OUR ORGANIZATIONAL HISTORY & TRAJECTORY 

San Francisco Community Health Center (SFCHC) has been an anchor organization in the Tenderloin neighborhood of San Francisco for 35 years. Formerly known as “Asian and Pacific Islander Wellness Center”, SFCHC started in the 1980s as a grassroots organization responding to the HIV epidemic in Asian and Pacific Islander communities. SFCHC expanded over time to become one of the largest transgender‐serving organizations in San Francisco, the HIV Center of Excellence for the Tenderloin, a national HIV prevention capacity building assistance provider, and in 2015 became the newest Federally Qualified Health Center (FQHC) in San Francisco in over 40 years. 

OUR TRANSFORMATION TO A COMMUNITY HEALTH CENTER 

Over the past six years, SFCHC has established its foundation as a community health center, currently providing primary medical, dental, and behavioral health care alongside street medicine and outreach. SFCHC takes its mandate to serve low‐income and unhoused communities with the highest quality health care seriously, as the clinic is HRSA‐funded as both a Community Health Center Program and a Health Care for the Homeless Program. SFCHC’s current focus is to sustain its high level of functioning, to support and retain their highly talented clinical team, to expand and promote its relatively new brand as a community health center, and to grow patient numbers. In 2017, SFCHC opened a satellite clinic at the San Francisco LGBT Center to specifically be the health home for the LGBTQ community in San Francisco. 

The health center was one of the few FQHCs to receive a perfect score on their most recent HRSA onsite visit in 2018 and is embarking upon an era of accelerated expansion. In recognition of SFCHC as one of a handful of organizations, nationwide, innovating while making a major impact serving the most vulnerable populations, in June 2021, prominent philanthropists MacKenzie Scott and Dan Jewett awarded a transformative gift to the clinic. 

 WHAT MAKES US UNIQUE 

• The need for SFCHC’s holistic health and wellness model, which is tailored to the needs of people stigmatized by mainstream health care, has never been greater in San Francisco. 
• The clinic’s medical and behavioral health expertise with marginalized groups is essential to San Francisco’s Getting to Zero objectives and to ending the HIV epidemic. 
• SFCHC staff’s well-developed competencies in street medicine and outreach put us at the leading edge in responding to the significant number of community members who are unhoused or marginally housed. 
• The organization’s integrative financial model provides protective income diversity and opportunities to expand services to meet complex client needs. Our mandate now is to sustainably expand our operations such that we can fill the larger role in the health care ecosystem that our clients and the City & County of San Francisco as a whole need us to. 

THE POSITION 

The Director of Human Resources is a key strategic leader of San Francisco Community Health Center (SFCHC), contributing to the strength, growth and long-term development of the organization with a laser focus on our workforce, compensation and benefits, and organizational culture. As stated in our most current Strategic Plan 2021-23, “Our staff—their lived experience, their empathy, their cultural awareness, their expertise —are the single most important contributor to our impact.” Additionally, our organizational culture contributes to one of the main reasons individuals decide to work for us and to remain committed and be retained over time. We strive to create a culture of job for our team members and it is not uncommon for staff to describe SFCHC as their home and chosen family. The Director of Human Resources also manages all employee relations activities and any and all risks related to employee management and reports to the CEO and participates as a member of the organization’s Leadership Team. 

MAJOR RESPONSIBILITIES

Ensure that HR practices, policies, and programs are in alignment and drive organizational and individual performance. Practices are mission/values driven, results oriented, effective and efficient. These practices include:

• Employment – evaluates agency’s staff needs, evaluates job description, post ads, recruitment/selection and retention, human resources information systems, employee relations, screens resumes and extends job offers. Provides guidance to hiring supervisors on EEOC, ADA, and other employment laws;
• Compensation – performs job analysis, position classification, salary structure revision, wage studies, annual focal point review, and pay per performance program;
• Benefits – negotiates benefits package premiums, cost management and presents recommendations to benefits program; includes census preparation, coordination with brokers and vendors, annual open enrollment process, reporting, orientations, troubleshooting coverage issues, process invoices, COBRA, and coordinate payroll deductions with Finance;
• Credentialing and Privileging – oversees and manages all credentialing and privileging of agency providers and other staff as required by our FQHC status;
• Performance Management – in collaboration with all managers, ensures a consistent Performance Management Program that is objective, systematic, and documents staff contributions, successes and challenges, inclusive of positive reinforcement and constructive feedback;
• Organizational and Workforce Development – identifies staff areas for growth, coordinates training activities and develops succession plans, designs and promotes retention strategies;
• Culture – promotes teambuilding activities, cross-functional team building, open communication, cultural diversity and culturally appropriate conflict resolution; 
• Change Management – provides leadership and administrative support for layoffs, downsizing, reorganizations, or any other significant organizational changes.
• Risk Management – mitigates any and all risks with respect to employee relations issues, advises Leadership Team on all personnel risks and oversees risk management efforts;
• Ensures compliance with all Federal, State and local labor laws and regulations. Conducts training and/or orientation as needed.
• Administers Leave of Absence – FMLA, Maternity, PFL, Disability, Workers’ Comp, and other types of leaves. Evaluates and determines appropriate reasonable accommodations. 
• Ensures compliance with all Federal, State and local labor laws and regulations.
• Supervise and develop HR Generalist.
• Other duties as assigned

 Minimum Qualifications:

• Fully vaccinated against COVID-19 and able to show proof of vaccination
• Bachelor’s degree in related field or equivalent experience
• Strong HR leadership experience required; minimum 5 years managing and leading all aspects of HR
• Five years public/private/nonprofit experience in leadership and/or as a member of senior management teams 
• Experience providing HR leadership in a community health center setting
• High personal and professional integrity
• Excellent supervisory and coaching skills, and strong demonstrated facilitative leadership skills
• Experience developing, implementing and enforcing policies, procedures and programs
• Experience handling risk management issues, conducting investigations and making recommendations
• Sensitivity to HIV issues, and gender, gender identity, sexual orientation, ethnicity, and language diversity

 Preferred Qualifications:

• Master’s Degree, MBA
• SPHR or SHRM-SCP certification