Director, Human Resources

Tiburcio Vasquez Health Center • Full-time • Hayward, California, United States • $150.20k - $172.91k / year • 4d ago

Description

The Director, Human Resources is responsible for leading core human resources functions, with a focus on employee relations, labor relations, HR operations, and compliance.

This role partners with executive leadership to ensure HR practices are applied consistently across the organization, supports managers in navigating complex employee and labor matters, and provides oversight of HR systems, policies, and processes. The Director maintains responsibility for both operational effectiveness and risk management within the HR function. Provides oversight of the Human Resources function, including prioritization of work, allocation of resources, and alignment with organizational needs.

Direct Reports: HR Associate (Generalist), HR Associate (Payroll & Benefits), HR Associate (Recruiter) & Learning & Development Manager

Schedule: This is a full-time position, working 40 hours per week, typically Monday through Friday, with occasional evening or Saturday hours.

About TVHC: Tiburcio Vasquez Health Center is a non-profit community health center that is dedicated to promoting the health and well-being of our community by providing accessible, high quality care by integrating primary care, dental care, WIC support, mental health counseling, community health education and more.

Benefits: We offer excellent benefits, including: medical (100% paid co-payments, premiums, etc.), dental, vision (including dependent and domestic partner coverage), generous paid leave benefits including holidays, Flexible Spending Accounts, retirement plans with an Employer match, tuition reimbursement, monthly treats, pet insurance, and more.

Compensation: $150,196 - $172,909.50 annualized, depending on experience.

TVHC offers compensation ranges that are determined by a thorough market-based analysis and are fully disclosed in accordance with California law. The pay for a selected candidate is determined by a variety of factors to ensure fair and equitable compensation. We are committed to providing a competitive compensation package that extends beyond base salary, designed to support the health, wealth, and career development of our employees.

Employee & Labor Relations

Leads employee relations matters, including investigations, performance management, and corrective actions.
Advises managers and leadership on complex employee issues, including risk, documentation, and appropriate next steps.
Leads labor relations activities, including grievance processes, participation in collective bargaining negotiations, and interpretation and application of collective bargaining agreement (CBA) provisions.
Addresses inconsistencies in application of policies, practices, and CBA provisions across the organization.

HR Operations & Compliance

Oversees development, maintenance, and implementation of HR policies and procedures.
Ensures alignment with federal, state, and local employment laws and organizational standards.
Supports compliance activities, including audits, reporting requirements, and regulatory readiness.
Maintains consistency in HR practices and documentation across the organization.

Leave Management & Accommodations

Oversees and administers leave of absence and accommodation processes, including FMLA, CFRA, PDL, and ADA
Reviews and approves leave and accommodation requests, ensuring appropriate documentation and compliance with applicable requirements.
Ensures consistent handling of leave and accommodation matters across the organization.

HR Systems & Payroll Oversight

Provides oversight of payroll processes to ensure accuracy and alignment with policies and applicable regulations.
Oversees HR systems (e.g., HRIS) and ensures data accuracy, reporting reliability, and appropriate use across teams.
Identifies opportunities to improve HR processes and system utilization.

HR Analytics & Reporting

Reviews HR data to identify trends related to turnover, employee relations, and workforce patterns.
Uses data to support decision-making and highlight areas requiring attention.
Oversees reporting related to compliance and operational needs.

Leadership & Support:

Provides direction and support to HR staff, including prioritization, workload oversight, and development.
Advises executive leadership on organizational risk, employee relations matters, and workforce challenges.
Partners with executive leadership to identify and address organizational risks and workforce challenges.
Contributes to development and implementation of HR strategies aligned with organizational priorities.

Learning & Development

Oversees learning and development initiatives, including training programs, leadership development, and staff development efforts across the organization.
Provides direction to the Learning & Development Manager, including prioritization, program alignment, and implementation support.
Ensures development initiatives align with organizational needs and support workforce capability and performance.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and expectations required of the position.

Requirements

Bachelor’s degree required in Human Resources, Business, Psychology, or a related field, or equivalent experience may be considered in lieu of a degree.
Minimum of eight (8) years of progressive HR experience required, including experience leading HR functions and advising managers on complex employee and labor matters.
Experience across multiple HR functional areas, including employee relations, labor relations, compensation, performance management, or HR operations required.
Working knowledge of human resources policies, employment laws, and collective bargaining agreement (CBA) provisions required.
Experience in healthcare required.
Experience in unionized environments preferred.
Experience with Paylocity is highly preferred; demonstrated experience implementing, administering, or optimizing HRIS systems is valued.

Qualifications:

Ability to advise managers and leadership on complex and sensitive matters.
Strong judgment and ability to balance consistency, risk, and operational needs.
Effective communication and interpersonal skills.
Ability to manage competing priorities in a fast-paced environment.
High level of professionalism and confidentiality.