Human Resources Director

Description

POSITION: Human Resources Director

JOB CODE: MAD2

OCCUPATIONAL GROUPING: Human Resources

REPORTS TO: Executive Director

CLASSIFICATION: Exempt

POSITION TYPE: Full Time/Full Year (12-Months)

SALARY GRADE: 64

MONTHLY PAY RATE: $10,053.00

LOCATION: City of Industry, CA

PROGRAM SUMMARY

Plaza de la Raza Child Development Services, Inc. (Plaza) is a comprehensive early childhood education program with a focus on school readiness for children zero to five years of age. Developmentally appropriate services are provided for children from low-income families, zero to five years of age. Plaza de la Raza currently serves over 650 children and their families.

DEFINITION

Under the direction of the Executive Director, the Human Resources Director provides strategic leadership and oversight of the Agency's human resources functions, including recruitment, classification, compensation, benefits administration, employee and labor relations, performance management, workforce planning, training and development, Equal Employment Opportunity (EEO) compliance, and compliance with applicable federal, state, and local employment laws. The Human Resources Director provides direct supervision to the Human Resources staff and is responsible for planning, assigning, reviewing, and evaluating while ensuring the efficient delivery of human resources services. The position develops and implements human resources policies, procedures, and workforce strategies that support organizational effectiveness and high-quality service delivery. The Human Resources Director serves as a strategic advisor to the Executive Director by providing workforce analysis, succession planning, organizational development, employee engagement, and human capital recommendations that support the Agency's long-term goals and sustainability.

SUPERVISION RECEIVED AND EXERCISED

The Executive Director provides general direction and supervision. This position exercises supervision over the Human Resource Specialists.

DUTIES AND RESPONSIBILITIES

A. Talent Acquisition and Workforce Administration

Discusses staffing needs with the Executive Director and Director of Finance and Business Operations to ensure that program goals and objectives are incorporated into Human Resources policies and procedures and that such policies and procedures comply with applicable federal, state, and local laws.

Interacts with managers to determine recruitment needs.

Develops and distributes job postings to announce vacancies.

Reviews employment requisitions and evaluates applications based on required education, training, skills, experience, and compensation requirements.

Ensures consideration of qualified current and former program parents for employment vacancies in accordance with program requirements.

Schedules interviews for qualified applicants in coordination with management staff, the Policy Committee, and, when required, the Board of Directors.

Develops standardized interview guides, candidate evaluation forms, interview questions, and rating criteria to ensure candidates are consistently evaluated based on the knowledge, skills, abilities, and competencies required for the position. Conducts reference checks for selected candidates. Coordinates candidate communications, including the distribution and completion of pre-employment documents and background clearances Notifies candidates of unsuccessful applications or interviews. Extends offers of employment. Coordinates the onboarding process for new hires, including approvals, offer acceptance, new hire documentation, required clearances, and new employee orientation. Supports payroll administration through coordination with internal payroll staff and/or contracted payroll service providers. Ensures personnel actions, employee data, payroll records, and supporting documentation are accurate, timely, and compliant with federal, state, local, and funding source requirements. Collaborates with contracted HR and payroll service providers to ensure payroll accuracy, tax compliance, reporting integrity, and alignment with agency policies and procedures. Analyzes recruitment, applicant flow, vacancy, and hiring data to identify trends, improve recruitment strategies, and support workforce planning decisions.

Maintains an employee database that tracks required degrees, permits, licenses, and certifications. Ensures that all employees, consultants, contractors, and volunteers comply with the Agency's Standards of Conduct.

B. Benefits Administration

Plans, directs, and administers employee benefits programs designed to protect employees against loss of income due to illness, injury, layoff, or retirement.

Directs the preparation and distribution of written communications regarding employee benefits programs, including insurance plans, retirement plans, paid time off, and employer-sponsored activities.

Analyzes the Agency's benefits programs and prevailing industry practices to ensure competitive and cost-effective benefits offerings.

Analyzes employee participation, utilization, and cost trends to evaluate benefit program effectiveness and develop recommendations that support employee needs and fiscal sustainability.

Evaluates services, coverage options, and programs offered by insurance and investment providers to determine those that best meet the needs of the Agency and its employees.

Recommends modifications to existing benefits programs as needed, advises management on benefit plan changes, and ensures the accurate processing of benefits-related documentation and claims.

Administers and maintains leave-of-absence programs and tracking systems, including coordination of SDI, FMLA/CFRA, and unemployment claims.

C. Training

Serves as the lead developer, in collaboration with Assistant Directors and department leaders, of the Agency's data-driven Workforce Plan for the annual funding application. Analyzes workforce, program, and organizational data to identify training needs and workforce development strategies that support continuous improvement and high-quality services.

Ensures the implementation of an agency-wide training program that includes Human Resources policies and procedures, as well as the Employee Handbook.

Provides guidance to supervisors and employees regarding employment policies and procedures, agency requirements, federal, state, and local labor laws, and Grantee Instructional Memorandum (GIM) requirements.

Provides orientation training for all new employees.

Evaluates training effectiveness through employee feedback, compliance data, workforce metrics, and performance outcomes to identify gaps and recommend continuous improvement strategies.

Provides an annual overview of the Agency's Code of Conduct to all employees, parents, consultants, and contractors.

Provides educational and career development guidance to support employee growth and advancement.

D. Record-Keeping

Monitors personnel files to ensure compliance with federal, state, local, and Grantee requirements and safeguards the confidentiality of employee records.

Maintains tracking systems for teaching permits, required licenses, physical examination clearances, and TB and other immunization clearances as required by Title 5 and Title 22 regulations.

Develops, reviews, and maintains job descriptions for all positions and confers with the Executive Director before implementing any additions, deletions, or revisions.

Conducts ongoing monitoring of human resources management practices to ensure compliance with federal, state, local, and funding source requirements, including Head Start Performance Standards and Grantee requirements.

Maintains oversight of all HRIS, payroll, and timekeeping systems, as well as employee databases, to ensure data integrity, security, compliance, and reporting accuracy.

Develops and analyzes Human Resources reports and workforce metrics using HRIS data to monitor staf