll service providers to ensure payroll accuracy, tax compliance, reporting integrity, and alignment with agency policies and procedures. Analyzes recruitment, applicant flow, vacancy, and hiring data to identify trends, improve recruitment strategies, and support workforce planning decisions. •Maintains an employee database that tracks required degrees, permits, licenses, and certifications. Ensures that all employees, consultants, contractors, and volunteers comply with the Agency's Standards of Conduct. B.Benefits Administration •Plans, directs, and administers employee benefits programs designed to protect employees against loss of income due to illness, injury, layoff, or retirement. •Directs the preparation and distribution of written communications regarding employee benefits programs, including insurance plans, retirement plans, paid time off, and employer-sponsored activities. •Analyzes the Agency's benefits programs and prevailing industry practices to ensure competitive and cost-effective benefits offerings. •Analyzes employee participation, utilization, and cost trends to evaluate benefit program effectiveness and develop recommendations that support employee needs and fiscal sustainability. •Evaluates services, coverage options, and programs offered by insurance and investment providers to determine those that best meet the needs of the Agency and its employees. •Recommends modifications to existing benefits programs as needed, advises management on benefit plan changes, and ensures the accurate processing of benefits-related documentation and claims. •Administers and maintains leave-of-absence programs and tracking systems, including coordination of SDI, FMLA/CFRA, and unemployment claims. C.Training •Serves as the lead developer, in collaboration with Assistant Directors and department leaders, of the Agency's data-driven Workforce Plan for the annual funding application. Analyzes workforce, program, and organizational data to identify training needs and workforce development strategies that support continuous improvement and high-quality services. •Ensures the implementation of an agency-wide training program that includes Human Resources policies and procedures, as well as the Employee Handbook. •Provides guidance to supervisors and employees regarding employment policies and procedures, agency requirements, federal, state, and local labor laws, and Grantee Instructional Memorandum (GIM) requirements. •Provides orientation training for all new employees. •Evaluates training effectiveness through employee feedback, compliance data, workforce metrics, and performance outcomes to identify gaps and recommend continuous improvement strategies. •Provides an annual overview of the Agency's Code of Conduct to all employees, parents, consultants, and contractors. • Provides educational and career development guidance to support employee growth and advancement. D.Record-Keeping •Monitors personnel files to ensure compliance with federal, state, local, and Grantee requirements and safeguards the confidentiality of employee records. •Maintains tracking systems for teaching permits, required licenses, physical examination clearances, and TB and other immunization clearances as required by Title 5 and Title 22 regulations. •Develops, reviews, and maintains job descriptions for all positions and confers with the Executive Director before implementing any additions, deletions, or revisions. •Conducts ongoing monitoring of human resources management practices to ensure compliance with federal, state, local, and funding source requirements, including Head Start Performance Standards and Grantee requirements. •Maintains oversight of all HRIS, payroll, and timekeeping systems, as well as employee databases, to ensure data integrity, security, compliance, and reporting accuracy. •Develops and analyzes Human Resources reports and workforce metrics using HRIS data to monitor staffing trends, compliance, employee demographics, turnover, and other key performance indicators. •Collaborate with internal staff and external service providers to optimize HR and payroll technology platforms and enhance reporting capabilities. •Prepares a variety of reports, presentations, flyers, announcements, notices, and other professional documents. •Processes employment verification requests and responds to reference check inquiries. E.Employee Relations •Provides guidance and serves as the initial point of contact for employee relations issues raised by managers. •Assists management in identifying, analyzing, and resolving human resources challenges. •Provides guidance and recommendations to the Executive Director on sensitive human resources matters. •Analyzes employee relations trends, workplace concerns, investigations, and corrective actions to identify organizational risks and recommend proactive solutions •Represents the Agency at personnel-related meetings, hearings, investigations, and other employment-related proceedings. •May represent the Agency in labor relations matters and union negotiations. F.Strategic Human Resources Leadership and Management •Leads the development, implementation, review, and continuous improvement of Human Resources policies, procedures, Standard Operating Procedures (SOPs), and the Employee Handbook in collaboration with internal stakeholders and external consultants, ensuring compliance with agency, federal, state, local, and funding source requirements. •Establishes and administers the Agency's performance evaluation program. •Analyzes wage and salary reports and personnel forecasts to project workforce needs, evaluate competitive compensation practices, and support personnel budget allocations in collaboration with the Assistant Director of Finance and Business Operations. Uses findings and recommendations to advise the Executive Director. •Utilizes workforce data, turnover metrics, compensation studies, and staffing trends to develop strategic workforce recommendations. •Leads succession planning, employee retention initiatives, workforce development strategies, and organizational effectiveness efforts. •Identifies workforce risks and develops proactive strategies to support recruitment, retention, employee engagement, and organizational sustainability. •Partners with executive leadership to align workforce strategies with Agency goals, workforce needs, and long-range organizational planning. •Completes and delivers written performance evaluations, annual performance appraisals, and professional development plans for assigned Human Resources staff. •Drafts directives approved by the Executive Director to communicate Agency policies and practices to department supervisors. •Provides consultative services and support to departments in the areas of organizational development and operational effectiveness. •Attends assigned meetings, trainings, and workshops. •Performs other duties as assigned by the Executive Director JOB REQUIREMENTS Knowledge of: Must demonstrate knowledge of personnel practices and theories of human resource management. Must have comprehensive knowledge of FSLA, FMLA/CFRA, PDL, ADA EEO, DOL regulations and other federal and state regulations related to employment law. Must display understanding and respect for individual differences and cultural diversity. 'Must have thorough knowledge of strategic human resources management, labor relations, payroll administration, Human Resources Information Systems (HRIS), payroll and timekeeping systems, workforce analytics, organizational development, and various software applications including Microsoft Office Suite. Must possess the ability to interpret and analyze workforce data, identify trends and prepare reports and provide data-driven recommendations to support strategic planning and executive decision-making. Ability to: Must display outstanding analytical skills, including the ability to develop systems that effectively implement, evaluate, and track key HR tasks; excellent conflict resolution skills. Must exhibit excellent oral and written communication skills, including the ability to answer questions and convey information to staff and management; effective time management skills, including ability to prioritize workload to meet deadlines clearly and concisely. Must have strong interpersonal skills such as ability to educate, and interact with all organizational levels, including the Board of Directors, Policy Committee, community agencies and business partners. MINIMUM QUALIFICATIONS Education: Baccalaureate degree with a major in the field of Human Resources, Organizational Development, Business Managements, or related field is preferred. Master's degree in Human Resources and/or certification as a Human Resources Professional is highly desirable. Experience: Minimum of seven (7) years of progressive more responsible experience in human resources management; two (2) years of supervisory experience within a large company of no less than two hundred employees. HEALTH REQUIREMENTS •Successful completion of an initial health examination, performed by or under the supervision of a physician, to determine, at a minimum, of the prospective employee can perform requirements of the job description physical requirements. •Proof of the absence of Tuberculosis, from a physician to that the prospective employee is cleared to work with children and families. •Documentation of current immunizations against Influenza, Measles (MMR) and Pertussis (TDAP). ADDITIONAL REQUIREMENTS •Fingerprint clearances from the Department of Justice (DOJ), the Federal Bureau of Investigation (FBI), and the Child Abuse Index prior to starting employment. •Completed and signed statement of any pending and/or prior criminal arrests/charges/convictions related to child sexual abuse, child abuse and neglect, and/or violent felonies. •Verification that determines eligibility for employment in the United States of America. •A valid California driver’s license and the availability of private transportation or the ability to obtain transportation to perform position duties is required. •As a mandated reporter of child abuse, must immediately report any suspected child abuse and/or neglect to Child Protective Services. •Bi-lingual in a language reflective of the population served is preferred. PHYSICAL DEMANDS The physical demands and work environment characteristics 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, stand; walk; use hands and fingers to handle or feel; reach with hands and arms; stoop, kneel, crouch; and hear. The employee may frequently lift and/or move up to twenty-five (25) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and abili