Job Summary: CCDC is entering a significant next chapter. The organization's Strategic Action Plan calls for stronger people systems, more intentional leadership development, clearer accountability structures, and a culture where institutional knowledge is built and shared. The Director of Human Resources will be a trusted leader and central partner in making that possible.

The Director is a key member of the Management Team, leading strategic talent and culture efforts across a diverse organization. They use their knowledge, skills and experience to influence and drive change across the full employee experience, serving as a visible, trusted advocate across the organization, representing the HR team upward to leadership, building partnerships across departments, and creating the working environment that staff need to do their best work. The Director is thoughtful about CCDC's diversity, including the needs of non-native English speaking staff who are central to our community-facing work, and committed to equity in how HR practices are applied. This role reports to the Chief Operating Officer.

Status: Full time, Exempt

Hours: Monday through Friday, 9:00AM to 5:30PM

Location: San Francisco

Salary: $169,000 - $178,000 ; Comprehensive Benefits

What You Will Do:

The Director sets direction for a full-service HR team and is accountable for the quality and coherence of everything the team produces, from how staff are recruited and onboarded to how the organization learns, develops, and holds itself accountable. This means ensuring the right people, systems, and priorities are in place, coaching the team to operate with excellence and independence, and making judgment calls on the issues that need senior leadership attention. The Director's job is to elevate, champion and remove roadblocks to facilitate the work of the team, not to do it for them.

Beyond the HR team, the Director serves as a thought partner and ally to leaders across the organization, someone managers and directors can turn to when navigating people challenges, building team culture, or thinking through decisions that affect staff. This is a relationship built on trust and credibility, not just access to HR processes.
Essential Functions/Job Responsibilities

Business Partnership and Advisory:

• Serves as a strategic partner to the Executive Team and Department Leaders, helping shape and drive the people strategy that supports CCDC's organizational direction.
• Establishes credibility throughout the organization and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of CCDC's objectives and goals. Coaches and influences senior leadership to drive cultural change and employee engagement that supports the organization's goals.
• The Director holds ultimate accountability for workforce planning, departmental budgeting, organizational risk, and benefits strategy: functions that require senior ownership and organizational alignment, not just technical oversight.

HR Operations, HR Team and Employee Relations:

• Oversees the full range of HR operations including employee relations, benefits, compensation, talent acquisition, onboarding and offboarding, LOA, workers' compensation, and payroll coordination (in partnership with the Fiscal Department)
• Ensures HR practices are applied equitably across the organization, with particular attention to staff whose primary language is not English
• Owns the roadmap for scaling HR systems, processes, and staffing in line with CCDC's Strategic Action Plan.
• Translates strategic priorities into operational reality by aligning communication, resourcing, and measurement so results are sustainable and trackable • Coaches managers on employee relations issues and respond to appeals, claims, and legal document requests on behalf of the organization
• Leads and coaches the HR team to deliver exceptional service to managers and staff, ensuring team members understand both CCDC's and HR goals and how their work contributes to them

Talent Acquisition and Onboarding:

• Lead talent acquisition and workforce planning to build a diverse, mission-aligned team and be a strategic partner and advocate for hiring
• Coaches recruiters and hiring managers on effective, equitable hiring practices and hold accountability for our processes and timelines
• Ensures recruitment practices support a diverse and inclusive workforce
• Works with recruiter to strategize and deploy time-to-fill goals with appropriate sourcing strategies
• Monitors the effectiveness of onboarding to ensure new hires have what they need to succeed

Learning and Manager Enablement:

• Oversees learning and development and support staff growth and internal mobility
• Partners with department leaders to identify internal growth/promotion opportunities for staff
• Plays a key role in identifying and developing leaders with the appropriate skills and competencies to lead CCDC to meet future goals

Compensation and Benefits:

• Leads compensation management, conduct and analyze market surveys, and partner with hiring managers and leadership on salary decisions and structure
• Owns the full benefits lifecycle: plan design, annual renewal, broker and vendor management, and ongoing administration
• Ensures benefits offerings remain competitive, cost-effective, and aligned with the needs of a diverse workforce, including staff who may need additional support navigating plan options
• Ensures benefits information is clearly and consistently communicated and accessible to all staff

Supervisory

• Leads the HR team with a coaching approach, modeling the trust and accountability the team needs to do its best work
• Supports and fosters a continuous learning mindset within the HR department

Risk Management

• Ensures compliance with federal, state, and local employment law and manage organizational risk across HR practices

Other:

• Embodies organization values (respect & compassion, empowerment, teamwork)
• Contributes to a safe and pleasant work environment
• Follows policies, procedures, and safe work practices
• Other duties as assigned

What You Bring:

• A genuine commitment to the communities CCDC serves, and an understanding of why HR in a mission-driven organization requires both technical rigor and deep human care
• Demonstrated ability to build trust across a diverse workforce, including with staff whose primary language is not English
• Strong communicator who can articulate complex HR issues clearly to staff, managers, and executive leadership, and who brings challenges to the table with context and recommended paths forward
• A relationship builder who actively connects themselves and the HR team to the broader organization and makes the team's work visible across CCDC
• Patient, empathetic, and humble, with the self-awareness to know that earning trust in a complex organization takes time and consistency
• Demonstrated ability to identify knowledge gaps and a genuine interest in brainstorming solutions collaboratively
• Strategic thinker who can translate vision into action, anticipate organizational needs, and know how to apply the right knowledge at the right moment
• Experienced working at a senior HR level in a nonprofit or mission-driven organization, with an understanding of the constraints and values that shape that context
• Strong working knowledge of California employment law and HR compliance requirements
• Proven ability to influence organizational decisions at the senior leadership level, with a track record of shaping strategy, not just supporting it • Experienced owning senior-level accountabilities including departmental budgets, workforce planning, and organizational risk, with a track record of making decisions in these areas, not just advising on them

Competencies
Collaboration

• Builds trust-based relationships across the organization and creates conditions where others can contribute fully

Independent Judgment

• Assesses complex situations and acts decisively, knowing when to own a decision and when to escalate

Business Acumen

• Grounds HR decisions in organizational context and translates leadership priorities into plans that are realistic and resourced

Strategic Thinking

• Anticipates what the organization will need from HR and balances short-term demands with long-term organizational health

Change Leadership

• Guides staff and leaders through transitions with transparency, building buy-in by communicating the why, not just the what

Talent and Management Development

• Develops the HR team's capabilities, coaches managers across the organization, and treats staff development as an organizational responsibility

Organizational Learning

• Champions systems for capturing institutional knowledge and partners with leadership to build a culture of continuous learning

Cultural Competence and Equity

• Ensures HR practices are applied equitably across a diverse workforce and brings an equity lens to policy design, hiring, and organizational decision-making

Minimum Qualifications:

• Bachelor's degree (BA) or equivalent in HR management or business-related field required, or an equivalent combination of education and experience; Master's degree in HR management or business-related field preferred
• Minimum of 10 years of progressively responsible HR work experience
• 3-5 years of experience managing HR in a complex or nonprofit organization in California
• SPHR or SHRM-SCP certification or similar credentials