HR Manager- Talent, People, and Culture

The Opportunity

As we expand—adding 15 new positions this year—Asian Law Caucus (ALC) is looking for a people-centered Human Resources Manager to help shape a vibrant and inclusive workplace culture that empowers our dedicated team of lawyers and advocates. If you’re passionate about building relationships, fostering talent, and driving employee engagement, this is the perfect opportunity to make an impact. In this role, which is new to the organization, you’ll lead ALC’s talent management, recruitment, and employee training and development, while spearheading initiatives that keep our staff engaged and supported. Reporting to the Chief Operating Officer, working closely with a fellow HR Manager focused on benefits and compliance, and supported by an HR Assistant, you’ll have the chance to collaborate on building systems that champion our values and ensure our employees thrive. Are you energized by the challenge of creating a workplace where employees feel valued and inspired? Do you see tough conversations as opportunities for growth and positive change? If so, this is the opportunity for you.

The Organization

Asian Law Caucus (ALC) is the nation’s first legal and civil rights organization serving low-income, immigrant, and marginalized Asian, Arab, Middle Eastern and Pacific Islander communities. Since 1972, ALC has fought to protect access to affordable housing in San Francisco’s Chinatown, litigated high-profile civil rights cases, advocated for the passage of landmark policy changes, and provided an array of services to low-income immigrants and communities of color. Today, with a staff of 60 we bring together legal services, community empowerment, and policy advocacy to fight for immigrant justice, economic security, and a stronger, multiracial democracy. Our work is rooted in the San Francisco Bay Area and California and expands to states across the country, including places where immigrant, Asian, Arab, Middle Eastern, and Pacific Islander communities are rapidly growing.

Primary Responsibilities

Talent Acquisition and Recruitment

• Lead the full-cycle recruitment process, including job postings, candidate sourcing, screening, coordinating interviews, and onboarding for new employees.
• Partner with hiring managers to understand talent needs and ensure the right candidates are attracted to support organizational growth.
• Develop and maintain strong relationships with external partners (e.g., job boards, universities, recruitment agencies) to build talent pipeline.
• Ensure a smooth and welcoming onboarding process for new hires to foster early engagement and support retention.

Employee Training and Development

• Create and manage employee training programs, including leadership development, skills training, and diversity, equity, and inclusion (DEI) initiatives.
• Work with managers to identify and address employee development needs to ensure the organization has the skills and talent required for future growth.
• Evaluate training outcomes and continuously improve training offerings to meet the evolving needs of the staff.
• With the COO and other leadership, identify and communicate pathways for growth within the organization; support a culture of employee advancement and development.

Performance management

• Oversee the annual performance evaluation process, ensuring clear communication of goals, expectations, and feedback to employees.
• Provide support and guidance to managers on performance management best practices, goal-setting, and performance improvement plans.
• With the COO, work with managers to address individual employee performance issues; support the COO in running disciplinary processes in a fair and consistent manner, ensuring compliance with the collective bargaining agreement and other organizational policies.
• Partner with managers to ensure performance feedback is continuous and aligned with employee development goals.

Employee Engagement and Culture

• Lead efforts to cultivate a positive and inclusive culture that aligns with the organization's mission and values.
• Plan and execute employee engagement initiatives, including staff events, team-building activities, and wellness programs.
• Partner with leadership to assess employee satisfaction and retention, using surveys and feedback tools to drive improvements.
• Advocate for and foster a culture of feedback, recognition, and continuous improvement.

Collaboration with HR Manager (Benefits & Compliance)

• Work collaboratively with the HR Manager overseeing benefits and compliance to ensure seamless HR operations.
• Support cross-functional initiatives that align benefits, culture, and employee engagement with overall organizational goals.
• Assist in promoting employee awareness of available benefits and programs.

Qualifications

• Minimum 5 years of experience in human resources, with a focus on talent acquisition, employee engagement, and culture-building.
• Experience working in the social justice nonprofit sector strongly preferred.
• Strong understanding of DEI principles and their application in HR strategies.
• Proven ability to lead training and development programs.
• Excellent communication, interpersonal, and leadership skills.
• Passion for and commitment to supporting, nurturing, and guiding highly-motivated, mission-driven staff.