Director of Human Resources

• →A genuine commitment to the communities CCDC serves, and an understanding of why HR in a mission-driven organization requires both technical rigor and deep human care
• →Demonstrated ability to build trust across a diverse workforce, including with staff whose primary language is not English
• →Strong communicator who can articulate complex HR issues clearly to staff, managers, and executive leadership, and who brings challenges to the table with context and recommended paths forward
• →A relationship builder who actively connects themselves and the HR team to the broader organization and makes the team's work visible across CCDC
• →Patient, empathetic, and humble, with the self-awareness to know that earning trust in a complex organization takes time and consistency
• →Demonstrated ability to identify knowledge gaps and a genuine interest in brainstorming solutions collaboratively
• →Strategic thinker who can translate vision into action, anticipate organizational needs, and know how to apply the right knowledge at the right moment
• →Experienced working at a senior HR level in a nonprofit or mission-driven organization, with an understanding of the constraints and values that shape that context
• →Strong working knowledge of California employment law and HR compliance requirements
• →Proven ability to influence organizational decisions at the senior leadership level, with a track record of shaping strategy, not just supporting it · Experienced owning senior-level accountabilities including departmental budgets, workforce planning, and organizational risk, with a track record of making decisions in these areas, not just advising on them

Collaboration

• →Builds trust-based relationships across the organization and creates conditions where others can contribute fully

Independent Judgment

• →Assesses complex situations and acts decisively, knowing when to own a decision and when to escalate

Business Acumen

• →Grounds HR decisions in organizational context and translates leadership priorities into plans that are realistic and resourced

Strategic Thinking

• →Anticipates what the organization will need from HR and balances short-term demands with long-term organizational health

Change Leadership

• →Guides staff and leaders through transitions with transparency, building buy-in by communicating the why, not just the what

Talent and Management Development

• →Develops the HR team's capabilities, coaches managers across the organization, and treats staff development as an organizational responsibility

Organizational Learning

• →Champions systems for capturing institutional knowledge and partners with leadership to build a culture of continuous learning

Cultural Competence and Equity

• →Ensures HR practices are applied equitably across a diverse workforce and brings an equity lens to policy design, hiring, and organizational decision-making

• Bachelor’s degree (BA) or equivalent in HR management or business-related field required, or an equivalent combination of education and experience; Master’s degree in HR management or business-related field preferred
• Minimum of 10 years of progressively responsible HR work experience
• 3-5 years of experience managing HR in a complex or nonprofit organization in California
• SPHR or SHRM-SCP certification or similar credentials