Director People and Culture
- Experience Level
FULL TIME and EXEMPT
Reports to: Executive Director
Schedule of Hours: M-F, 9:00AM-5:30PM, as needed outside of standard work hours
Position Remote Eligible: At the discretion of the Executive Director
Mandated Reporter: No
ABOUT THE ORGANIZATION
Community Overcoming Relationship Abuse (CORA), is the only agency in San Mateo County providing crisis intervention and supportive services to survivors of domestic violence and their children, seeks a Director of People and Culture to support CORA’s HR strategy and management.
The Director of People and Culture provides strategic HR leadership, management, and implementation of all HR operations CORA.
The Director of People and Culture will play a significant role in ensuring that CORA remains strong and vital for many years to come. The duties of the position will be broad. They will include building and leading a talent development and retention strategy; employee relations counseling; working with the leaders of our programs to help us realize our goal of embedding diversity, equity and inclusion in our organization and in our day to day work together; and traditional human resources functions, such as oversight and implementation of benefits.
Talent & Organizational Development Leadership
- Lead change management with visionary leadership and organizational development.
- Fosters a culture that builds leadership across the organization; creates opportunities for learning, opens lines of communication among staff engendering trust and one that reflects CORA’s values.
- Identify and drive organization and cultural changes needed to adapt strategically to changing demands, technology, and internal or external initiatives.
- Participates as a member of the senior leadership team in the development and implementation of organization-wide policies and programs.
- Drive leader and manager capacity building at all levels within the organization through individual (i.e. coaching and feedback) and group solutions (i.e. training programs)
- Provide day-to-day performance management guidance and partnership to mid-level and senior leaders (i.e. feedback, coaching and counseling, performance improvement plan)
- Coordinates and facilitates cross-program meetings to ensure consistency and communication between program department managers and directors to ensure quality services for CORA employees and clients.
- Creates a communication system for efficient employee reporting, accountability, and related compliance.
- Represents CORA in a way that embodies the organizational values; one that speaks to the needs of survivors, the organization, and the community.
- Provides strong leadership and people management that reflects CORA’s values, including mutual respect, compassion and integrity.
- Represents CORA at local, regional, and statewide events, meetings, and grant related public meetings or hearings as needed.
Management and Supervision
- As a member of the senior management team, works in partnership with the Executive Director and other directors to develop the strategic direction of the organization and makes ongoing strategic HR decisions to ensure CORA’s mission is fulfilled.
- Holds organizational responsibility for strengthening HR systems and implementing HR best practices.
- Promotes, embraces and creates a culture of accountability for implementation of HR plans and outcomes measurement utilizing a metric system of accountability.
- Supports managers in all aspects of employee management.
- Carries out supervisory responsibilities in accordance with the organization's policies and procedures ensuring compliance with all applicable laws and regulations.
- Oversees the daily workflow of the department and front desk.
- Directly manages 2 front desk employees.
- Manages outside HR consultants, third party administrators, and vendors.
Financial Management and Grant Administration
- Participates in the organizational budget process, providing leadership, context and communication concerning programmatic and staffing needs. In conjunction with the Director of Finance and Operations, this includes quarterly financial budget reviews and oversight pertaining to programmatic contracts and grants as needed.
- Ensures timely data entry and timely submission of grant report elements, when needed from the Development team.
- Ensures positive communication and relationship with grantors and funding agencies, as needed.
ESSENTIAL DUTIES AND RESPONSIBILITIES
- Collaborates with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management.
- Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organizations human resource and talent management functions; assesses the organization’s success and marker competitiveness based on these metrics. Oversees and ensures compliance with all CA employment, benefit, insurance, safety, and other laws, regulations, and requirements.
- Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management and ensures compliance with all federal, state, and local employment law.
- Evaluates reports, decisions, and results of department initiatives in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
- Manages recruitment function and partners with department heads to ensure programs are properly staffed, recruited, hired, assigned, supervised, evaluated and terminated as part of the overall recruiting and onboarding function.
- Designs and leads employee trainings as identified by the leadership team.
- Designs, implements, and manages annual staff evaluation process and ensures the performance management process is efficient and effective for all managers, coordinators and staff.
- Researches, develops, implements, and administers competitive compensation, benefits, performance management, learning and development, employee relations, and employee incentive programs to establish and promote consistent performance expectations among management and staff.
KNOWLEDGE AND SKILLS REQUIRED
- BA degree required; MA preferred
- Professional HR certification required (SHRM-SCP/CP, SPHR/PHR)
- Minimum of 10 years HR experience; at least 5 years in a management role
- Minimum of 5 years California HR experience including in depth knowledge of California labor and employment policies
- Strategic talent management and/or employee relations experience strongly preferred
- HRIS administration
- Experience leading organizational change & culture development
- Experience developing training and development plans
- HR experience in nonprofit environment preferred
- Experience having worked with a high-performance, collaborative, constructive peer group
- Personal qualities of integrity, credibility, and a commitment to and passion for CORA’s mission
WORK ENVIRONMENT/PHYSICAL REQUIREMENTS
- This job operates in a professional office environment. This role routinely uses standard office equipment.
- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
- While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; talk or hear. The employee must occasionally lift or move office products and supplies, up to 20 pounds.
MANDATED REPORTER STATUS
This position is not subject to mandated reporting under California’s Child Abuse and Neglect Reporting Act (CANRA). Such a report, including sharing information with another employee who is a mandated reporter position without following "release of confidential information" policies is a breach of confidentiality is a violation of state and federal law and can result in disciplinary action, up to and including termination of employment.
CORA History and Overview
CORA has provided services to survivors of intimate partner abuse for nearly 40 years. Our programs include Crisis Intervention Services, including a 24-hour hotline, collaboration with law enforcement, emergency shelter options, and supportive counseling. Family Support Services provides mental health therapy, supportive/transitional housing, and a children’s program. CORA has robust legal services for survivors of domestic violence and provides educational workshops about the dynamics of domestic violence and healthy relationship skills.
CORA is strengths-based, collaborative, accessible, and client-centered. CORA believes that everyone deserves to be treated with respect in their intimate relationships. We provide safety, support and healing to individuals who experience abuse in an intimate relationship and educate the community to break the cycle of domestic violence. Regardless of a survivor’s race, class, gender, sexual orientation, or culture, we save lives and provide an opportunity to begin again.
CORA inspires work of the highest caliber by fostering staff engagement through transparency and inclusion in agency decisions wherever possible. We strive to ensure our policies and communications reflect an appreciation of the impact of social inequities, historical and current, and actively promote healthy relationships amongst staff by demonstrating mutual respect in all our communications.
CORA is committed to cultivating an environment that empowers an exceptional and diverse staff and to advancing health equity in our work. We welcome applicants who represent that diversity and who will contribute to our equity journey, including people of color, women, people with disabilities, and LGBTQ individuals. We also encourage individuals whose background may contribute to more effective representation of low-income people and underserved communities to apply. For more information about our values and our equity journey, see our Equity Stance.
CORA is proud to be an equal opportunity employer. We seek diversity with respect to race, color, age, sex, (including breastfeeding and medical conditions related to breastfeeding), religion (including religious dress or grooming practices), national origin, mental or physical disability, genetic characteristics and information, ancestry, marital status, family status, political belief, sexual orientation, gender (including gender identity and expression), medical condition, military, or veteran status or any other category or status protected by Federal, State or other applicable laws.
All applicants are welcome. Individuals who are bilingual, people of color, members of the LGBTQ community and/or survivors of domestic violence are strongly encouraged to apply. The position will remain open until filled.
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