Director, People & Culture

We need to output HTML fragment with sections: About the role? Actually we have Position Summary, Essential Job Duties (with subcategories), Who You Are (requirements), Knowledge, Skills, and Qualities, Work Environment, Physical Considerations, Benefits, Salary Description (Pay range). Also we have Pay range already given. Also we have Application Process but we must remove application instructions. So we drop that. Also we drop cookie/navigation/legal/EEO etc. Not present. We must not repeat job title as heading. Use

for section headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information. So we need to include sections that have real content. Let's identify sections: - Position Summary (prose) - Essential Job Duties (multiple subcategories: Compliance and Legal, Administrative Tasks, Analytics and Reporting, Employee Relations, Performance & Investigation, Labor Relations, Recruitment and Hiring, Compensation & Benefits, Perform Other Related Duties As Required And Assigned, Supervisory Responsibility). These are duties; we can list them as bullet points under a "Responsibilities" heading? The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these standard headings. We have Position Summary -> could be "About the role". Essential Job Duties -> "Responsibilities". Who You Are -> "Requirements" (minimum experience etc). Knowledge, Skills, and Qualities -> could be "Skills" or "Qualifications". Work Environment and Physical Considerations maybe part of "About the role" or separate? But we can include as separate sections if they have content. Benefits -> "Benefits". Pay range -> "Pay". Schedule? Not given explicitly; there is Work Environment includes Standard business hours with some flexibility, limited remote work after evaluation. That's schedule-ish but not explicit schedule. We could omit Schedule section if no explicit schedule. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits is stated, so include Benefits. Pay is stated, include Pay. Schedule not explicitly stated; we have work environment but not schedule specifics like "full-time". Could treat as not needed. We must not invent or summarize away detail. So we need to keep details. We'll produce:

  About the role

  Position Summary ...

  Responsibilities

  • Compliance and Legal: ... (list subpoints? Could keep as one bullet with semicolons or break into sub-bullets? The instruction: use
    • for any list of duties/requirements/benefits. So each duty item can be a
    • . We can have nested lists? Probably okay but keep simple: each major duty as
    • with its description.
    etc. We need to include all sub-duties under each heading. Could break each subcategory as separate
    • . Eg:
    • Compliance and Legal: Partner with the Vice President, People & Culture to develop and execute appropriate HR policies, programs, processes and systems to support our employee-centric environment; Continually audit and update documents and protocols to maintain compliance with the most current local, state and federal laws; Provide advice and assistance in legal matters that pertain to human resources; Ensure workplace health and safety compliance, including workers compensation and appropriate OSHA training; Manage the development and submission of timely and accurate compliance reporting, actions and/or record administration to include, but not limited to timekeeping, I-9 records, Sexual Harassment Prevention Training etc.; Support P&C Specialists with review of questions related to Leaves of Absence, Worker’s Compensation, Hiring, and other compliance matters; Elevate escalated questions to Vice President, People & Culture; Support P&C Specialists as point of contact for HR vendors, as well as external inquiries coming from governmental agencies and other entities (including Workers’ Compensation inquiries and requests for employee information/records)
    Similarly for Administrative Tasks, Analytics and Reporting etc. Employee Relations, Performance & Investigation etc. Labor Relations etc. Recruitment and Hiring etc. Compensation & Benefits etc. Perform Other Related Duties As Required And Assigned. Supervisory Responsibility: Hires, supervises, develops and oversees performance management of P&C Specialists and Coordinator. We'll keep each as
    • .

      Requirements

      • Minimum of 9 years of progressive Human Resources experience.
      • This must include a minimum of 5 years in a supervisory role.
      • Working knowledge of California and Federal Employment laws including FMLA, CFRA, PDL, SDI, PFL, ADA, ADEA and local ordinances.
      • Strong understanding of At-will employment, California’s Sexual Harassment & Violence in the Workplace (SB1343) requirements, benefits administration, ACA, Workers’ Comp, FLSA, COBRA, OSHA and other common employment and safety regulations.
      • Broad knowledge and experience in staff onboarding, performance management, compensation, employee engagement, and workforce analytics.
      • Proven ability to compile and analyze large data sets and present actionable plans.
      • Proficient with Microsoft Suite, and Zoom, including a strong knowledge of Excel, Teams and Google documents/sheet.
      • Background in HRIS use and management.
      • Technologically savvy and able to learn software quickly with experience in HR software platforms required.
      • Willingness to work on some weekends and holidays as needed.
      We could also include Bonus if You... but that's optional preferences; we could include as part of Requirements or Qualifications. The instruction: we can have Qualifications section. Might treat Bonus as "Preferred Qualifications". But we can include under Requirements as optional? Better to create a

      Qualifications

      for preferred qualifications. However we have Knowledge, Skills, and Qualities section which could map to Skills. Let's decide: We have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. We have "Who You Are" (minimum experience etc) -> Requirements. We have "Knowledge, Skills, and Qualities– May be representative, but not all-inclusive, of those knowledge, skills and abilities commonly associated with this position." That's a list of soft skills etc. That could go under Skills. We have Bonus if You ... (PHR/SPHR certificate, Bachelor/Master, experience in launch/growth/transition, Paylocity, Unionized staff). Those could be under Qualifications (preferred). We'll put them under Qualifications. Thus:

      Requirements

      (mandatory)

      Qualifications

      (preferred)

      Skills

      (knowledge, skills, and qualities)

      Benefits

      Pay

      We also need to include Work Environment and Physical Considerations. Could be part of About the role or separate. Since we have no specific section for that, we could add a

      Work Environment

      if content exists. The instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't forbid other headings? It says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The examples are not exhaustive but likely they expect those headings. Safer to stick to those. We can incorporate Work Environment and Physical Considerations into About the role paragraph. Thus About the role will include Position Summary plus Work Environment and Physical Considerations. Let's craft About the role paragraph: "The People & Culture (P&C) Department’s main focus is to engage our team members and elevate the employee journey from the first moment of interest to the last day of employment and every step of growth along the way. The Director, People & Culture is integral in designing and implementing strong foundational compliance elements on which we deliver institutional goals of engagement, development and retention. We are seeking a passionate, relational, hands-on, and process-oriented people manager who will manage and implement programs and policies including but not limited to compliance, employee relations, hiring/onboarding and workforce analytics to strengthen and develop both employees and the institution. This position is responsible for ensuring all elements of HR processes are accurate and in compliance with internal policy and external regulatory requirements. They will work to improve effectiveness and efficiencies through process design, leveraging technology and external vendors/other resources. This employee will partner with the Vice President, People and Culture and other necessary team members to manage, integrate and execute all HR projects, programs, and initiatives to ensure coherence and application of best practices. Work environment is primarily office-based with occasional Oakland Zoo grounds visits. Standard business hours with some flexibility. Limited remote work may be available after an evaluation period and is dependent on ongoing performance assessments. Physical considerations include sustained computer-based administrative and analytical work, using standard or assistive technology for extended periods of up to 8 hours every day; ability to communicate and exchange information effectively and to review, interpret, and work with digital or written materials, using verbal, written, or assistive methods as appropriate; ability to navigate Zoo grounds." That's a lot but preserves details. Now Responsibilities: list each duty as

      . We need to ensure we don't lose any detail. Let's extract each duty block: From text: Essential Job Duties Compliance and Legal Partner with the Vice President, People & Culture to develop and execute appropriate HR policies, programs, processes and systems to support our employee-centric environment Continually audit and update documents and protocols to maintain compliance with the most current local, state and federal laws Provide advice and assistance in legal matters that pertain to human resources Ensure workplace health and safety compliance, including workers compensation and appropriate OSHA training Manage the development and submission of timely and accurate compliance reporting, actions and/or record administration to include, but not limited to timekeeping, I-9 records, Sexual Harassment Prevention Training etc. Support P&C Specialists with review of questions related to Leaves of Absence, Worker’s Compensation, Hiring, and other compliance matters. Elevate escalated questions to Vice President, People & Culture. Support P&C Specialists as point of contact for HR vendors, as well as external inquiries coming from governmental agencies and other entities (including Workers’ Compensation inquiries and requests for employee information/records) Administrative Tasks, Analytics and Reporting Oversees all personnel recordkeeping, both digital via our HRIS (Paylocity) and hard copies Track and utilize data and key performance metrics to identify trends and recommend proactive solutions for employee performance, promotions, retention, turnover and transitions Compile routine/initiative-driven reports to share out with the leadership team to grow in interdepartmental awareness and aid in decision-making Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed Provide technical support to employees who need assistance with payroll, timekeeping, expenses, and benefits portals/systems Employee Relations, Performance & Investigation Oversees escalated investigations, including those involving senior level employees Manages investigations involving a high level of organizational risk Conduct thorough and impartial investigations into employee complaints, allegations, or policy violations collaborating with relevant stakeholders, legal counsel, and management Partners with VP in developing and administering Performance Action Plans Labor Relations In coordination with VP, People & Culture, participate in Labor Management Committee (LMC) to support Bargaining Unit (BU) and Management representatives in navigating questions related to the Collective Bargaining Agreement (CBA). Participate in CBA contract negotiations. Collaborate with P&C Specialist – Employee Relations in matters related to BU members and the CBA. Join conversations between management and BU members in matters related to interpersonal or performance concerns as a neutral facilitator.