Job Description

Schedule: Monday – Friday, with nights and weekends as needed

Benefits: Medical, Vision, Dental, Life Insurance, 403(b) Retirement plan

SUMMARY

At The People Concern, we are on a mission to end human suffering. Our work directly impacts the lives of thousands of people annually and brings us one step closer to securing a future where no one has to live outside or in a violent household. At the heart of our organization are our people: we’re committed to a culture that fosters connection and belonging so that all staff and program participants feel welcomed, valued, respected and empowered to be their best.

Reporting to the CEO as a member of the Executive Leadership Team, the Chief Human Resources Officer (CHRO) is responsible for human resources strategy in support of the overall business plan and strategic direction of the agency, including HR compliance, talent acquisition and development, benefits, and compensation. The CHRO works closely with executive and senior leadership to create and facilitate a positive culture, and develop and implement policies, procedures, and processes to ensure compliance with all applicable laws and regulations.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Strategic Oversight: Exercise an advanced level of human resources expertise, knowledge, skill and consultative leadership to establish and implement HR efforts that effectively communicate and support the agency’s mission and strategic vision.
   1. Collaborate with Executive Leadership and Human Resources teams to create and implement strategies and success measures, ensure alignment in the agency’s vision, goals and practices, and consistency in internal and external messaging.
   2. Work with all People Leaders in moving forward the work of the agency through its staff, role modeling and ensuring collaborative and positive problem-solving, demonstrating a sense of responsibility for agency resources and outcomes, and continuously learning and improving.
   3. Serve as HR thought leader to the Board of Directors related to governance and best practices.
   4. Provide counsel to CEO on employment matters.
   5. Act as a catalyst to leverage best practices and resources across the agency to promote a culture of inclusion, learning and compliance where all employees are able to thrive and be engaged.
   6. Articulate expectations for and role model the collaboration with all levels of staff needed to ensure agency values regarding the role of Human Resources are understood and upheld.
   7. Supervise and lead staff by assigning, planning, monitoring, and appraising job results, evaluating performance, and developing staff according to agency’s philosophy and practice of People Leaders. Set department and individual goals to support agency initiatives and mission.
   8. Assist with developing and managing an approved annual HR budget.

1. Compliance:
   1. Maintain an extensive knowledge of current federal, state, and local regulations and requirements regarding employment and other human resources  issues
   2. Create, monitor, and update human resource policies, procedures, practices, and documents to ensure consistency, fairness, and compliance with local, state and federal regulations and requirements.
   3. Support the development and implementation of the Affirmative Action Program (AAP), including promoting effective affirmative action activities through education, training and guidance.
   4. With Safety department, Chief Compliance Officer and others, ensure employee and physical plant safety. Work with agency workers’ compensation insurer and staff to reduce injuries and resulting claims as measured on a year-to-year basis.
   5. Partner with the Chief Diversity, Equity and Inclusion Officer to ensure DEI Program components are in compliance with legal and regulatory requirements (e.g., EEO and Affirmative Action). Work with DEI on an ongoing basis to assess and ensure all stages of the employee lifecycle are in line with the agency’s DEI strategies and priorities.
   6. Work with agency employment and immigration law counsel on legal matters, including claims, lawsuits and work status requirements.
   7. Oversee HR team reporting of information to various government agencies, benefits brokers and providers.
   8. Prepare periodic reports of human resource-related activities.
2. Talent Management:
   1. Oversee employee performance evaluation and feedback processes.
   2. Develop and deliver employee training in HR-related topics, through both recurring meetings and the People Leader Academy, and on an as-needed basis.
   3. Coach supervisors and consult on organizational effectiveness and workforce issues.
   4. Oversee exit processes and work to reduce negative employee turnover.
   5. Provide guidance, taking a leading role when appropriate, on employee relations issues, including incident investigations, performance improvement plans, performance management, and terminations.
   6. In conjunction with Learning department and others, create and implement employee development opportunities, career paths and success planning.
3. Recruitment and Hiring:
   1. With the Recruitment Manager, develop comprehensive strategic recruiting and retention plans to meet the human capital needs of the agency, including direct service, clinical and administrative departments with open positions across multiple sites and a wide variety of roles.
   2. Oversee staff recruitment, orientation, and onboarding processes.
   3. With HR staff, develop and keep current job descriptions, policies, and procedures related to recruitment and hiring.
4. Benefits and Compensation:
   1. Oversee creation and administration of a desirable package of employee benefits, including collaboration with Compensation and Benefits Manager, insurance brokers, carriers, and plan administrators
   2. In conjunction with HR team and Finance, develop and maintain systems, processes, and policies that effectively administer compensation programs and comply with federal and state regulations, including job classifications and job descriptions.
   3. Oversee administration of LOA programs and policies in accordance with the applicable federal and state employment laws (FMLA, CFRA, PDL, ADA, USERRA, etc.)

QUALIFICATIONS

1. Bachelor’s degree in business, human resources or a related field from an accredited college or university, or equivalent experience is required. Master’s Degree in Business, HR Management or a related field and/or PHR, SPHR, SHRM-CP, or SHRM-SCP certification is preferred.
2. Minimum of ten years’ progressive experience in human resources management within a medium to large organization (over 500 employees), preferably social services or non-profit sector, is required. At least three years of executive HR experience is preferred.
3. Strategic Human Resources experience, including responsibility for Affirmative Action Plans, is required.
4. Extensive knowledge of current federal, state, and local regulations and requirements applicable to agency human resources is required.
5. Experience with benefits administration and compensation management is required.
6. Proven experience working directly with CEO, Executive Leadership and Board of Directors on human resources strategies and programs is required, with a record of consulting to business leaders and designing, developing, and implementing high impact team effectiveness and capability building solutions using a variety of delivery methodologies.
7. Experience with research and data analysis, and a demonstrated capacity for data-driven decision-making is required.
8. Exceptional leadership and interpersonal skills, with the ability to maintain a high degree of integrity, credibility, and trustworthiness, and ability to build strategic networks with internal and external stakeholders are required.
9. Must have strong communication skills; excellent verbal, written, presentation and public speaking skills required, with demonstrated ability to inspire, mentor and influence others to achieve solutions to meet organization objectives, proactive in providing solutions, resolving issues and overcoming obstacles. Ability to be discerning and consistent in morale and judgment, especially when facing opposing views and arguments.
10. Demonstrated uncompromising level of confidentiality and discretion in handling sensitive and proprietary information.
11. Demonstrated ability to deliver high caliber work within a matrixed, collaborative, fast-paced environment. Strong organizational skills needed to interface with departments across the agency.
12. Current, valid California Driver’s License with an acceptable driving record required.
13. Bilingual Spanish preferred.

The People Concern is an equal opportunity employer dedicated to non-discrimination in employment. We select the most qualified individual for the job based on job-related qualifications regardless of race, color, age, sex, religion, national origin, disability, ancestry, marital status, credit history, sexual orientation, arrest and court record, genetic information, veteran status or any other status protected by federal, state or other applicable laws.

How to Apply

Job Categories: Equal Opportunities. Job Types: Full-Time. Job Tags: chief, director, executive, HR, human resources, and officer. Salaries: Not Disclosed.

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