Human Resources Director (Full-time w/ Benefits) Job at Golden Gate National Parks Conservancy
Golden Gate National Parks Conservancy San Francisco, CA 94123
Human Resources Director
Organization
Description:
The Golden Gate National Parks Conservancy is the nonprofit partner of the National Park Service managing the Golden Gate National Recreation Area — 82,000 acres of national parkland spanning the San Francisco Bay Area, including Muir Woods, Ocean Beach, Crissy Field, and Alcatraz Island. The Parks Conservancy is a membership organization created to preserve the Golden Gate National Parks, enhance the experiences of park visitors, and build a community dedicated to conserving the parks for the future.
With our local and federal partners, the Parks Conservancy is committed to the work of supporting Bay Area national parks as places where we can further racial and social justice for our community and climate resilience for these protected lands.
Position Overview and Department Description:
Our Human Resources team supports approximately 300 employees across different work sites (office, home-based, field, warehouse, retail, etc.) throughout the San Francisco Bay Area.
A key member of the People and Culture Leadership team, the Human Resources Director serves as a thought partner in establishing the people and culture strategy for the Parks Conservancy. This role is responsible for initiating and streamlining systems and processes that support HR organizational objectives. The HR Director leads, manages and supports the HR team in administering all HR functions and in supporting alignment of all HR processes and procedures with the Parks Conservancy values of Community Care, Creating Belonging, Learning and Growth and Working with Purpose.
The HR Director is responsible for establishing HR as a supportive and responsive partner and resource for the organization. The HR Director will proactively plan, articulate, and help departmental staff to execute the Parks Conservancy’s staff talent strategy, accounting for a variety of roles, work environments, schedules and responsibilities. In partnership with other team members, the HR Director will implement comprehensive HR systems and interdepartmental activities that embrace organizational values and advance equity and inclusion.
The HR Director reports to the Vice President of People & Culture, and supervises a team of 5 to 8 employees.
Essential Functions and Responsibilities:
Lead Human Resources
- Lead, develop, organize, direct, and evaluate the HR team in a way that models organizational values and builds an environment of learning and growth advancing equity and inclusive practices
- Administer the administration of human resource programs including, but not limited to, compensation, and payroll, benefits, and leaves; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development
- Bring new and innovative ideas, policy changes and new programs and systems that will enhance the organizational culture and employee experience
- Collect and compile HR metrics and data from a variety of sources including the HRIS. Analyze data and statistics for trends and patterns with attention to recruitment, motivation, turnover, and compliance with employment laws and regulations. Prepare, present and explain findings to senior leadership
- Manage Human Resources department budget
- Administer annual programs with a commitment to continuous improvement, equity, and consistency, review and update employee handbook, harassment prevention training, performance management, and annual review process.
- Create, communicate, and execute a Human Resources strategy, accounting for the variety of roles, work environments, schedules, and responsibilities
- Develop consistency in Human Resources philosophy, processes, and practices
Employee Relations and Talent Management
- Direct transparent and adaptive strategies for talent management including staff recruitment, onboarding, retention, promotion, and succession. Spearhead compensation strategies, develop and refine employee performance systems and provide HR guidance.
- Counsel managers on conversations about performance management (coaching, providing feedback, growth, corrective actions and performance improvement plans)
- Understand and ensure compliance with federal and state legislation pertaining to all employee matters
- Manage employee relations and performance matters. Consult with legal counsel as appropriate on employee relations matters
- Conduct effective, thorough and objective investigations; make recommendations
Manager and Staff Development
- Plan and implement onboarding, leadership, coaching, conflict resolution and cultural competency training programs to enhance employee engagement and retention
- Ensure all managers and supervisors are trained on the progressive discipline process, performance management process, and related management programs
- Coach Managers to create and maintain a work environment aligned with the strategic plan and organizational values
- Partner with Learning and Development to support professional development organization wide; lead the development of a manager training program
Compensation and Benefits
- Assist leadership with the design of a compensation and benefits strategy. Implement related programs aligned with that strategy
- Understand and apply the nuances of the compensation band structure; assess for equity, consistency, and evaluate overall evaluation of its application
- Propose modifications in compensation and benefits programs in line with financial strategy and equity considerations
Diversity, Equity, and Inclusion Partner
- Build relationships grounded in trust and authenticity with staff across the organization through participation in groups like the DEI committee
- Collaborate with the DEI Director to implement comprehensive HR systems and interdepartmental activities that embrace organizational values and advance equity and inclusion
- Partner with the DEI Director to build models for regular demographic tracking and reporting, including hiring, retention and promotion data
The duties and responsibilities described are not a comprehensive list. The scope of the job may change as necessitated by business/operational demands. The HR Director will support members of the HR team and perform other related duties as required and assigned.
Knowledge, Skills, and Abilities:
The successful candidate must have the following Knowledge, Skills, and Abilities. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to perform this job:
- Human Resources: Knowledge of HR planning, workplace diversity, organizational design and effectiveness, compensation, benefits, retirement, leaves administration, training, policy, HRIS, performance management, related laws and regulations and all aspects of talent management.
- Confidentiality: Ability to practice discretion and maintain confidentiality.
- Commitment to, and an understanding of, concepts of equity, justice, and inclusion in the workplace and a demonstrated ability to effectively work and collaborate across differences; ability to identify and intervene in problematic dynamics across identity. Knowledge and understanding of the ways implicit bias, personal identity, and power and privilege impact individuals, organizations, systems, policies, and structures.
- Resourceful and Adaptable: Ability to operate in ambiguity and rapid change and to identify creative solutions to obstacles.
- Project Management: Ability to juggle many essential responsibilities and projects at once. Ability to develop, communicate, support, and implement major initiatives.
- Technical Analytical Skills: Knowledge of how data can drive equitable decision-making, inform strategies and shift behaviors.
- Team Player: Ability to earn influence without authority and naturally seek to support both small projects and large strategic goals.
- Organizational Planning: Ability to use organizational planning skills to implement comprehensive HR systems that facilitate human resource and interdepartmental activities in a manner that promotes equity and embraces organizational values
- Relationship Building: Ability to build effective working relationships with people, inclusive of different backgrounds, ethnicities, genders, sexualities, ages, and viewpoints. Aware of group identities and how they shape life and experiences at work. Understand how racism and other forms of oppression in society impact relationships, systems and culture.
- Relational Communication: Engaged in building relationships with individuals organization-wide through active and empathetic communication of listening, responding, understanding. Model a collegial and involved managerial style with a high level of internal awareness.
- Organizational Communication: Understand how to best receive and share information in large group, small group, and individual settings. Assess and determine alternative ways to document and communicate information; ensure that all written information can be clearly understood.
- Commit to prioritizing time for opportunities to learn and grow.
Education and/or Experience:
- 4+ years of HR related experience.
- Degree in HR, Business, or related field or equivalent professional experience
- Technical: Must have experience working in an HRIS or other complex database system; prior experience with ADP is a plus; MS Office; Excel or other spreadsheet application
- Knowledge of HR planning, workplace diversity, organizational design and effectiveness, compensation, benefits, training, personnel policy, HRIS, professional and staff development and training, performance management, related laws and regulations and all aspects of talent management.
- Experience in modeling and coaching principles and practices of leadership, management, supervision, change management, conflict resolution and group dynamics in an organization.
- Experience in a managerial role or leading a team or department.
Physical Requirements and Work Environments:
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job:
- This position is located at the Parks Conservancy’s headquarters in Fort Mason, San Francisco. Work is performed in an office setting; including a mix of telework and on-site. This position requires at least 2 days per week onsite, either in office or visiting park sites to meet the essential requirements of the position.
- Work is primarily performed sitting and standing
- Regularly sits or stands at a desk 6-8 hours per day
- Walking
- Reaching
- Ability to travel to work locations across the San Francisco Bay Area, including Alcatraz, Muir Woods, Golden Gate Bridge, Lands End, Crissy Field, Presidio, and other outdoor worksites.
Salary and Benefits: The salary is $130,000 to $150,000. Benefits include a competitive suite of medical, dental, and vision plans, up to 3 weeks paid vacation, one week of personal days; plus holiday and sick days, 403(b) retirement plan, Employer-match Commuter Program, Employee Assistance Program, Employee discounts and more.
Health and Safety:
It is the policy of the Golden Gate National Parks Conservancy to create and maintain a safe and healthy workplace free from recognized hazards that may cause harm to employees, consistent with and in compliance with applicable state and federal laws. Employees will play an active role in creating a safe and healthy workplace and will comply with all applicable health and safety rules. The Conservancy is committed to the goal of implementing an effective health and safety program and an injury prevention program.
Based on the current state of the COVID-19 pandemic, the Parks Conservancy requires all employees, interns, and independent contractors to be vaccinated and to provide proof of such vaccination as a condition of employment or performing contract work.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.
The Golden Gate National Parks Conservancy is an Equal Opportunity Employer. Recruitment, placement and promotions are conducted without regard to an individual's race, color, religion, sex, national origin, age, physical handicap, veteran status or sexual orientation, or any other classification protected by Federal, State, and local laws & ordinances. We will consider qualified candidates with criminal history in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance. All qualified applicants are encouraged to apply.
Please Note :
apexdining.ca is the go-to platform for job seekers looking for the best job postings from around the web. With a focus on quality, the platform guarantees that all job postings are from reliable sources and are up-to-date. It also offers a variety of tools to help users find the perfect job for them, such as searching by location and filtering by industry. Furthermore, apexdining.ca provides helpful resources like resume tips and career advice to give job seekers an edge in their search. With its commitment to quality and user-friendliness, Site.com is the ideal place to find your next job.