Director of Human Resources

POSITION TITLE: Director of Human Resources

SALARY RANGE: $4,470.44 - $6,604.87 Bi-weekly; $116,231.44 - $171,726.62 Annual 

Pay will be based on the level of experience equivalent to RCEB

REPORTS TO: Executive Director 

LOCATION: San Leandro, CA/Concord, CA

POSITION SUMMARY

The mission of the Regional Center of the East Bay (RCEB) that guides us is driven by the belief that everyone deserves to lead a life of their choosing, partnering with individuals with intellectual and developmental disabilities, their families, and the community, to create opportunities for independence and fulfillment.  The Director of Human Resources is a member of the Senior Leadership Team and reports to the Executive Director. This position is accountable for developing, coordinating and managing all services provided by HR team members, including but not limited to the following: personnel policy/procedure administration, labor/union relations, labor law, compensation administration, performance management, employment and recruitment, benefits, training and development, safety/risk management, employee relations including recognition and disciplinary action, wellness programs, worker’s compensation and unemployment. The primary goal of this position is to achieve optimum utilization of human resources to establish and maintain a positive and productive work environment.

BENEFITS

At the Regional Center of the East Bay, we offer a full spectrum of competitive benefits including:

• 3 weeks paid vacation + 12 sick days
• 13 paid holidays + 3 floating holidays
• Multiple options for medical care (including Kaiser at 100% employer paid for employee)
• Dental and vision plans
• CalPERs Retirement (pension)
• Student Loan Forgiveness*
• Work at Home schedules, if applicable
• Employee Assistance Program, including mental health care

EDUCATION AND EXPERIENCE

1. Graduation from an accredited college or university with a Bachelor's degree in Human Resources or a closely related field. A Master's degree in a related field can be substituted for one year of the required experience.
2. Five (5) years of progressively responsible professional Human Resources work or any combination of training and/or experience that would likely provide the desired knowledge and abilities.
3. Experience working with collective bargaining units required.
4. Experience in larger nonprofit agencies preferred.
5. SPHR/PHR certification preferred but not required.

SKILLS

1. Thorough knowledge of Human Resources Management, including but not limited to CA employment law, labor relations, compensation, benefits and best practices in the field.
2. Well-rounded management skills in planning, organizing, directing, staffing, controlling, verbal and written communications, interviewing, counseling, arbitrating, negotiating and motivating.
3. Ability to collect and analyze data, and to develop and implement programs.
4. Good judgement in interpreting and administering policies and Ability to work with all levels of staff and outside groups, work under pressure, meet deadlines, set and shift priorities.
5. Strong ability to communicate confidentially, effectively and professionally both verbally and in writing and to interact with all individuals within the course of business operations. This includes individuals such as employees, Directors, union representatives, Board members, attorneys, and members of the community.
6. Ability to be firm when needed while remaining empathetic and a good listener, especially when staff bring forward personal or health-related concerns.
7. Strong background and proficiency in using HR software systems and data reporting and management.

PRIMARY RESPONSIBILITIES

1. Plans and directs HR Department operations through proper delegation of duties and effective supervision.
2. Develop and routinely revise HR Personnel Policy & Procedure Manual in accordance with the organization’s goals and objectives and constantly changing labor laws and ensures consistent administration and interpretation throughout organization.
3. Serves as primary liaison for contract negotiations and grievances.
4. Provides legal guidance and handle grievances for management in labor relation areas.
5. Represents the organization at labor-related legal hearings.
6. Advises management regarding compliance with State and Federal laws dealing with employee/employer relations.
7. Advises and/or arbitrates on terminations and serious disciplinary actions and makes recommendations to management based on researched information.
8. Develops, maintains and revises the Organization’s compensation plan including maintaining market competitive pay ranges and pay for performance.
9. Oversee employment/recruitment programs to ensure high quality staff, diversity, and compliance with state staffing ratios.
10. Design and monitor Organization Performance Development Process including the development and maintenance of competency models and job descriptions.
11. Leads the negotiation team for collective bargaining. Administer the provisions of the collective bargaining agreement.
12. Direct recruitment, onboarding, diversity hiring strategies, and retention efforts.
13. Establishes clear, effective lines of communication through the organization to keep all employees well informed regarding Human Resource matters and policies.
14. Participates as part of the RCEB Labor Management Committee, in local and statewide meetings related to job functions, and in professional development opportunities.
15. Maintain relationships with other Regional Center Human Resources Directors including participation in HR Director Meetings and information sharing.
16. Oversee investigations, whistleblower response, and legal counsel coordination.
17. Manage workers’ compensation and unemployment claims effectively.
18. Conduct other duties as necessary and assigned.

KNOWLEDGE AND ABILITY

1. Knowledge of management principles, principles of Human Resources administration, State and Federal laws and regulations regarding employment, collective bargaining agreements, employment relations, principles, methods and techniques of position classification, compensation, selection procedure development, interviewing, recruitment and training.
2. Ability to collect and analyze data, and to develop and implement programs. Uses good judgement in interpreting and administering policies and has the ability to work with all levels of staff and outside groups, work under pressure, meet deadlines, and quickly shift priorities.
3. Ability to utilize and evaluate computer systems for human resource functions including spread sheet software, databases, payroll systems, and others. Must be willing and able to implement new technologies as they emerge.
4. Experience in modeling and coaching principles and practices of leadership, management, supervision, organizational effectiveness and development, change management, conflict resolution and group dynamics in an organizational setting.
5. Experience in supporting and managing a culturally, linguistically and ethnically diverse workforce while championing equity and inclusion.
6. A valid CA driver’s license, automobile and current auto insurance required.

PHYSICAL REQUIREMENTS

1. Primarily sedentary office work: typing, data analysis, standard mobility.
2. Regular lifting of up to 10 lbs.; occasional up to 20 lbs.
3. Requires ability for near/far vision, communication, and fine motor tasks.
4. Office environment with moderate noise; occasional interactions with distressed individuals.

*The Public Service Loan Forgiveness program is a federal program that forgives student loan debt for nonprofit employees after 120 qualifying payments. Employees who work at least 30 hours per week for a governmental, 501(c)(3) nonprofit, or other qualifying nonprofit organization may apply to have the balance of their student loans forgiven (tax free) after making 120 monthly payments.

Regional Center of the East Bay (RCEB) does not discriminate against job applicants on account of race, color, creed or religion, national origin including language use restrictions, sex, gender, gender identity or expression, age, sexual orientation, marital status, physical or mental disability, medical condition or HIV/AIDS status, political affiliation, military or veteran status, genetic characteristics, or ancestry.