Associate Director of HR

Position Description: 
The Senior Manager / Associate Director of Human Resources is a critical leadership role responsible for sustaining and evolving the Center’s HR functions with an emphasis on cultivating a healthy, values-aligned workplace culture and robust professional development programming. The position leads core HR practices including recruitment and onboarding, employee relations, performance management, compensation and benefits, policy development, and a staff-wide training strategy rooted in equity. This position interfaces with staff across all levels and partners closely with directors and managers to ensure equitable and consistent application of policies and practices. While this role does not directly supervise employees, it may manage contractors or external vendors. 

The ideal candidate brings expertise in human resources and organizational development, is deeply grounded in racial equity practices, and is committed to fostering a diverse, equitable, and inclusive workplace. The Center has approximately 40–45 full-time employees, with most staff working primarily onsite and some participating in hybrid work arrangements. 

Essential Job Functions: 

• HR Strategy & Implementation 

• • Manage day-to-day HR operations including process design, systems implementation, policy application, and compliance across the full employee life cycle. 

• • Collaborate with leadership to align HR practices with the organization’s values, racial equity plan, and strategic goals. 

• • Support the ongoing evolution of the Center’s organizational culture, including initiatives to monitor and improve staff engagement and morale. 

• Professional Development & Training (Core Focus) 

• • Lead the development, scheduling, and evaluation of organization-wide training and learning opportunities. 

• • Identify and implement professional development priorities, with a focus on management skill-building, communication, racial equity, and employee wellness. 

• • Serve as a thought partner to supervisors in supporting team growth and performance, incorporating both internal and external learning resources. 

• Employee Relations & Culture Support 

• • Provide coaching to supervisors and staff on workplace challenges, performance conversations, and conflict resolution. 

• • Lead or facilitate restorative conversations and solutions in response to internal conflict or emerging workplace issues. 

• • Monitor and elevate employee experience through surveys, pulse checks, and exit interviews. 

• Recruitment, Onboarding & Retention 

• • Oversee recruitment processes and collaborate with hiring managers on job descriptions, interview design, and equitable hiring practices. 

• • Lead a structured and values-based onboarding process that supports new hire integration and engagement. 

• Performance Management 

• • Refine and maintain the organization’s performance evaluation process, integrating tools for continuous feedback and staff growth. 

• • Coach managers in addressing behavior, engagement, and performance concerns; assist with performance improvement planning as needed. 

• Benefits & Compensation 

• • Manage health and wellness benefits, including annual open enrollment and individual employee support. 

• • Monitor internal pay equity and support compensation review and benchmarking processes in collaboration with leadership. 

• Policy & Compliance 

• • Draft, revise, and communicate HR policies in compliance with federal, state, and local laws and Center values. 

• • Partner with leadership on policy implementation and lead staff communications and trainings to ensure understanding and alignment. 

• Racial Equity & Inclusion 

• • Implement racial equity goals in HR practices, including recruitment, retention, training, and organizational culture. 

• • Track and analyze employee and candidate demographics and compensation data to support accountability and transparency. 

Minimum Qualifications: 

• Minimum of 5 years of progressive HR experience, including policy development, employee relations, and staff training. 

• Experience designing and leading organizational training and professional development programs. 

• Deep understanding of and commitment to racial equity, gender justice, and serving vulnerable LGBTQ+ communities. 

• Working knowledge of California and federal employment law and experience applying policy and legal frameworks in a thoughtful and practical way. 

• Strong interpersonal and communication skills with the ability to partner effectively with staff and leaders across all levels. 

• Demonstrated success in cultivating positive team culture, managing conflict, and coaching managers and staff. 

• Nonprofit and/or mission-driven organization experience strongly preferred. 

• SHRM-CP/PHR certification or equivalent HR training is a plus. 

Working Conditions:  

• This position is primarily office-based at the Center’s 1800 Market Street location with an ability to negotiate a schedule of remote work up to a maximum of 20% time.  

• Essential physical requirements:  

• Must be able to operate a computer and other common office machinery such as a copier/fax/printer up to eight hours/day daily.  

• Must be able to remain in a stationary position for periods of several hours daily.  

• Must be able to lift to 20 pounds on an occasional basis.  

• Must be able to work in a shared office space with 3 or more employees in the same office with moderate levels of noise.  

• Employees in this position must be able to perform these essential functions satisfactorily, and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job.  

• Hours are primarily Monday – Friday with occasional need for evening or weekend work. Work schedules are negotiable within a standard 8:00 am – 7:00 pm window.  

• Local travel may be required to meetings or off-site events. Out-of-town travel is infrequent and negotiable. No car is required.