Location: Bayside, CA, with travel to regional office in Crescent City

Department: Operations

Reports to: Director of Operations

Time Commitment: Full time, Monday-Friday, including weekend and evenings as needed

Status: Regular, Exempt

Compensation Level: Senior Program Director

Salary Range: $64,454-$80,568 plus health benefits, retirement benefits, paid holidays, vacation and sick time

Application Deadline: Open until filled

About Humboldt Area Foundation

Humboldt Area Foundation (HAF) promotes and encourages generosity, leadership, and inclusion to strengthen our communities. Through the generosity of local donors, HAF has awarded more than $85 million in grants and scholarships since 1972. HAF, along with its affiliate Wild Rivers Community Foundation, focuses its grantmaking and program efforts on strengthening community capacity and transforming our communities' ability to solve problems and address the root causes of those problems. Programs and initiatives of the foundation include the Native Cultures Fund, the Northern California Association of Nonprofits, Building Healthy Communities-a 10-year initiative focused on improving the health and wellbeing of Del Norte County and Tribal Lands-and the Equity Alliance of the North Coast, working to improve racial and social equity throughout the region.

About Our Region

HAF serves more than 200,000 residents across four counties (Humboldt, Trinity, Del Norte, and Curry counties), two states (California and Southern Oregon) and Tribal lands. Additionally, the Native Cultures Fund works with communities across California.

This region is known for its natural beauty which includes miles of undeveloped coastline, stands of old growth redwood trees, wild rivers and thousands of miles of hiking trails. In addition to being home to established California Native Tribes, the area has roots in agriculture, logging, fishing and timber. There are many opportunities for arts and culture and many entrepreneurial enterprises.

Job Description Summary

The Director of Human Resources, Inclusion and People Development is responsible for developing and executing a Human Resource strategy in support of HAF's mission and the strategic direction of the organization. The position provides strategic leadership by articulating and co-creating Human Resources needs and plans with the Director of Operations, CEO, and HAF leadership team, and oversees working collaboratively with a team of approximately 35 people in two offices in Bayside and Crescent City, CA. An absolute commitment to confidentiality, honesty, integrity, equity and inclusion is required in this role.

The Director of Human Resources, Inclusion and People Development will design, implement and manage human resources (HR), Diversity, Equity and Inclusion (DEI) efforts, and people development processes and systems that enable the foundation to hire, develop and retain qualified and purpose-driven staff members to achieve the organization's greatest impact. This position will assess organizational needs and drive comprehensive solutions in areas such as DEI, performance management, organizational culture and staff development, and manage day to day operations including recruitment, hiring, onboarding, benefits, compensation, compliance, and HR policies and practices. This individual will be an integral part of building and maintaining an organizational culture that fosters high performance, growth, collaboration, and support, and incorporates goals of DEI into all aspects of the foundation.

Job Duties

Diversity, Equity, Inclusion & People Development (30%)

• Work cross-functionally to analyze current human resource practices and systems, in addition to organizational need, and propose and implement strategies to improve employee experience, retention, organizational culture, and operational excellence
• Drive and implement comprehensive strategies in areas of performance management, training and staff development; research and cultivate best practices from the field to ensure staff skills meet organizational ambitions
• Collaboratively lead efforts to embed DEI as an organizational value and incorporate into organizational culture; help facilitate groups to ensure goals and values of DEI are understood, practiced, and advanced
• Create, organize and lead staff training and enrichment programs; recruit and manage external trainers and partners to accomplish organizational and staff development needs; create learning systems
• Identify trends and provide guidance to the organization on improving work relationships, building moral, and promoting a positive and equitable work culture
• Establish credibility in a wide range of interactions, develop healthy relationships that promote individual and organizational success, and build an effective internal and external network.
• Mediate, counsel and facilitate relationship challenges and conflicts to positive outcomes between employees and/or their supervisors; assist managers and staff to build relationship and empathy skills to quickly move from challenge to solution
• Coach and train supervisors regarding their communication, feedback, recognition, and interaction responsibilities with the employees who report to them; make certain that supervisors know how to successfully, ethically, honestly, and legally communicate with staff
• Serve as a strategic advisor to the leadership team on key organizational human resource and people development opportunities. Be a resource for best practices and new solutions for staff growth and organizational performance.
• Manage and optimize bi-annual employee evaluation process and formal feedback systems to ensure mutually transparent, honest, and impact-oriented growth
• Assure that all staff members have accurate job descriptions in alignment with their position and compensation level
• Engage with staff throughout their careers at HAF to get regular feedback and improve performance, including conducting stay and exit interviews, analyzing themes, and making recommendations for organizational improvement

Recruitment & Hiring (25%)

• Update, propose adaptations to, and manage recruiting and hiring practices and policies to best meet organizational goals and values
• Establish strong communications and feedback loops and facilitate fair, unbiased, and transparent decision-making; foster mutual understanding among stakeholders in recruiting and hiring processes
• Maintain recruiting networks and relationships with prospective talent; generate excitement and encourage potential candidates to consider HAF as their first choice of employer in the region
• Develop strong relationships with higher education organizations for internships and fellowships
• Use technology to promote HAF as an employer and monitor efficacy
• Manage and maintain updated onboarding and orientation processes to ensure consistent understanding among all employees of organizational purview, values and norms, policies and practices, and employee benefits
• Manage relationships, communication, placement orders and contracts with temporary staffing companies, recruiting agencies, and other partners
• Manage volunteer policies, best practices, and recruitment

Compliance, Compensation & Benefits (35%)

• Maintain current knowledge of compliance requirements and oversee systems to ensure organizational compliance
• Optimize and ensure escalation process is in place and well communicated to protect all party's legal rights
• Comply with all HR related federal, state and local legal requirements and stay current with new legislation
• Develop and manage personnel policies and procedures, including updating employee handbook and serving as an internal expert and staff resource
• Maintain all personnel records and HR databases and systems to ensure data is accurate and up to date
• Manage employee health benefits administration and sourcing, including annual assessment of plans to assure they are competitive, cost-effective, equitable and aligned with foundation values, and make recommendations on adjustments
• Serve as in house expert on all employee benefits including health and retirement plans
• Manage compensation manual and base pay schedule; understand market conditions and be proactive about market changes in compensation and benefits; collaborate with leadership on annual salary adjustments and promotions
• Administer workers compensation benefits including sourcing, claim management, annual assessment of plan, and acting as employee liaison with insurance company as needed
• Administer 403(b) retirement savings plan
• Manage all forms of leaves of absence including workers compensation, medical/disability, FMLA, PFL and PDL and adhere to all legal and documentation requirements
• Prepare annual employment and compliance reports such as workers compensation audits, benefits surveys to other agencies and annual 5500 filing
• Liaison with finance staff to assure needed information is transferred between departments for accurate payment to staff and withholdings
• Conduct personnel investigations
• Coordinate with CEO and outside legal counsel as needed for complicated HR concerns
• Manage termination and off-boarding process and paperwork

General Administration (10%)

• Using objectivity and critical-thinking skills; make sound judgments and recommendations based on keen analysis, best practices and an understanding of preferred organizational outcomes
• Serve as a member of HAF's leadership team and participate in meetings, discussions and decisions
• Senior advisor in strategic plan development and implementation; understand and apply information to contribute to the organization's strategic plan
• Demonstrate a strong understanding of the strategic partnership between HR and core organizational functions
• Manage and oversight of relevant contracts and budgets
• Participate in staff meetings, trainings and events, observe themes and needs, and model emotional intelligence
• Supervise staff and volunteers, as needed
• Engage with board of directors and related board committees, as assigned
• Share best practices and organizational learnings with affiliates and community partners

We evaluate applicants based on how well they match the qualifications listed below, so please use your cover letter as an opportunity to explain and expand upon your skills and experience in these areas. Please also note, that we do not consider references until the final stages of our hiring process and that they are not required in the information that you submit in your initial application.

Minimum Qualifications

• Bachelor's degree in Human Resource Management, Business, Public Administration, Organizational Psychology, Social Work/Services, Behavioral Science or a related field
• Demonstrated success at creating and implementing strategies and achieving results across multiple human resource, people development, and organizational performance disciplines
• Hands on and robust experience in the areas of employee relations, conflict resolution, hiring and recruitment, and benefits and compensation
• Demonstrated success in helping progress diversity, equity and inclusion as an organizational value and incorporating into organizational culture
• Five years of experience working in human resources management and development for an organization with at least 25 employees, which has provided the individual with the knowledge, abilities, and skills listed below:

Knowledge, Abilities, and Skills

• Thorough knowledge of current HR practices, trends, laws, and regulations at the local, state and federal level
• Proven experience in dealing with complex employee labor issues (EEO, FLSA, etc.)
• Experience negotiating compensation and benefits packages
• Highly developed emotional intelligence, ethical decision making, and capacity to navigate multiple interests to achieve positive outcomes
• Strong understanding of bias and how it can play into the hiring, retention, promoting and development of staff
• Experience as an effective convener and facilitator of people from diverse backgrounds, and demonstrated respect for cross-cultural perspectives and experiences
• Proven ability to develop, lead and facilitate staff development trainings
• Demonstrated ability to establish credibility in a wide range of interactions and develop healthy relationships that promote individual and organizational success
• Experience with conflict resolution and mediation; demonstrated success in coaching and counseling managers and employees across a wide spectrum of HR and performance management issues
• Proficient in verbal and written communications and skilled at sharing technical information to general audiences
• Demonstrated success applying analytics and solving complex human resource and organizational challenges
• Excellent organizational and time management skills
• Ability to be adaptive and responsive to evolving priorities
• Experience in project management of processes with complexity, importance, and urgency
• Experience in leadership and management with demonstrated commitment to teamwork and collaboration
• Maintains confidentiality and protects sensitive information in accordance with organizational standards
• Proficiency executing intermediate functions with the Microsoft Office Suite (Word, Excel, Outlook, etc.)
• Possess (within two months of hire date) a valid California driver's license and auto insurance in order to work with staff at two campuses, and attend meetings and events within a four-county region

Preferred Qualifications

• More than 7 years experience in HR management or related organizational and personnel development practice
• Experience working in human resources management and development for an organization with over 50 employees
• Experience with California HR law

• SHRM Certified Professional or S/PHR certification

• Experience implementing restorative practice & reconciliation programs
• Applicable bilingual proficiency (e.g. Spanish, Hmong, Tolowa, Yurok, Hoopa, Karuk)

Physical Requirements of Job

Work is primarily performed in office settings. Hand-eye coordination and fine motor skills are necessary to operate computers and various types of office machinery. All of the job functions listed above involve, to a greater or lesser degree, the following physical demands: close vision, clear speech and lifting of up to 10 pounds.

We evaluate applicants based on how well they match the qualifications listed below, so please use your cover letter as an opportunity to explain and expand upon your skills and experience in these areas. Please also note, that we do not consider references until the final stages of our hiring process and that they are not required in the information that you submit in your initial application.