Director of Human Resources

Position Summary

REACH has a vision, mission, strategic plan, and path it wishes to take. The Director of Human Resources, under the direction of the Executive Director, is responsible for making these plans and goals actionable, managing, overseeing, and advancing the company's short- and long-term strategic plan and initiatives.

This is a senior leadership position within REACH and is charged with leading the Human Resources department in alignment with the strategic goals of the organization to foster the attainment of REACH’s mission. The Director of Human Resources aligns business objectives with employees and management in designated business units, formulates partnerships across the HR function, maintains business literacy about the departments’ financial position, midrange plans, culture, and competition, maintains high customer satisfaction levels, provides high-quality services meeting REACH’s quality standards, collaborates with external and internal partners, and analyzes industry trends to align with organizational strategic priorities.

Minimum Essential Duties and Responsibilities

The essential functions include, but are not limited to the following:

 Leadership and Inspiration

• Lead, direct, and inspire staff.
• Demonstrate the ability to work collaboratively both internally and externally.

 Customer Service and HR Team Management

• Lead the Human Resources team to achieve high levels of customer service.

Consultation and Guidance

• Consult with Managers and Directors, providing Human Resources guidance when appropriate.
• Provide day-to-day performance management guidance to Supervisors, Managers, and Directors (e.g., coaching, counseling, career development, disciplinary actions).

Trend Analysis and Solution Development

• Analyze trends and metrics in partnership with Leadership to develop solutions, programs, and policies.

Employee Relations and Investigations

• Manage and resolve complex employee relations issues.
• Conduct effective, thorough, and objective investigations.

Payroll Oversight and Coordination

• Oversee and coordinate payroll processes in collaboration with Finance, ensuring accurate employee compensation, timely processing, and compliance with all applicable laws and company policies.
• Maintain accurate employee records related to salary changes, benefits, and timekeeping to support payroll operations.
• Review and approve payroll data to ensure accuracy prior to final processing.
• Serve as a liaison between HR and Finance for payroll-related inquiries, audits, and reporting.

Legal Compliance

• Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Partner with General Counsel as needed/required.

Work Relationships and Morale

• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

HR Policy and Approvals

• Develop new policies as needed to address emerging issues or changes in the workplace environment.

• Provide HR policy guidance and interpretation.
• Review and approve terms for new hires, promotions, and transfers.

Insurance and Benefits Management

• Oversee employee benefits programs and ensure they align with legal requirements.
• Manage workers' compensation claims and coordinate with insurance providers.

Operational Support

• Provide guidance and input on department/agency restructuring, workforce planning, and succession planning.           

Training and Development

• Identify training needs for departments and individual executive coaching needs.
• Develop a framework for the professional development needs of the organization.
• Participate in the development, evaluation, and monitoring of training programs to ensure success and follow up to ensure training objectives are met.

 Budget Oversight

• Oversee the department budget, ensuring financial resources are effectively allocated and managed.

Other Duties

• Perform other related duties as assigned.

• Experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Bachelor's degree required. Master’s degree preferred in a related field. 
• SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) credential, PHR Certification or ability to obtain certification within one year of employment.
• Must be at least 18 years of age, successfully complete health, and fingerprint screenings prior to employment
• Excellent verbal and written communication skills. 
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Knowledge of payroll software, such as Paycom, and the ability to navigate and utilize system features effectively.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite.

Pursuant to California Penal Code 11105.3, REACH will conduct a pre-employment background investigation following a conditional offer of employment to ensure the safety of REACH's employees and participants. Any criminal convictions revealed by the background check or post-employment may impact your eligibility to work at REACH. 

The company is an equal opportunity employer, drug-free workplace, and complies with ADA regulations as applicable.