Director of Human Resources

About the role

Under the general direction of the Chief People Officer, the Director of Human Resources serves as MAAC’s human resources expert and champion of the employee experience. The Director provides strategic and operational leadership for the full scope of human resources programs, including talent acquisition, employee and labor relations, organizational development, HR compliance, compensation, benefits, and workforce planning.

Responsibilities

• Serves as a strategic advisor and thought partner to the CEO, CPO, and senior leadership team on workforce strategy, organizational development and design, and change management.
• Develops and executes a multi-year human resources strategy aligned to MAAC’s mission, annual operating plan, and budget, including workforce and succession planning; oversees HR budget.
• Partners with CPO and senior leaders to help shape and operationalize the agency's AI strategy, including AI governance, workforce role design, and responsible-use policy as AI-enabled tools are introduced across the organization.
• Establishes and reports on key performance indicators related to key functional areas in HR, including talent acquisition, retention and turnover, performance management, compensation, and grievance trends, to inform decisions and continuous improvement efforts.
• Led the design and continuous improvement of HR policies, the employee handbook, and internal HR systems and workflows.
• Serves as staff liaison and advisor to the Board of Directors' HR Committee and relevant program governance committees.
• Oversees administration of HRIS and other HR technology platforms; identifies opportunities to apply AI-assisted tools and automation to streamline HR workflows, improve data quality, and enhance decision-making.
• Promotes MAAC as an employer of choice in the social services sector through employer branding and candidate experience initiatives.
• Directs compensation strategy, including periodic market benchmarking, pay equity analysis, and salary structure design, in compliance with California pay transparency and equal pay requirements.
• Oversees benefits strategy, vendor management, and annual open enrollment, balancing cost, competitiveness, and employee needs.
• Ensures HR policies and practices comply with applicable federal, state, and local employment laws (e.g., FEHA, Title VII, ADA/FEHA reasonable accommodation, FMLA/CFRA, PDL, California pay transparency and equal pay laws, workplace violence prevention requirements, and wage and hour law).
• Oversees workers’ compensation, leave of absence, and reasonable accommodation programs.
• Identifies and mitigates employment-related legal and reputational risk; partners with outside employment counsel as needed.
• Represents MAAC externally on HR and labor relations matters with funders, regulators, and community partners.

Qualifications and Skills

• Knowledge of: Principles and best practices of strategic human resources management, organizational development, and change leadership.
• Labor relations law and collective bargaining practice, including contract negotiation, administration, and grievance procedures under a unionized environment.
• Federal, state, and local employment law, including FEHA, Title VII, ADA, FMLA/CFRA, PDL, California wage and hour law, pay transparency and equal pay requirements, and workplace violence prevention obligations.
• Total rewards design, including compensation structures, pay equity methodology, and benefits strategy.
• HR analytics and HRIS technology.
• Emerging HR technology and AI-enabled workforce tools, and their implications for compliance, workforce planning, and organizational design.
• Nonprofit governance and Board relations.

Education, Experience and Certification

• Bachelor’s degree in human resources, business administration, public administration, or a related field required; Master’s degree preferred.
• Minimum of seven (7) years of progressively responsible human resources experience, including at least three (3) years in a senior HR leadership role, or an equivalent combination of education and experience.
• Demonstrated experience negotiating and administering collective bargaining agreements with one or more labor unions required.
• SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) strongly preferred.
• Nonprofit or public/social services sector experience strongly preferred.