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Position Title: Director of Human Resources

Department: Human Resources, Young Women’s Freedom Center

Work location: Bay Area with travel to YWFC sites

Classification: Full-time, Permanent, Exempt

Reports to: Chief Operating Officer

Supervises: HR Manager (Talent Acquisition & Payroll)

Compensation: $130,000 - $140,000

Core Aspects of Position: The Director of Human Resources will work as a core part of the Young Women’s Freedom Center team, leading the Human Resources Department to advance our collective work toward the Sister Warriors Freedom Charter. The Director is responsible for the overall management of all Human Resources functions, which includes compliance and risk management, employee relations and investigations, talent acquisition, performance management, benefits and leave administration, compensation, and HR systems. They will build and maintain HR policies and practices that keep the organization compliant and are rooted in YWFC values.

The Director reports to the Chief Operating Officer and supervises the Human Resources Manager. They serve as an advisor to the Senior Leadership Team and coach managers in supporting their teams, support staff development, engagement, and retention. This is a senior-level position that requires strong judgment, knowledge of California employment law, and a commitment to racial, gender, and economic justice.

Mission Commitment:

• Center the core mission of Young Women’s Freedom Center and its affiliates, and ensure that all decisions and policies uphold the principles, values, and vision of the Sister Warriors Freedom Charter.
• Develop and implement systems that support the scale and size of the organization, prioritizing accessibility for members, clients, and the organization's base. This includes ensuring multiple ways to distribute funds, tools for the unbanked, and rapid response times, etc.
• Employ a racial equity and justice lens in your work.
• Invest in the leadership and development of other team members and the staff.

HR Strategy, Compliance & Risk Management 

• Develop and implement both long-term and near-term strategies to attract, develop, and retain top talent, in collaboration with the Senior Leadership Team.
• Ensure compliance with federal, state, and local employment laws and regulations (including FEHA, CFRA, ADA, FMLA, ERISA, OSHA, and California wage and hour law) while proactively identifying and managing HR-related risks.
• Develop, update, and implement employment policies and procedures, including the Employee Handbook, in accordance with federal, state, and local laws.
• Ensure staff are trained on legally required topics, such as sexual harassment prevention, and maintain compliance training for all local, state, and federal requirements.
• Oversee required annual federal and state reporting, and ensure personnel files and HR records are accurate, confidential, and audit-ready across all sites.
• Partner with legal counsel and the Senior Leadership Team to mitigate risk and address complex employment matters.
• Maintain knowledge of best practices, regulatory changes, and new approaches in Human Resources and employment law, and communicate changes to Senior Leadership and staff.

Employee Relations, Investigations & Manager Support 

• Serve as a welcoming, approachable, and trusted resource for employees, maintaining confidentiality and exercising sound judgment.
• Conduct investigations when employee complaints or concerns are brought forward; keep Senior Leadership informed of significant issues that emerge and advise on addressing them.
• Advise managers and supervisors on progressive discipline and performance improvement processes as appropriate.
• Develop and implement restorative approaches to employee relations, grievance resolution, and workplace conflict that are rooted in our values.
• Coach and support managers in leading their teams, including developing work plans, addressing performance concerns, resolving workplace conflicts, and supporting professional growth.
• Partner with managers to strengthen people management, communication, team effectiveness, performance, and accountability across the organization.
• Provide insightful crisis management advice when required.

Talent Acquisition, Performance & Retention 

• Lead talent acquisition strategy to ensure the organization is sourcing, recruiting, and hiring qualified and diverse candidates, in alignment with our economic justice hiring model.
• Oversee full-cycle recruitment in partnership with the HR Manager, including sourcing, application review, interviews, reference checks, and equitable hiring recommendations.
• Ensure new hires have a comprehensive and positive onboarding experience that sets them up for success and acclimates them to the organization's history, goals, culture, and values.
• Lead the organization's performance management strategy, including the annual evaluation process and leadership coaching.
• Coordinate all resignations and terminations; ensure appropriate offboarding steps are taken; handle communication with relevant staff and departments; and conduct exit interviews.
• Oversee the administration of employee benefits and leave programs in partnership with the HR Manager.
• Oversee salary administration and compensation reviews to ensure equitable and competitive pay across levels.

HR Infrastructure, Systems & Workforce Planning

• Build and maintain an effective and efficient human resources infrastructure that promotes professional development and supports employee retention.
• Design, oversee, and continuously improve the organization's human resources information system (PayCom) and related HR systems.
• Analyze organizational trends and workforce data through HRIS and talent management systems to inform strategic decision-making, including staff demographic and workforce reports.
• Collaborate with departmental leaders to understand workforce needs, including the skills and competencies required for current and future roles.
• Supervise and lead the HR team in creating an inviting and cohesive employee experience.

Culture, Engagement & Executive Partnership

• Serve as a senior organizational leader on workplace culture, employee engagement, and organizational effectiveness, partnering with leadership to build a collaborative, accountable, and inclusive workplace.
• Provide strategic guidance on change management initiatives to support sustainable growth and organizational impact.
• Develop and implement HR policies, initiatives, and training programs aligned with organizational priorities and evolving workforce needs.
• Partner with Senior Leadership Team to administer employee satisfaction surveys and drive employee engagement, satisfaction, and retention.
• Partner with the Senior Leadership Team on organization-wide learning, professional development, and manager-support initiatives.
• Ensure that the organization's values are reflected in people-oriented decisions.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience
• Minimum 7 of progressive HR experience, including at least 3 years in a senior HR leadership role
• HR certification (PHR, PHR-CA, SHRM-CP, or SHRM-SCP)
• Minimum 4 years of experience supervising and developing staff
• Strong knowledge of California and federal employment law, including FEHA, CFRA, ADA, FMLA, and California wage and hour requirements
• Demonstrated experience conducting workplace investigations and managing employee relations matters
• Experience leading performance management, talent acquisition, and benefits and leave administration
• Experience building or strengthening HR systems, policies, and processes
• Highly organized with strong attention to detail
• Ability to maintain confidentiality and handle sensitive matters with discretion
• Commitment to racial, gender, and economic justice and to the organization's mission and values

Preferred Qualifications:

• HR certification (PHR, PHR-CA, SHRM-CP, or SHRM-SCP)
• Nonprofit or movement-based organization experience
• Experience with PayCom or a similar HRIS
• Experience in organizations that hire people with lived experience, or in organizations grounded in restorative or justice-centered practices
• Experience supporting organizations with 80 or more employees

Core Competencies:

• Sound judgment and the ability to identify and escalate risk appropriately
• Strategic thinker who can also execute and follow through
• Clear, compassionate, and direct communicator
• Skilled coach and advisor to managers and senior leaders
• Restorative approach to conflict resolution and accountability
• Ability to manage multiple priorities across sites and teams
• Collaborative, approachable, and trustworthy