Location: Vista, CA
Salary Range: $130,000 - $150,000 (DOE / Q)
52 Weeks

POSITION SUMMARY
Under the general direction of the Chief People Officer, the Director of Human Resources serves as MAAC's human resources expert and champion of the employee experience. The Director provides strategic and operational leadership for the full scope of human resources programs, including talent acquisition, employee and labor relations, organizational development, HR compliance, compensation, benefits, and workforce planning. The Director serves as MAAC's Chief Negotiator in collective bargaining and labor-management relations with MAAC's two unions that represent more than 300 staff members. The Director partners with executive leadership and the Board of Directors to build an equitable, high-performing, and compliant workplace that supports MAAC's mission.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.Strategic HR Leadership

• Serves as a strategic advisor and thought partner to the Chief Executive Officer, Chief People Officer, and senior leadership team on workforce strategy, organizational development and design, and change management.
• Develops and executes a multi-year human resources strategy aligned to MAAC's mission, annual operating plan, and budget, including workforce and succession planning; oversees HR budget.
• Partners with Chief People Officer and senior leaders to help shape and operationalize the agency's AI strategy, including AI governance, workforce role design, and responsible-use policy as AI-enabled tools are introduced across the organization.
• Establishes and reports on key performance indicators related to key functional areas in HR, including talent acquisition, retention and turnover, performance management, compensation, and grievance trends, to inform decisions and continuous improvement efforts.
• Leads the design and continuous improvement of HR policies, the employee handbook, and internal HR systems and workflows.
• Serves as staff liaison and advisor to the Board of Directors' HR Committee and relevant program governance committees.
• Oversees administration of HRIS and other HR technology platforms; identifies opportunities to apply AI-assisted tools and automation to streamline HR workflows, improve data quality, and enhance decision-making.
• Partners with the Learning & Development function on the annual performance review cycle, career pathing, and succession planning.
• Leads workforce continuity and emergency preparedness planning for HR-related functions.

Labor and Employee Relations

• Serves as MAAC's chief spokesperson and lead negotiator in collective bargaining with the agency's labor unions; develops bargaining strategy in partnership with executive leadership and legal counsel.
• Oversees administration of collective bargaining agreements, including contract interpretation, grievance resolution, and labor-management committee meetings.
• Provides escalation-level guidance on complex employee relations matters, workplace investigations, and disciplinary actions, ensuring consistent, legally sound, and equitable outcomes.
• Oversees the agency's approach to conflict resolution, mediation, and alternative dispute resolution to minimize litigation and grievance risk.

Talent Acquisition and Workforce Planning

• Sets strategy and standards for full-cycle recruitment, selection, and onboarding to ensure timely, equitable, and legally compliant hiring practices.
• Partners with program leadership on headcount planning, position classification, and organizational structure.
• Champions MAAC as an employer of choice in the social services sector through employer branding and candidate experience initiatives.

Total Rewards and Compensation

• Directs compensation strategy, including periodic market benchmarking, pay equity analysis, and salary structure design, in compliance with California pay transparency and equal pay requirements.
• Oversees benefits strategy, vendor management, and annual open enrollment, balancing cost, competitiveness, and employee needs.

HR Compliance and Risk Management

• Ensures HR policies and practices comply with applicable federal, state, and local employment laws (e.g., FEHA, Title VII, ADA/FEHA reasonable accommodation, FMLA/CFRA, PDL, California pay transparency and equal pay laws, workplace violence prevention requirements, and wage and hour law).
• Oversees workers' compensation, leave of absence, and reasonable accommodation programs.
• Identifies and mitigates employment-related legal and reputational risk; partners with outside employment counsel as needed.
• Represents MAAC externally on HR and labor relations matters with funders, regulators, and community partners.
• Performs other duties as assigned.

QUALIFICATIONS AND SKILLSKnowledge of:

• Principles and best practices of strategic human resources management, organizational development, and change leadership.
• Labor relations law and collective bargaining practice, including contract negotiation, administration, and grievance procedures under a unionized environment.
• Federal, state, and local employment law, including FEHA, Title VII, ADA, FMLA/CFRA, PDL, California wage and hour law, pay transparency and equal pay requirements, and workplace violence prevention obligations.
• Total rewards design, including compensation structures, pay equity methodology, and benefits strategy.
• HR analytics and HRIS technology.
• Emerging HR technology and AI-enabled workforce tools, and their implications for compliance, workforce planning, and organizational design
• Nonprofit governance and Board relations.

Ability to:

• Translate strategy into actionable, measurable plans and lead organization-wide change.
• Serve as a credible, trusted advisor to executive leadership and the Board.
• Lead high-stakes negotiations with professionalism, sound judgment, and cultural awareness.
• Build trusting relationships across a diverse, multi-site, and unionized workforce.
• Exercise discretion and maintain confidentiality on highly sensitive matters.
• Communicate persuasively, both orally and in writing, to varied audiences.
• Manage competing priorities and lead through ambiguity in a fast-paced environment.

EDUCATION, EXPERIENCE AND CERTIFICATION

• Bachelor's degree in human resources, business administration, public administration, or a related field required; Master's degree preferred.
• Minimum of seven (7) years of progressively responsible human resources experience, including at least three (3) years in a senior HR leadership role, or an equivalent combination of education and experience.
• Demonstrated experience negotiating and administering collective bargaining agreements with one or more labor unions required.
• SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) strongly preferred.
• Nonprofit or public/social services sector experience strongly preferred.

VALUE-BASED BEHAVIORS

• Listens attentively to others; asks clarifying questions to gain a full understanding of another person's views and underlying assumptions.
• Works effectively in a team environment and actively participates in joint problem-solving; willingly cooperates with co-workers.
• Identifies and takes advantage of opportunities for personal and professional development.
• Attends work consistently and punctually; arrives at meetings prepared and on time; honors commitments and meets deadlines.
• Honors the private and confidential matters of co-workers and protects the proprietary information of MAAC systems.
• Follows rules, regulations, and policies, and positively contributes to implementing change.
• Deals with issues directly, respectfully, and in a timely manner, focusing on resolving the issue rather than criticizing the person.
• Demonstrates a commitment to equity, diversity, and inclusion in all interactions and decisions.

HEALTH STATUS
Must have a physical examination and TB clearance as required by state and federal regulations, and a drug screen by a doctor/clinic designated by MAAC prior to the first day of employment.

PHYSICAL AND MENTAL DEMANDS
The physical and mental demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands
While performing the duties of this class, an employee is regularly required to stand, walk and sit, talk or hear both in person and by telephone; uses hands to finger, handle or feel objects or controls; reach with hands and arms. An employee also is regularly required to stoop, kneel, bend, crouch or crawl, climb or balance and lift up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, color vision and the ability to adjust focus.

Mental Demands
While performing the duties of this class, the incumbent is regularly required to use written and oral communication skills; read and interpret complex data, information and documents; analyze and solve complex problems; observe and interpret people and situations; use math/mathematical reasoning; perform highly detailed work under changing, intensive deadlines, on multiple concurrent tasks; work with constant interruptions, and interact with MAAC management, department managers and staff, Parent Policy Council, parents, community and business leaders, local elected officials, representatives of funding agencies, the media, the public and others encountered in the course of work, some of whom may be dissatisfied or upset.

BACKGROUND CLEARANCE
All positions are subject to a background/education check, DMV check, NSOR, exclusion and debarment checks prior to hire and periodically throughout employment as required by various funding sources.

Note: California Start law requires background criminal checks on anyone who works in a licensed childcare facility who is not a client. Must have or obtain a current criminal background check clearance, signed criminal record statement, and signed Acknowledgement to Report Child Abuse form prior to the first day of employment.

TRANSPORTATION
Must have and maintain a valid California Driver's License, daily use of a personal, insured vehicle, and have and maintain a motor vehicle driving record acceptable to MAAC's insurance carrier. Incumbents will be enrolled in the California DMV Pull Program.