Director of Human Resources

Description

**Please include a personalized cover letter, with salary requirements for consideration**

Position Summary

The Director of Human Resources provides leadership and oversight for the organization’s Human Resources operations, systems, and people practices. Reporting to the Chief Administrative Officer, this role is responsible for ensuring effective day-to-day HR operations that support Team Members, managers, and organizational goals across BGCSM.

The Director of Human Resources oversees core HR functions including employee relations, performance management, onboarding and training, talent acquisition, compensation and benefits administration, compliance, HR systems, and policy implementation. This role partners closely with organizational leaders to strengthen manager effectiveness, support Team Member success, and promote consistent, people-centered employment practices across the organization.

Essential Duties & Responsibilities

Human Resources Operations & Leadership

• Oversees the daily operations and functions of the Human Resources department.
• Ensures HR practices, policies, procedures, and systems are implemented consistently across the organization.
• Supervises and supports HR team members, providing coaching, guidance, and accountability.
• Partners with organizational leaders to support staffing, performance, employee relations, and workplace culture initiatives.
• Supports the development and implementation of HR programs, workflows, and process improvements that enhance operational effectiveness and Team Member experience.
• Maintains accurate HR records, systems, and reporting processes.

Onboarding, Training & Performance Management

• Oversees organizational onboarding processes to ensure new Team Members are successfully integrated into the organization, understand performance expectations, and feel supported in their roles.
• Supports the development and coordination of ongoing trainings related to compliance, workplace expectations, active supervision, professionalism, safety, communication, and management practices.
• Partners with managers and supervisors to reinforce organizational expectations and provide tools, coaching, and support for effective performance management.
• Oversees performance review processes and supports organizational consistency in evaluations, documentation, accountability, and corrective action practices.
• Supports managers in addressing performance concerns through coaching, clear communication, and follow-through.
• Helps ensure Team Members receive the training, communication, and support necessary to perform their roles successfully.

Employee Relations

• Provides guidance and support to managers and supervisors on employee relations matters, including performance management, workplace conflict, corrective action, and policy interpretation.
• Conducts or oversees workplace investigations and supports resolution of employee concerns in alignment with organizational practices and legal requirements.
• Promotes positive employee relations practices that support professionalism, accountability, communication, and trust.
• Assists in developing and maintaining policies and procedures that support a safe, respectful, and inclusive workplace culture.

Recruitment & Staffing Support

• Oversees recruitment and hiring processes to ensure efficient and effective staffing practices.
• Partners with hiring managers to support recruitment efforts, candidate selection, onboarding, and staffing needs.
• Monitors recruitment processes, timelines, and hiring trends to support organizational staffing goals.
• Supports workforce planning and internal staffing efforts.

Compliance & HR Administration

• Ensures compliance with applicable federal, state, and local employment laws and regulations.
• Oversees administration of leaves of absence, including medical, FMLA/CFRA, disability, military, and personal leave programs.
• Maintains and updates HR policies, procedures, and the Employee Handbook to ensure compliance and organizational alignment.
• Supports compensation and benefits administration processes in partnership with organizational leadership and vendors.
• Oversees HRIS functionality, employee records, and HR reporting processes.
• Maintains current knowledge of employment laws, HR best practices, and emerging workplace trends.

BGC3: How We Show Up at Work

BGCSM believes that how we work is just as important as what we accomplish. The Director of Human Resources is expected to model and reinforce the organization’s BGC3 competencies:

Connect

Builds strong relationships, communicates clearly, collaborates effectively, and fosters trust across teams and departments.

Drive

Demonstrates accountability, initiative, sound judgment, and a commitment to supporting Team Member and organizational success.

Adapt

Approaches change and challenges with flexibility, professionalism, resilience, and a solutions-oriented mindset.

Requirements

Must currently reside, or be willing to relocate to our service area of Sonoma County.

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred.
• Minimum of seven (7) years of progressively responsible Human Resources leadership or management experience required.
• Strong knowledge of employee relations, performance management, employment law, onboarding, training coordination, and HR operations.
• Excellent communication, interpersonal, facilitation, and conflict resolution skills.
• Strong organizational, administrative, and problem-solving abilities.
• Experience with HRIS platforms, payroll systems, and HR-related technology preferred.

Physical Requirements Applicants must be able to successfully perform the essential functions of this position with or without reasonable accommodation.