Human Resources Director

The Director of Human Resources serves as a strategic leader responsible for developing, implementing, and overseeing all human resources functions for a mission-driven nonprofit organization. This position partners closely with executive leadership to cultivate a high‑performing workforce while ensuring compliance with all employment laws, regulations, and organizational policies. As an organization committed to creating pathways out of homelessness and poverty, we intentionally hire individuals with diverse backgrounds and lived experiences. The Director of Human Resources will champion employee development by designing and implementing comprehensive training, onboarding, leadership development, and career advancement programs that support staff success at every level of the organization. The Director of Human Resources will foster a culture of accountability, professional growth, inclusion, and continuous learning while supporting a rapidly growing workforce dedicated to serving vulnerable populations with dignity and compassion. Why Join? Mission-Driven Leadership – Be at the heart of an organization dedicated to serving vulnerable communities. Strategic Influence – Shape policies and initiatives that strengthen employees and organizational impact. Collaborative Environment – Partner with passionate professionals, community stakeholders, and leadership teams. Meaningful Impact – Support programs focused on housing stability, healthcare access, workforce development, and social services. Key Responsibilities Strategic Leadership Serve as a member of the leadership team and provide strategic guidance on workforce planning, organizational development, and talent management. Align human resources strategies with the organization's mission, values, and strategic priorities. Analyze workforce trends and recommend solutions to support organizational growth and sustainability. Develop and monitor HR metrics and provide regular reports to executive leadership. Talent Acquisition and Workforce Development Oversee all recruitment, hiring, onboarding, and retention activities. Develop strategies to attract, hire, and retain mission-driven employees. Ensure hiring practices promote diversity, equity, inclusion, and opportunity. Partner with department leaders to identify staffing needs and workforce development opportunities. Create career pathways and succession planning strategies for employees throughout the organization. Training and Professional Development Lead the development and implementation of comprehensive employee training and development programs. Design onboarding programs that equip new employees with the knowledge, skills, and support necessary for success. Create individual and department-wide training plans that support professional growth and organizational effectiveness. Develop leadership training programs for supervisors, managers, and emerging leaders. Partner with external organizations, educational institutions, and workforce development agencies to expand learning opportunities. Foster a culture of continuous improvement and lifelong learning. Support employees with diverse backgrounds and experiences by identifying training, mentorship, and professional development opportunities that strengthen career advancement and long‑term success. Employee Relations and Organizational Culture Promote a positive, supportive, and accountable workplace culture. Provide coaching and consultation to supervisors regarding employee performance, conflict resolution, and personnel matters. Lead investigations related to employee concerns, grievances, and policy violations. Ensure fair and consistent application of organizational policies and procedures. Support employee engagement initiatives and recognition programs. Performance Management Oversee the organization's performance evaluation process. Train supervisors on effective coaching, documentation, corrective action, and employee development practices. Develop systems that support accountability, professional growth, and organizational excellence. Monitor performance management practices to ensure consistency across departments. Compliance and Risk Management Ensure compliance with federal, state, and local employment laws and regulations. Maintain and update personnel policies, employee handbooks, and HR procedures. Oversee employee leaves, accommodations, workers’ compensation, unemployment claims, and related processes. Partner with legal counsel and external consultants as needed. Maintain confidential personnel records and ensure proper documentation practices. Compensation, Benefits, and HR Operations Administer employee compensation and benefits programs. Conduct compensation analyses and recommend salary adjustments as appropriate. Oversee HR systems, personnel records, and reporting requirements. Manage employee benefits administration and vendor relationships. Develop and monitor the HR budget. Supervision Provide direct supervision to assigned human resources personnel. Establish clear performance expectations and development goals. Promote a culture of accountability, collaboration, and customer service within the HR department. Physical and Mental Requirements Frequent sitting; occasional walking, standing, pushing, pulling, bending, squatting, and climbing. Frequent lifting up to 25 pounds; occasional lifting up to 50 pounds. Frequent reading, close‑up work, and computer use. Frequent communication in person and by phone. Frequent decision‑making, concentration, and interaction with employees and stakeholders. Occasional public speaking and potential exposure to trauma‑related situations. What You Bring Required Qualifications Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field. Five (5) years of progressively responsible Human Resources leadership experience. Demonstrated experience in employee relations, performance management, compliance, recruitment, and organizational development. Experience developing and implementing employee training and professional development programs. Strong knowledge of California employment law and HR best practices. Excellent interpersonal communication, facilitation, and conflict resolution skills. Ability to maintain confidentiality and exercise sound judgment. Preferred Qualifications Master’s degree in Human Resources, Organizational Leadership, Business Administration, or a related field. Experience working in nonprofit, healthcare, behavioral health, social services, homeless services, or other mission‑driven organizations. Experience supporting a workforce with diverse educational, professional, and lived experiences. Equal Opportunity Employer/Veterans/Disabled The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: California Fair Chance Act Los Angeles City Fair Chance Ordinance Los Angeles County Fair Chance Ordinance for Employers San Francisco Fair Chance Ordinance To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to Benefit offerings include medical, dental, vision, life insurance, short‑term disability, additional voluntary benefits, EAP program, commuter benefits, and 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria. #J-18808-Ljbffr