Core Aspects of Position: The Director of Human Resources and Operations will work as a core part of the Freedom Center team overseeing the Human Resources and Operations Departments to advance our collective work towards Freedom 2030. The Director of HR and Operations is responsible for the overall management of all Human Resources functions and duties, including overseeing personnel policies, hiring processes, compliance audits and updates, benefits administration, disciplinary processes, grievance resolution, and salary administration. They will plan, lead, direct, develop and coordinate the policies, activities, and staff of the department, ensuring legal compliance and implementation of the organization’s mission and talent strategy. Additionally, the Director will be responsible for managing employee relations, and developing and implementing talent management programs across the various entities to support advancing the work of the respective organizations and projects. They will serve as an advisor to the Senior Leadership Team and facilitator by actively driving the planning and administration of all talent management and leadership development to increase team effectiveness and efficiency across the ecosystem, including leadership and team development coaching, employee engagement programs, and succession planning, when appropriate. This is a highly visional senior-level position, who will actively collaborate with Senior Executive Leadership Teams and staff across the ecosystem.

Human Resources, Employee Engagement and Retention(50%)

Collaborates with the Senior Executive Team to understand the organization’s goal and strategy related to staffing, recruiting, retention and staff development.
Plans, leads, develops coordinates, and implements policies, and change management processes to support Human Resources compliance and implementation of new systems, practices and policies.
Maintains knowledge of best practices, regulatory changes, and new approaches in Human Resources, talent management and employee law, and applies this knowledge to communicate changes to Executive Leadership and staff.
Assess organizational HR practices and make recommendations to increase employee satisfaction and reduce liability of organization.
Partner with management to address day-to-day HR operational issues such as employee relations, grievance processes, compensation reviews, escalated benefits issues, performance management and training.
Supervising and leading the HR team in creating an inviting and cohesive employee experience.
Act as an employee champion and change agent by anticipating HR-related needs and delivering value added services for the benefit of the employees.
Providing insightful crisis management advice when required.
Maintain an effective level of business literacy including company goals, mission, financial position, strategy, competition, technology and culture.
Investigate claims of misconduct and escalate to President.
Maintaining current knowledge of industry trends and employment legislation to ensure regulatory compliance. Identifies trends that could impact the organization objectives.
Ensuring that the organization’s values are reflected in people-oriented decisions.
Driving the change management of the organization.

Talent Management and Development (30%):

Assess current personnel performance and make recommendations for increase efficiency and outcomes.
Provide training and development for staff at all levels.
Work in partnership with the Freedom Center core team to increase effective communication, streamline processes and ensure the department overall has a balance of policies, effective people, and processes that are clear and in line with the organization's culture, values and practices.
Develop and implement talent management programs that attract, retain, and develop staff and leadership.
Works collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership pipeline for the organization (site or function).
Educate the Senior Executive Team and Executive Leadership Team on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site’s succession plan.

Operations (20%):

Develop and implement operational policies and procedures to improve efficiency and effectiveness/Defining, implementing and revising operational policies and guidelines for the organization.
Coordinate with other departments to streamline operations and improve communication.
Implements and trains team members in policies and procedures that will improve day-to-day operations.
Working with the human resources department to create job descriptions, hire competent personnel and oversee employee training programs.
Ensure staff performance reviews are conducted.
Communicates and explains new directives, policies, procedures to managers; for major changes, meets with entire operations staff to explain changes, answers questions and maintain morale.
Ensuring sufficient communication of information between all levels of the organization and the implementation of strategies.
Responsible for ensuring that there are written operational policies procedures in place across operations, that they are kept updated and reviewed periodically and are submitted.

Salary range: $120,000 - $150,000 annually.

Location Requirements: San Francisco or Los Angeles.