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About the Role

The Director of Human Resources will be a trusted leader and central partner in making possible stronger people systems, more intentional leadership development, clearer accountability structures, and a culture where institutional knowledge is built and shared. This role leads strategic talent and culture efforts across a diverse organization, influencing and driving change across the full employee experience. The Director serves as a visible, trusted advocate, representing the HR team to leadership, building partnerships, and creating a supportive working environment. This role is thoughtful about diversity and committed to equity in HR practices.

Responsibilities

Sets direction for a full-service HR team and is accountable for the quality and coherence of team output.
Ensures the right people, systems, and priorities are in place.
Coaches the HR team to operate with excellence and independence.
Makes judgment calls on issues requiring senior leadership attention.
Elevates, champions, and removes roadblocks to facilitate the work of the HR team.
Serves as a thought partner and ally to leaders across the organization.
Acts as a resource for managers and directors navigating people challenges, building team culture, or making staff-affecting decisions.
Serves as a strategic partner to the Executive Team and Department Leaders, helping shape and drive the people strategy.
Establishes credibility and sets an example as a proactive leader.
Coaches and influences senior leadership to drive cultural change and employee engagement.
Holds ultimate accountability for workforce planning, departmental budgeting, organizational risk, and benefits strategy.
Oversees the full range of HR operations including employee relations, benefits, compensation, talent acquisition, onboarding and offboarding, LOA, workers’ compensation, and payroll coordination.
Ensures HR practices are applied equitably, with particular attention to staff whose primary language is not English.
Owns the roadmap for scaling HR systems, processes, and staffing.
Translates strategic priorities into operational reality by aligning communication, resourcing, and measurement.
Coaches managers on employee relations issues and responds to appeals, claims, and legal document requests.
Leads and coaches the HR team to deliver exceptional service.
Leads talent acquisition and workforce planning to build a diverse, mission-aligned team.
Coaches recruiters and hiring managers on effective, equitable hiring practices.
Ensures recruitment practices support a diverse and inclusive workforce.
Strategizes and deploys time-to-fill goals with appropriate sourcing strategies.
Monitors the effectiveness of onboarding.
Oversees learning and development and supports staff growth and internal mobility.
Partners with department leaders to identify internal growth/promotion opportunities.
Plays a key role in identifying and developing leaders.
Leads compensation management, conducts and analyzes market surveys, and partners on salary decisions.
Owns the full benefits lifecycle: plan design, annual renewal, broker and vendor management, and ongoing administration.
Ensures benefits offerings remain competitive, cost-effective, and aligned with diverse workforce needs.
Ensures benefits information is clearly and consistently communicated and accessible.
Leads the HR team with a coaching approach.
Supports and fosters a continuous learning mindset within the HR department.
Ensures compliance with federal, state, and local employment law.
Manages organizational risk across HR practices.
Embodies organization values (respect & compassion, empowerment, teamwork).
Contributes to a safe and pleasant work environment.
Follows policies, procedures, and safe work practices.
Performs other duties as assigned.

Requirements

A genuine commitment to the communities CCDC serves.
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.
A relationship builder who actively connects themselves and the HR team to the broader organization.
Patient, empathetic, and humble, with the self-awareness to know that earning trust 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.
Strong working knowledge of California employment law and HR compliance requirements.
Proven ability to influence organizational decisions at the senior leadership level.
Experienced owning senior-level accountabilities including departmental budgets, workforce planning, and organizational risk.

Skills

Collaboration
Independent Judgment
Business Acumen
Strategic Thinking
Change Leadership
Talent and Management Development
Organizational Learning
Cultural Competence and Equity

Location

San Francisco

Work Type

Full time
Exempt

Experience Level

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

Education Level

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
SPHR or SHRM-SCP certification or similar credentials

Salary/Compensations

$169,000 - $178,000

Benefits

Comprehensive Benefits

About the Company

A private non-profit founded in 1977, Chinatown Community Development Center believes in a comprehensive vision of community.
Owns and/or manages approximately 30 affordable housing buildings serving over 3,800 low-income seniors, single adults, formerly homeless adults, and families of diverse ethnic and cultural backgrounds in San Francisco’s Chinatown, Tenderloin, Western Addition, and Polk Gulch neighborhoods.
Also builds housing, develops grassroots leadership, and engages low-income residents and youth.
Employees are passionate about the mission; thrive in a family organizational culture; and embody values of empowerment, teamwork, and compassion.
Serves a diverse population and is committed to hiring practices that provide culturally competent services.

Equal Opportunity

Chinatown Community Development Center (CCDC) is an equal opportunity employer.
We are committed to building a diverse and inclusive workplace and do not discriminate on the basis of race (includes hairstyle and hair texture), color, religion (includes dress and grooming practices), age, sex (including pregnancy, childbirth, breastfeeding or related medical condition and reproductive health decision making), national origin (includes language restrictions), ancestry, citizenship, disability, medical condition (cancer or genetic characteristic), genetic information or characteristic, marital status, sexual orientation, gender identity or expression, veteran or military status, or participation in an EEO protected activity or any other characteristic protected by federal, state, or local law.
Qualified applicants with criminal histories will be considered for employment in accordance with the San Francisco Fair Chance Ordinance.