ASSOCIATE DIRECTOR, HUMAN RESOURCES

Duties and Responsibilities

• Serve as a strategic HR partner to leadership, guiding workforce planning, organizational effectiveness, and people-related initiatives.
• Collaborate closely with the Director of Human Resources on HR strategy, change management, and continuous improvement of HR programs.
• Advise senior leadership on people-related risk, performance concerns, and organizational trends, bringing a consistent, institution-wide perspective to decision-making.
• Provide strategic oversight and guidance for full-cycle recruitment strategies for scientific and administrative roles, with particular focus on high-impact, sensitive, or senior level searches.
• Serve as a strategic advisor to hiring managers and leadership on search strategy, candidate assessment, and hiring risks for high-impact or sensitive roles.
• Ensure recruitment practices are applied consistently across departments and aligned with institutional standards and values.
• Monitor and improve recruiting metrics such as time-to-fill, quality-of-hire, and key outcomes, and recommend improvements to the Director of Human Resources.
• Ensure an equitable, efficient, and high-quality hiring process and candidate experience, without assuming ownership of recruitment systems or day-to-day administration.
• Serve as a senior employee relations leader, addressing Institute-wide matters, including performance management concerns, workplace conduct issues, manager coaching, and employee complaints.
• Conduct workplace investigations across a range of employee matters (performance, conduct, policy violations, and workplace concerns) or oversee investigations as appropriate based on complexity and risk.
• Determine investigative scope, methodology, and documentation standards, and approach (internal or external), in consultation with HR and Legal Leadership as appropriate.
• Ensure investigations are conducted promptly, fairly, and in compliance with institutional policies and applicable laws.
• Analyze and review investigation findings and exercise independent judgment in advising leadership on outcomes, corrective actions, and follow-on steps.
• Identify trends and systemic risks arising from employee relations matters and investigations, and recommend proactive institutional responses (e.g., training, policy clarification, or process improvements).
• Provide strategic coaching to managers and leaders on performance management, conduct issues, and workplace dynamics.
• Support development and/or delivery of manager guidance and training related to employee relations, performance management, and fair employment practices.
• Partner with the Director of Human Resources during organizational changes, leadership transitions, restructurings, or funding-driven staffing actions to advise on people impacts and risk considerations.
• Interpret and apply federal, state, and local employment laws and regulations, ensuring compliant HR practices.
• Apply employment policies and compliant practices through investigation findings, employee relations guidance, and leadership advisement.
• Partner with the Director of Human Resources and Legal to review, interpret, and recommend updates to HR policies and procedures, and support consistent application across the organization.
• Partner with internal and external legal counsel on complex employment matters and risk mitigation strategies.
• Support audits, reporting requirements, and institutional compliance initiatives.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Advanced degree or formal training in employment law, investigations, or organizational leadership preferred.
• Experience: 7–10 years of progressive HR experience, with substantial focus on employee relations, workplace investigations, and performance management. Demonstrated experience independently conducting or leading workplace investigations, including factual analysis, documentation, and recommendations regarding outcomes and corrective actions. Prior experience managing or providing senior-leval oversight to HR professionals or serving in a lead or escalation role for employee relations matters. Strong working knowledge of federal, state, and local employment law, with substantial California experience preferred. Familiarity with HRIS platforms (e.g., Workday, ADP) sufficient to interpret data and trends; system administration experience not required. Experience in nonprofit, academic, or medical research environments preferred.
• Certifications: Professional HR certification such as SPHR, SHRM‑SCP, or equivalent preferred; PHR or SHRM‑CP acceptable with demonstrated senior-level employee relations and investigations experience.
• Other Knowledge, Skills and/or Abilities: Demonstrated ability to exercise sound, independent judgment in complex and sensitive employee relations matters, including workplace investigations, performance issues, and institutional risk assessment, with a high degree of discretion, professionalism, and integrity. Strong workplace investigation expertise, including fact‑finding, credibility assessment, documentation, and synthesis of findings into clear, defensible recommendations. Excellent communication, interpersonal, and coaching skills, with the ability to influence and advise leaders and managers at multiple levels and present complex information clearly to varied audiences. Strong analytical and problem‑solving skills, including the ability to identify trends, assess risk, and recommend proactive, institution‑wide solutions in partnership with Legal and senior leadership. Proficiency with HRIS platforms and Microsoft Office Suite (particularly Excel and PowerPoint) for analysis, reporting, and executive presentations.