POSITION: Director of Human Resources

REPORTS TO: Chief Operating Officer

STATUS: Full-Time; Exempt

COMPENSATION: Annual Salary $85,000 - $100,000 depending on experience and certifications

BENEFITS: Medical, Dental, Vision, and Life Insurance; Employee Assistance Program; 403(b) Retirement Plan; Paid Holidays, Sick, and Vacation

LOCATION: Sacramento, CA (this position may become eligible for 1-2 days of remote work after 6-months of satisfactory on-site performance)

JOB SUMMARY: The Director of Human Resources is responsible for developing and maintaining a positive workplace culture and executing human resources strategies in support of the Center's mission, vision, values, and culture, specifically in the areas of talent management and retention; change management; diversity, equity, inclusion, and belonging; organizational and performance management; training and development; compensation; and succession planning. This position is the Center’s sole HR professional and acts as a liaison between managers and employees on all human resources-related matters, facilitates key communications, and leads or facilitates ongoing human resources-related day to day functions and activities for a rapidly growing 50 FTE organization. This position is supported in part by the Office Manager, works closely with the Senior Leadership Team and is highly collaboratively with all members of the Finance & Operations Team including the Chief Operating Officer, Senior Accountant, Grant Finance Director, Data Manager, Facilities Coordinator & Custodian, Executive Assistant, and external contractors.

ESSENTIAL FUNCTIONS:

1. Lead the creation and maintenance of a productive organizational culture that is grounded in values including equity and inclusion.

2. Manage all human resource functions for the organization including serving as the primary interface with benefit providers, HRIS systems, payroll providers, legal counsel, and other risk management professionals.

3. Lead talent development and employee engagement.

Strategic Leadership and Organizational Culture:

1. Lead a comprehensive HR strategy and programs that that support the Center’s staff, programs, and departments.

2. In partnership with the Deputy Chief Program Officer and the employee driven Equity Committee, oversee and implement organization-wide efforts to champion diversity, equity, inclusion, and belonging initiatives.

3. Continuously examine policies, procedures, and cultural norms with a racial justice and intersectional lens, and make recommendations on changes that will create an inclusive and supportive Center for employees, volunteers, clients, and community members.

4. Develop compensation, benefit, professional development, and operational strategies that support the organization’s goal of becoming a workplace of choice with high employee satisfaction. 

5. Formulate and recommend Human Resources policies on any topic associated with employee relations or updates to comply with updates to current laws or regulations.

6. Work with senior leadership to develop and establish a plan for management succession in alignment with the strategy and objectives of the organization.

7. Make recommendations related to how work is changing and the organizational and cultural transformation needed to help all employees adjust quickly and champion change.

Human Resource Management:

1. Responsible for all human resources operational functions, including day to day implementation of human resource planning, recruitment and hiring, compensation and benefits, leaves of absence, performance management and evaluations, professional development and training, employee and labor relations, corrective actions and terminations, HR compliance, workplace safety, and employee satisfaction.

2. Serve as the lead for employee relations issues including employee complaints and/or grievances; counsel and facilitate communication amongst employees and managers, complete or coordinate investigations with external investigators as necessary, and prepare and maintain related documentation.

3. Develop standard operating procedures for Human Resources functions and support consistent implementation and compliance across the agency.

4. Provide necessary education and materials to managers and employees including workshops, manuals, employee handbooks, standardized reports, and conduct new employee orientations and other ad hoc trainings.

5. Responsible for compliance, maintenance, and confidentiality of employee and other human resource related records in accordance with proper personnel practice, organization policy, contractual agreement, and/or statute.

6. Partner with Office Manager to ensure the accuracy of payroll and timesheet records, benefits accrual and deductions. Serve as backup payroll administrator.

7. Serve as primary contact to workers’ compensation carrier and administrators, ensure timely reporting, maintain and monitor all workers’ compensation case files, follow up on open cases, and manage industrial leaves of absence.

8. Serve as the organization’s compliance officer to ensure all state and federal employment and reporting requirements are met, including but not limited to, Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA), Employee Retirement Income Security Act, (ERISA) the Department of Labor, workers’ compensation, the Occupational Safety and Health Administration and Cal/OSHA.

9. Ensure operation controls and oversees all aspects of surveys and audits related to Human Resources, including but not limited to the workers’ compensation program, audits and the 403(b) retirement plan audit, annual financial audit, and all compensation and benefits surveys and compliance requirements.

Talent Development and Employee Engagement:

1. Collaborate with organizational leaders on staff planning, development of new position descriptions, targeted strategies that attract qualified candidates, and inclusive search processes.

2. Lead recruitment, hiring, and onboarding of new employees including posting and advertising new positions, managing the search process, and conducting employee orientation programs.

3. Develop and manage employee professional development programs including legal compliance and position required trainings, management skill development, and employee interest driven external opportunities; Maintain and serve as administrator of a learning management system to track and report.

4. Research and resolve questions from managers and employees as they relate to legal compliance, HR policies, practices, procedures, or programs.

5. Coach managers regarding communication approaches, feedback, recognition and interaction responsibilities with direct reports, making certain that managers are supported in communicating with staff successfully, ethically, honestly, and legally.

6. Lead the annual performance evaluation process, training staff, and managers on how to complete evaluations. 

7. Track and analyze data related to hiring, employee complaints and satisfaction, exits, etc. identifying trends and making data driven recommendations to senior leaders.

8. Collaborate with the Leadership Team to develop systems and documentation that support institutional resiliency and continuous learning such as an annual review of job descriptions, development of position-based job manuals and standard operating procedures, cross-training, emergency preparedness planning.

GENERAL DUTIES:

1. Functions as a strategic member of the Leadership Team regarding key organizational and management issues.

2. Support planning, facilitation, and evaluation efforts for staff and board retreats and other employee engagement events. 

3. Facilitate or participate in staff meetings, planning meetings, committee meetings, and other meetings as needed.

4. Collaborate with the Community Engagement & Volunteer Services Manager to support a successful volunteer resource program and maintain compliance with organizational policies and procedures.

5. Participate in a rotating Leader On-Call Program to support on-site staff in case of after-hours emergencies.

6. Handle a variety of special projects and other related duties, as assigned.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice. 

QUALIFICATIONS AND EXPERIENCE:

1. Direct experience working with a diverse LGBTQ workforce, including extensive knowledge of the spectrum of gender and sexual identities and a demonstrated ability to work effectively with people of diverse races, ethnicities, nationalities, socio-economic backgrounds, religions, ages, English-speaking abilities, immigration status, and physical abilities in an intersectional environment.

2. Personifies an equity mindset--understands and is committed to diversity, equity, inclusion, justice, and belonging in the organization’s work and workplace; experience leading DEIJB initiatives is preferred.

3. Strong critical thinking skills and high emotional intelligence--consistently identifies, gathers, and applies relevant information to their work; 

4. Highly collaborative orientation--builds trusting relationships with employees, supervisors, and organizational leadership; helps colleagues as needed, and views responsibilities as shared. 

5. Experience recruiting diverse candidate pools, developing equity driven compensation and retention programs, and creating manager and employee development and training programs. 

6. Superior skill in coaching managers with employee relations issues and supporting compliance with laws and regulations governing employment in California.

7. Thorough knowledge of management principles and practices, organizational development, operations, and applying technology systems related to human resource management.

8. Experience partnering with external benefit administration providers.

9. Excellent interpersonal, verbal, and written communication skills including facilitation, conflict resolution, and negotiation skills.

10. Ability to quickly synthesize and interpret information, present numerical data in a resourceful manner, and skillfully gather and analyze trends in data with an exceptional level of detail.

11. Exceptionally high level of professional and personal integrity, organizational and individually consistent accountability; and a continuous learning/improvement mindset.

REQURIEMENTS:

1. Personal commitment to the Center’s mission and work to create a region where all LGBTQ people can thrive and a passion for LGBTQ issues including a robust understanding of anti-racist frameworks, intersectionality, and systems of oppression.

2. Education: Bachelor’s Degree in related field; six or more years of direct HR management experience may be substituted for formal education in combination with one or more HR certifications.

3. Experience: 5 years of human resources management experience with increasing levels of responsibility is required.

4. Certifications: Human resources certification, such as SPHR, PHR, PHRca, is strongly preferred.

5. Computer/Office Equipment Skills: Superior proficiency working with Microsoft Office, particularly Outlook, Word, Excel, PowerPoint, OneDrive, and Teams. Strong experience using digital HRIS & payroll systems (Rippling is preferred).

6. Work Schedule: This position is primarily in-person at the Center’s Lavender Heights location, 9 a.m.-6 p.m. Flexibility is necessary to occasionally participate in evening or weekend events or meetings. Occasional travel to the Center’s 3 locations and other local travel will be required.

7. Transportation: Access to reliable automobile transportation with a valid driver’s license and proof of insurance is required. 

8. Physical Demands: The person in this position may be required to sit or stand for extended periods, operate office equipment, open and close filing cabinets and boxes, and communicate messages by telephone. 

9. Background Check: Offer of employment may be contingent on satisfactory results of a criminal history background check. 

10. Employment Eligibility: Employees must be legally permitted to work in the United States.

11. Drug Free Workplace: The Sacramento LGBT Community Center is a drug free workplace; employees may be subject to a drug test.

12. Vaccination Requirement: All employees are required to be vaccinated for COVID-19 and are encouraged to stay up to date annually or obtain an approved medical or religious exemption. Documentation will be required prior to your first day of work. 

ABOUT THE ORGANIZATION:

The Sacramento LGBT Community Center works to create a region where all LGBTQ people can thrive. We support health and wellness, advocate for equity and justice, and work to uplift a diverse and culturally rich LGBTQ community.

EQUAL OPPORTUNITY:

The Sacramento LGBT Community Center is proud to be an equal opportunity employer. All individuals, including those of color, women, persons with disabilities, and persons who are lesbian, gay, bisexual, transgender or intersex are encouraged to apply. The Center maintains a policy of non-discrimination with respect to employees, volunteers, interns, and applicants. No aspect of employment will be influenced in any matter by actual or perceived race, color, religion, religious creed, ancestry, sex, age, national origin, marital status, ethnicity, sexual orientation, gender identity and/or expression, physical or mental disability (including HIV or AIDS), medical/mental condition, genetic information, veteran or military status, or any other basis prohibited by statute; nor as to any individuals associating with an individual of any legally protected class.

TO APPLY:

Please submit application materials through our career portal at saccenter.org/careers. No phone calls please. Posting will remain up until position is filled.