Job Description

About Safer Together

We are a health equity nonprofit bringing community care interventions to support well-being and improve health outcomes. Our current programs include providing rapid antigen COVID-19 testing and air filtration devices to community based organizations (CBOs), schools, camps, after school programs, and other organizations serving our most marginalized children and their families in the San Francisco Bay Area. Our mission is to support community well-being through peer advocacy, organizing, resourcing, training and care navigation.

During the Omicron surge in early 2022, Safer Together increased overall testing capacity in San Francisco by over 20%, and stopped the chain of potentially 30,000 new infections. 76% of those tested identify as Black, Indigenous or Person of Color (BIPOC), and represent communities disproportionately impacted by COVID-19 in San Francisco.

With our partners, we co-design and support testing programs, indoor air quality education programs and protocols to prevent community transmission of disease and to decrease the impact of disparate health outcomes. We provide testing supplies from CDPH for use in K-12 school communities and build DIY Corsi Rosenthal boxes for use in high priority neighborhoods where data shows a higher risk burden for respiratory diseases. We are privately financed by donors who care about racial justice, environmental justice, health justice and well-being of San Francisco Bay Area youth and their families; this allows us to provide free services to community members who play a vital role in ensuring that our most divested individuals have access to care.  

About the Role

The People and Culture Senior Manager will provide strategic direction, oversight, and execution of all human resource (HR) activities for Safer Together. They will work collaboratively with the People and Culture Team on positive employee experiences and engagement for the entirety of the employee lifecycle: recruitment of outstanding talent and co-creation of culture that reflects core values around racial equity, diversity, belonging and fostering meaningful relationships in and outside of the organization. Additionally, the People and Culture Senior Manager will act as a key thought partner with the leadership team on how to best sustain current staff and expand our team when necessary.

A strong candidate is experienced and enthusiastic in HR, with a passion in people success and culture, operational logistics, managing human resources platforms, and has a keen interest in developing and operationalizing systems that promote an exciting and rewarding work culture for our stellar team. The People and Culture Senior Manager will have extensive experience creating and updating policies and procedures in compliance with local, state, and federal laws. The People and Culture Senior Manager will play a critical role in creating meaningful connections among staff across the organization. 

A strong candidate for this position must be able to successfully manage multiple priorities, mitigate risks and liabilities, take initiative but ask for support when needed, meet deadlines with little supervision, problem solve, and have keen perception in anticipating issues and resolving them in a timely manner, and a keen eye for the many, multi-layered, interdepartmental and essential details of this role.

The People and Culture Senior Manager will report directly to the Co-Executive Director of Operations, Finance, and Administration. 

This is an opportunity for a passionate, progressive, community and people centered advocate to strengthen the development and growth of our organization’s team, and ultimately advance our mission to improve safety, health outcomes, and well-being in our environments by uplifting community members as leaders and working together to increase equitable access and use of free tools and resources by San Francisco community members.

Position Overview

The People and Culture Senior Manager is a hands-on people leader who is strategic and visionary. This role will ideate, design, and execute while being able to think big picture, communicate well and often with all staff, and is able to coach, mentor, inspire, and delegate to the current People and Culture Team. This People and Culture Senior Manager will focus on overall People and Culture goals aligned with our mission, vision, values. More specifically this role is responsible for overseeing and directing core human resources functions including benefits, compensation, employee relations, performance management, succession planning, compliance, organizational design, training and development, employee engagement, HR database systems; and collaboratively with the People and Culture Team and the Co-Executive Director of Operations, Finance, and Administration, oversee the design, implementation, and assessment of HR and People and Culture services, policies, and programs and assist and advise the Leadership Team about people related topics and compliance.

Managerial Responsibilities

This role manages the People and Culture Team: People and Culture Associate

Essential Duties and Responsibilities

• Reimagines, identifies, and experiments with inclusive People and Culture opportunities that result in diversity, equity, inclusion, and justice for staff and culture at Safer Together.
• Own the development of the People and Culture Team, department, and function at Safer Together in alignment with the organization’s goals; manage, train, and coach the existing People and Culture Team while continuing to build out a People and Culture function that is valued and trusted by staff.
• Research, identify, implement, manage People and Culture initiatives and issues; contributing information, analysis, and recommendations to People and Culture department and organization strategic thinking and direction.
• Design and oversee People and Culture department goals, accountabilities, strategies including talent acquisition, hiring, onboarding, compensation, benefits, talent management, career and skills development, performance management, employee engagement and fulfillment, succession planning, employee relations, employee health and safety, and compliance.
• Manage the People and Culture Team including onboarding, training, coaching, skills development, and performance management; creates clear goals and objectives for the People and Culture team to deliver in a timely manner; People and Culture Team head-count planning and hiring based on organizational needs.
• Develops action plans, project manage, measure success, and oversee People and Culture initiatives and programs in accordance with department budget.
• Drive People and Culture Team execution of designing systems, protocols and policies, resolving problems, and implementing change.
• Coach and guide organization’s managers and supervisors on employee actions by researching, developing, writing, and updating policies, processes and guidelines; communicating and enforcing organization values.
• Drive a culture of continuous feedback by upleveling managers and all staff on coaching and providing feedback.
• Partner with HR consultant and Leadership Team to provide people advice and counsel, support decisions, and guide management and employee actions by communicating and enforcing values.
• In partnership with the Co-Executive Director of Operations, Finance, & Administration, maintain a competitive and equitable compensation strategy, plan, and practices. 
• Oversee and maintain employee benefits programs and assess benefit needs and trends; recommending benefit programs to the Leadership Team; communicate benefit programs with employees.
• Ensure HR legal compliance to federal, state, and local requirements across all People and Culture programs, processes, and policies. 

Success Criteria

This role requires the following competencies to ensure success:

• • Strategic Direction – Contributes and executes on long-term direction and strategic planning of: the People and Culture department, operational and organizational values and goals, and emerging HR databases, systems, budgetary, technological, and regulatory conditions.
  • Building & Cultivating Organizational Culture – Advocates for DEIJ policies and changes and successfully informs and collaborates with staff on them. Implements positive and DEIJ culture in alignment with the organization’s mission, vision, values, strategies, and goals.

• • Relationship Building – Cultivates and strengthens trust with staff, between staff, and as an organization through servant leadership, continuous engagement, consistency, cultural humility, individual humility, and communication skills. Takes action to lift up communities and community members as the expert of their experiences.

• • Cultural Humility – Remains open to continuous learning, feedback, and self-reflection. With a people first value and lens, intentionally listens to understand others’ values, needs, desires, and responses (“meeting others where they are”).
  • Building Organizational Talent – Establishes systems and processes to attract, develop, engage, and retain talented individuals; creates a work environment where people can show up as their full selves and realize their full potential, thus allowing the organization to meet current and future challenges.
  • Operational Decision Making – Securing and comparing information from multiple sources to identify operational and organizational issues and weighing alternative solutions against important decision criteria.
  • Leadership Presence – In alignment with organization’s mission, vision, and values, continually build trusting connections and engagement with staff and inspire and model servant leadership.

Qualifications

Knowledge, Skills, and Abilities

• In-depth knowledge of labor law and best practices, as well as changes and trends in employment practices
• Strong leadership skills and the ability to demonstrate and lead on values, initiatives, and culture of the organization
• Expertise in anti-racist HR practices
• Demonstrated success in trust building and implementing values aligned DEIJ skills and practices virtually and and in-person
• Empathetic and sophisticated understanding of the myriad of social, economic and personal issues and trauma and/or violence of marginalized and divested communities of color and ability to articulate this understanding to diverse audiences
• Integrity, credibility, and dedication to community centered work: racial equity, environmental justice, public health, mental health, and well-being, particularly related to youth and families; lived experience, especially with the communities we serve, preferred 
• Demonstrated commitment to promoting social justice by actively fighting racism, classism, homophobia, ableism, ageism, sexism and all other forms of oppression 
• Willingness to learn about, model, and actively use multicultural awareness in daily work 
• Willingness to learn, give and receive feedback, supportive of creative environments that encourage knowledge sharing
• Excellent verbal, written communication, and relationship building skills
• Experience scaling nonprofit teams and supporting teams in transition
• Operational decision making that involves the appropriate individuals; development of  appropriate plan of action from multi-disciplinary perspectives
• Ability to see the “big picture” without loss of attention to detail
• Initiative, exceptional organizational skills, good judgment, and ability to work independently and as part of a team 
• Demonstrated track record and ability to project manage from start to finish e.g., ideation, planning, budgeting, documenting, executing and delegating tasks, and continually assess, analyze, adjust, and evaluate project in a timely manner
• Proficient with Microsoft Office applications, including Word, Excel, PowerPoint; Google Suite including Google Meets; Zoom and other virtual meeting platforms; and HR databases/software applications such as Gusto and Lattice.

Preferred Education and Experience 

• Bachelor’s degree or equivalent in Human Resource, People and Culture, or Organizational Development or equivalence in 3+ years of experience 
• 3+ years of progressive leadership experience and in HR and People and Culture positions
• 3+ years of people management experience

Desired Experience

• 4+ years of human resource experience and/or specialized training in people operations/success
• Professional certification(s)
• Active affiliation with progressive Human Resource and People and Culture networks and organizations 
• Possess ongoing affiliations with leaders and individuals in organizations that successfully practice DEIJ People and Culture initiatives, programs, strategies

Hours of Employment: Monday – Friday, 9 a.m. – 5:30 p.m. Occasional evening and weekend hours. 

Compensation: $85,000 – $95,000 depending on experience and expertise 

Benefits: Health Insurance including Dental and Vision Insurance, Life Insurance, Disability, 401K retirement plan with employer 1% match, 16 paid holidays (including 5 days for Thanksgiving and 5 days between Christmas and New Years) and 3 weeks accrual paid vacation time and an annual increase of 1 additional week.

Equal Employment Opportunity

Safer Together is an equal opportunity employer. We celebrate diversity and racial equity and are committed to creating an inclusive environment for all employees.

How to Apply

Job Categories: Equal Opportunities. Job Types: Full-Time. Salaries: 80,000 - 100,000.

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