Job Description
Job DescriptionSince 1972, 4Cs of Alameda County has been a family resource organization dedicated to providing child care information resources and referrals, education, and payment assistance to children, families, and child care providers in Alameda County. 4Cs mission is to develop and coordinate resources to strengthen families and children. We embrace the Strengthening Family Framework.
Job Title: Director, Human Resources
Department: Human Resources
Reports To: Chief Executive Officer
FLSA Status: Full Time, Exempt
Position Summary: The Director, Human Resources is responsible for optimizing organizational performance through the effective leadership and management of human resources functions. This role ensures that workforce strategies align with the agency’s mission, strategic goals, and compliance requirements. The Director provides leadership to strengthen organizational effectiveness, support staff recruitment and retention, and cultivate a healthy, supportive workplace culture that promotes staff well-being and a consistent, high-quality employee experience. Working collaboratively with the executive and leadership teams, the Director drives HR excellence, supports organizational growth, and ensures that HR systems, policies, and practices are efficient, compliant, and responsive to the needs of staff and the communities served.
Essential Duties and Responsibilities: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Lead the Human Resources function and the people infrastructure that supports the agency’s mission.
• Attend Board of Directors meetings
• Is a member of the Agency Leadership Team (ALT)
• Collaborate with leadership to align people and workforce strategies
• May serve on various boards and professional organizations
HR:
• Direct all aspects of the HR function, including talent acquisition, employee relations, performance management, compensation and benefits, payroll, HR systems, compliance, and professional development
• Manage the agency’s relationship with its current PEO, including service levels, contract terms, and fees, and ensure the agency fully uses available services
• Advises Agency Leadership Team of current Human Resources related issues and legal inferences, and any actions that will be taken
• Ensure equity and inclusion both internally and externally for a high performing workplace culture and client services
• Develops HR policies that are operational, compliant and protect the Agency’s legal interest
• Manages the 4Cs’ performance management initiatives, equipping supervisors with the necessary training and support for effective performance appraisals, disciplinary procedures, and performance improvement strategies
• Develop, research, and schedule agency wide meetings & trainings, including the Annual Staff Development Day
• Safeguard the confidentiality and security of employee records and personal data
Competencies: To perform the job successfully, an individual should demonstrate the following.
• Effective Verbal and Written Communication Skills - Expresses ideas and thoughts verbally; expresses ideas and thoughts in written form; exhibits good listening and comprehension; strong interpersonal skills with particular ability to handle sensitive issues in a positive and professional manner.
• Team Leadership - Fosters team cooperation; defines team roles and responsibilities; supports group problem solving; ensures progress toward goals; acknowledges team accomplishments.
• Professionalism - Approaches others in a tactful manner; reacts well under pressure; treats others with respect and consideration regardless of their status or position.
• Achievement Focus - Self-directed individual; sets and achieves challenging goals; demonstrates persistence and overcomes obstacles; measures self against standard of excellence; recognizes and acts on opportunities; takes calculated risks to accomplish goals.
• Change Leadership - Plans and leads complex transitions; anticipates impact on staff; communicates clearly and consistently through change; builds trust and keeps work on track.
Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Transportation is required for this position.
Education/Experience:
Bachelor’s Degree in Business or a Non-Profit related Degree; or four to ten years related experience and/or training; or equivalent combination of education and experience preferred.
Must have various aspects of understanding and prior experience in Human Resource’s role in organizational development and HR technology. Experience with diverse employee populations and working with non-profits.
Must have demonstrated experience working with a PEO (co-employment) model and leading at least one transition out of a PEO to bring payroll, benefits, and compliance in-house, including vendor selection, systems implementation, and data migration.
Language Ability:
Read, analyze and interpret business, professional, technical or governmental documents. Write reports, business correspondence and procedure manuals. Effectively present information and respond to questions from managers, customers and the public.
Mathematical Ability:
Calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference and volume. Apply concepts of basic algebra and geometry.
Reasoning Ability:
Solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
Computer Skills:
Computer experience with Microsoft 365, Outlook, and Teams and HRIS systems. Hands-on experience implementing HRIS, payroll, and benefits administration platforms strongly preferred.
Certificates and Licenses:
Professional HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Supervisory Responsibilities:
Directly supervises the Manager, Human Resources and other HR staff as assigned. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is typically moderate.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Ability to remain in a stationary position for extended amounts of time
• Ability to identify, read and distinguish colors, with or without vision aids, a computer screen, instructional materials, rules and policies and other printed matter
• Ability to understand speech at normal room levels, and understand speech on the telephone
• Manual dexterity to dial a telephone, and enter into a computer
• Ability to speak in audible tones so that others may understand clearly in normal conversations and on the telephone
• Mental acuity to perform the essential functions of this position in an accurate and timely fashion; to make good judgments and decisions; and to evaluate the results of decisions and judgments
• While performing the duties of this Job, the employee is occasionally required to move around. The employee must occasionally lift and/or move up to 20 pounds
• Facility to drive a vehicle
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
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