Background

Since 1976, St. Joseph Center has been meeting the needs of low-income and homeless individuals and families in Venice, Santa Monica, Mar Vista, and surrounding communities.  The Center is a 501(c)(3) nonprofit community organization that assists people without regard for religious affiliation or lack thereof through comprehensive case management and integrated social service programs.  The Center enjoys broad-based community support as well as a sponsored relationship with its founders, the Sisters of St. Joseph of Carondelet.  St. Joseph Center serves approximately 6,000 individuals annually.

Brief Description of Principal Activities

Multifaceted intervention, prevention, and education services are carried out at four sites on the Westside of Los Angeles.  St. Joseph Center’s integrated programs provide clients with concentrated and coordinated access to services according to the nature of their needs.

Job Summary

The Director of Human Resources is responsible for ensuring that the day-to-day operations of the Human Resources Department meets contractual and regulatory requirements and the delivery of quality service while adhering to the mission of St. Joseph Center.

ESSENTIAL DUTIES & RESPONSIBILITIES

Key Areas of Responsibility: 

• Strategic Initiative:  Working closely with the Vice President of Administration, ensure that HR programs and initiatives are effective, efficient and aligned with the Agency’s mission and goals.
• Staff Supervision: Provide Human Resources staff with on-going guidance and training to enhance their effectiveness, meet position requirements and receive career growth opportunities. Create a team environment where Human Resources staff work together and support each other.    
• Talent Acquisition and Retention: Ensure open positions are filled on a timely basis with qualified candidates and that the on-boarding process enhances employees’ integration with the Agency. Review job descriptions and interview questions to ensure clarity and legal compliance.  Conduct exit interviews.
• Training and Development:   In collaboration with Directors and Managers, turn-over reports and exit interviews, recommend an annual training plan.  Consider performance management, interviewing skills, legal compliance and skills enhancement.   
• Affirmative Action and Diversity: In collaboration with management, develop and maintain the Affirmative Action and Diversity Plans and incorporate Plan goals into the recruiting and promotion process and annual Training and Development Plan. 
• Budget Management: Working closely with the Vice President of Administration, develop and manage the annual Human Resources budget and look for opportunities to reduce costs and increase quality of service.
• Reporting:  Develop and analyze reports to include turn-over, compensation and benefits practices and surveys, work-related injuries, and Affirmative Action and diversity activity. Recommend programs and practices based on your analysis and Agency goals.
• Benefits Administration:  Oversee benefits administration to include participation in the analysis and selection of annual benefit programs, open enrollment, employee communications and assisting employees with benefit related issues.
• Records Administration: Ensure that all required recording keeping and employee information is up-to-date and entered into the required systems and that all Human Resources audits (program and Agency) have positive outcomes.
• Health and Safety: Develop policies and practices to ensure a safe work environment and low MOD rating including investigating injuries, staff training, and processing and monitoring Workers Compensations claims.
• Performance Management: Provide guidance to managers on handling performance issues to ensure best practices, legal compliance and documentation. Oversee the annual performance review process to ensure integrity and continuity of with other employee performance information received throughout the year.
•  Legal Compliance: Ensure that the agency is in compliance with all state and federal labor laws and Agency policies, changes are documented and communicated on a timely basis, and the Employee Handbook is updated annually. Be proactive on addressing legal liability issues including investigating complaints and proactively conferring with the Agency’s labor attorney as appropriate.
• Employee Relations: Develop an atmosphere where employees feel comfortable coming to Human Resources for counsel. Analyze employees’ issues and take action/provide counsel as appropriate.
• Agency Morale: Monitor Agency morale through surveys, interviews and exit interviews and make recommendations on programs to enhance employee satisfaction.

Other duties and responsibilities may be assigned. The duties and responsibilities listed are designed to provide typical examples of the work performed; not all duties and responsibilities assigned are included here, nor is it expected that all similar positions will be assigned every duty and responsibility.

QUALIFICATIONS

Knowledge, Skills & Abilities:

• Detailed understanding and practical application of HR functions, processes, and best practices to include recruitment and retention, performance management, compensation and benefits and employee relations.
• Outstanding leadership and management skills with demonstrated ability to work and communicate effectively (verbally, in writing and presentations) with a diverse workforce and a variety of cultures and backgrounds.
• Strategic thinker with strong interpersonal, organizational, problem solving and critical thinking skills 
• The ability to work independently, juggle priorities and meet deadlines in a fast-paced environment.
• The knowledge to Interpret, monitor, communicate and ensure compliance with federal and state laws labor regulations including leaves of absence, ADA, FSLA and harassment, discrimination & retaliation.
• The ability to track and analyze data to enhance Agency objectives. 
• Proficient in MS Office (Word, Excel, Outlook, and PowerPoint). 
• Nonprofit experience is a strong plus.

Experience:

• Minimum 5 years hands-on experience with an emphasis on employee relations and legal compliance.
• Minimum 3 years supervisory experience.

Education:

• Bachelor's degree, advanced degree/MBA preferred.

Direct Reports:

• Human Resources Recruiter
• Benefits and Safety Coordinator
• Support staff

Computer Skills:

• Proficiency in MS Office Suite (Word, Excel, PowerPoint, Outlook), ADP.

Certificates, Licenses and Registrations:

• PHR or CA-PHR certification is preferred.
• Valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions. 
• Valid automobile liability insurance.

Travel Requirements:

Travel to meetings at multiple St. Joseph Center sites, job fairs, networking opportunities and trainings and conferences.

Status: Full-Time/Exempt 

Salary: DOE

Employment with St. Joseph Center is contingent on completion of satisfactory background check.

For consideration, please submit cover letter and resume. St. Joseph Center is an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to their race, color, religion, sex, national origin, disability, or status as a protected veteran. All applicants for employment are invited to voluntarily self-identify their gender, race, ethnicity, and veteran status, by completing the EEO Information. Providing your EEO Information is voluntary and refusal to self-identify will not subject applicants to any adverse treatment. Similarly, applicants who do self-identify will not be subject to any adverse treatment based on the information they provide.

St. Joseph center invites you to review the current "EEO is The Law" poster as part of the application process. A link to the current poster is located here.

 https://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf