Director of Human Resources and Administration

A well-established, mission-driven nonprofit serving youth, families and communities throughout San Francisco is entering an important new chapter. Following years of growth and expanded community impact, the organization is undertaking a significant strategic planning effort focused on its future direction, organizational capacity and ability to respond to changing community needs and funding realities.

We are seeking a Director of Human Resources & Administration who can help lead that evolution alongside an entrepreneurial and highly engaged Executive Director. This is not simply a role responsible for managing HR. The Director will serve as a thought partner to the Executive Director and leadership team—helping translate strategy into the people, structure, leadership capabilities and organizational practices required to execute it.

Reporting directly to the Executive Director and serving as a member of the senior leadership team, the Director will lead and develop the HR team while playing a substantive role in the organization's next phase.

The successful candidate will be equally comfortable discussing organizational strategy with the Executive Director, leading and developing an effective HR function, and rolling up their sleeves when the work requires it.

Key areas of focus include

• Strategic thought partnership:
  Partner closely with the Executive Director and leadership team to translate strategic priorities into practical decisions around organizational structure, talent, leadership capability and workforce planning.
• Change leadership:
  Help the organization navigate meaningful change while building understanding, trust and alignment across the workforce. Anticipate the people implications of change and develop thoughtful strategies to support successful implementation.
• HR team leadership:
  Lead, develop and empower the HR team, establishing clear priorities, strengthening capabilities and ensuring the function provides responsive, consistent and high-quality support to employees and managers.
• Organizational effectiveness:
  Assess structures, roles, workflows and capabilities and identify where the organization needs to evolve to support its future direction.
• Leadership and manager development:
  Strengthen managers through coaching, practical tools, clear expectations and development, building greater people-management capability throughout the organization.
• Communication:
  Partner with leadership to communicate organizational priorities and changes with clarity and transparency across a diverse and distributed workforce. Serve as a trusted communicator who can listen to differing perspectives, distill complex issues and help leaders deliver difficult messages effectively.
• Talent strategy:
  Ensure the organization can attract, develop and retain the talent required for its evolving priorities, while bringing a forward-looking perspective to succession, workforce planning and critical capabilities.
• Compliance and risk management:
  Maintain a strong, proactive approach to employment compliance and organizational risk. Ensure policies and practices remain current and consistently applied, identify emerging issues, and provide sound guidance to leadership in a complex California employment environment.
• HR operations and employee relations:
  Ensure strong execution across employee relations, performance management, compensation and benefits, policies, investigations and the broader employee lifecycle, stepping directly into complex or sensitive matters when appropriate.
• Technology and HR evolution:
  Continue to modernize the HR function by evaluating and leveraging technology, systems and automation to improve efficiency, employee and manager experience, data integrity and the…