Senior Director Of Human Resources

Since 1891, Boys & Girls Clubs of San Francisco (BGCSF) has provided high-quality,

community-based youth development services to youth in San Francisco. Our mission is to inspire and enable all young people, especially those from disadvantaged circumstances, to realize their full potential as productive, responsible, and caring citizens. We impact the lives of Club members, primarily ages six to 18, by focusing on academic success, healthy lifestyles, good character & community engagement, and job readiness with earning potential. We are nationally recognized for the high quality of our programs and comprehensive approach to serving youth. Whether you're joining our administrative team, a Club team, or our Camp Mendocino team, you'll be surrounded by enthusiastic, talented, and passionate colleagues who wake up every day ready to inspire young people to reach their full potential.

PRIMARY FUNCTION:

Under the supervision of the Chief Operating Officer, the Senior Director of Human Resources is charged with oversight of the Human Resources team and is directly responsible for the overall administration and coordination of the HR function, including employee relations, hiring and retention, performance management, and compliance with labor standards. The Human Resources Department is composed of the Senior Director of HR, Director of HR, Recruiter, Staff Training & Development Specialist, and HR Coordinator.

The Senior Director of HR actively interacts with the Board of Governors, specifically through the Human Resources Committee of the Board. The Senior Director of HR is the staff liaison to this committee.

This position is full-time (40 hours weekly), working onsite at our John N. Callander Administrative Office in San Francisco. This position is eligible for benefits and is NOT a remote position.

KEY ROLES (ESSENTIAL JOB RESPONSIBILITIES):

Management of HR Team - 30%

• Develop and effectively manage a high-functioning HR Department.
• Manage and effectively communicate all aspects of a robust performance management system.
• Support staff career development, identifying opportunities for training and skill building.
• Provide oversight of onboarding and orientation processes.

BGCSF Leadership - 25%

• Provide the leadership needed to tackle all day-to-day issues related to Human Resources, including managing risk, as well as ensuring that policies and procedures are up to date and adhered to.
• Active participation as a leader in the organization, pushing for high standards, effective execution, and strong communication across the organization.
• Routinely visit Clubs and attend events to engage with staff, assess performance, and ensure adherence to policies, procedures, and safety standards.
• Represent the organization at community events, public events, and Clubhouse events, which include occasional evening and weekend events.
• Develop a solid draft of the HR Committee's annual goals that tie to the Strategic Plan, working with the President, COO, and HR Committee to finalize and execute.
• Provide advice and counsel on future strategic initiatives related to HR matters.
• Play an active role in BGCSF's implementation of its People, Culture & Belonging strategy.
• Partner with the Marketing Department to promote our employment brand.

Employee Relations – 25%

• Take needed steps to build and maintain morale throughout the organization.
• Assess management practices and recommend changes when required.
• Develop and implement metrics and solutions to employee relations trends.
• Implement best practices for staff retention and succession planning.
• Create strategies and programs to enhance staff retention and performance, including coaching, change management, and conflict resolution.
• Ensure a productive work environment that encourages positive and effective working relationships and open communication.
• Support BGCSF's effort to always be a place that prioritizes belonging and inclusion, and that anyone who engages with BGCSF feels valued, respected, and uplifted so that they can do and be their best.

Resource Management - 10%

• Manage BGCSF's relationship with our benefits brokers, specifically relating to handling claims, assessing when/where training could help lower risk exposure, and offering training.
• Partner with the Finance Department to develop budget and control expenditures, particularly in the areas of recruitment, compensation, and benefits.

Compliance with Labor Standards - 10%

• Provide oversight of administrative and operational systems for maintaining all employment and personnel records, ensuring compliance with legal requirements.
• Ensure compliance with all federal, state, and local employment laws, including California labor law and policies specific to youth-serving organizations.
• Oversee administration of all leaves of absence in multiple states/jurisdictions (i.e. medical, FMLA, STD, LTD, military, and unpaid personal leave).
• Attend relevant training, workshops, meetings, and seminars to stay abreast of the latest laws, best practices, and trends in the field.
• Ensure the Employee Handbook is updated and policies are current.
• Work with senior leadership on legal issues, when necessary.

Requirements:

SKILLS/ KNOWLEDGE REQUIRED

• 10 years of progressive HR experience, with 3–5 years in a senior or department leadership role.
• Experience managing a small-to-medium HR team.
• Strong working knowledge of California labor law, HR compliance, and employee relations best practices.
• Self-starter with the ability to create, communicate, and execute against goals in a strategic plan.
• Experience providing employee relations services, including recruiting and hiring, benefits, compensation, leaves of absence, and employment practices.
• Capacity to develop and maintain trust and build credibility within an organization.
• Ability to function as an internal coach or counsel to management and employees by helping them identify and resolve issues, encouraging management practices, anticipating internal organization issues, proposing solutions, and representing the employee perspective.
• Leadership skills, including negotiation, problem-solving, decision-making, and delegation.
• Excellent organizational skills, attention to detail, and ability to prioritize and manage multiple projects in a fast-paced environment.
• Excellent oral and written communication skills.
• Ability to establish and maintain effective working relationships with members of the Board of Governors, staff, community groups, and other related agencies.
• Strong technology skills, including G-Suite, Word, Excel, and PowerPoint.

SKILLS/ KNOWLEDGE PREFERRED:

• Four years of experience in a youth-serving non-profit
• Experience supporting multi-site organizations, preferably in youth development, nonprofit, education, or similar fields.
• PHR or SPHR accreditation.
• Experience working with many young professionals
• Demonstrated ability to manage and maintain HRIS platforms, Paylocity a plus.
• Experience working with a diverse, multicultural workforce.

PHYSICAL REQUIREMENTS/ WORK ENVIRONMENT:

• Must be able to lift 25 lbs.
• Must be able to stand for at least 2 hours consecutively.
• Must be able to sit at a computer workstation for long periods of time.

BENEFITS:

• Comprehensive health benefits, including employer contribution
• 401K pre-tax program and 7% employer contribution after one year of service
• Employee Assistance Program (EAP)
• Education assistance
• Pre-tax Transportation Savings Account
• Flexible Spending Account (FSA)
• Generous Paid Time Off program
• Paid Holidays
• Life & Disability Insurance
• Professional development opportunities

PAY:

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to skill sets, experience, and training; licensure and certifications; and other business and BGCSF needs. At BGCSF, our decisions are based on other factors and dependent on the circumstances of each position. Depending on the need and requirement of the position, an individual could be hired at or near the entry-level, mid-level, or top-of-the-range for their role and compensation. As such, a reasonable estimate of the current range is $140,000 - $165,000 annually.

DISCLAIMER:

The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job.