Sr. Director, Human Resources

We all face challenges and transitions in our lives, and when we do, we must be able to count on the strength of community for support. For the people of Los Angeles, Jewish Family Service LA (JFSLA) is that trusted source of support. We are a comprehensive network of services that welcomes individuals and families of all ages and identities to our full spectrum of care. Our highly trained staff and volunteers work closely with individuals and their loved ones to problem-solve and guide them on their paths to safety, security, wellness, and fulfillment. JFSLA staff share in our mission and work towards our goals with the highest level of responsibility, professionalism, and integrity. JFS demonstrates our commitment to our staff by offering a comprehensive benefits package and a nurturing environment. JFSLA is committed to cultivating and preserving a culture of inclusion and connectedness. In recruiting for our team, we seek the unique contributions that individuals can bring from all backgrounds. We strive for a diverse team in order to better serve our clients and ensure our excellence as an organization in identifying, designing and delivering solutions. Be part of our commitment and join our family. For more information on our philosophy and services, please tour our website www.jfsla.org The Director of Human Resources is a senior operational and strategic HR leader responsible for ensuring the effective, accurate, timely, and compliant delivery of core human resources functions across Jewish Family Service LA (JFSLA). The Director serves as a trusted advisor to agency leadership and managers and is expected to bring strong technical HR expertise, sound judgment, analytical thinking, initiative, and disciplined execution to a complex, multi-program organization. This position requires an experienced HR professional who can independently assess complex situations, identify risks and operational needs, anticipate issues before they become problems, and develop practical solutions. The Director is accountable not simply for completing assigned tasks, but for ensuring that HR processes are well designed, consistently executed, appropriately documented, and continuously improved. The Director must operate with a high degree of independence, urgency, accuracy, discretion, and accountability. Success requires the ability to manage multiple priorities simultaneously, distinguish routine matters from issues requiring escalation, follow complex matters through resolution, and ensure that commitments and deadlines are consistently met. QUALIFICATIONS Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field required; advanced degree preferred. SHRM-SCP, SPHR, or comparable senior-level HR certification strongly preferred. Minimum of seven to ten years of progressively responsible human resources experience and/or social services experience including considerable experience independently managing complex business matters. Minimum of three years of HR leadership or management experience with responsibility for staff, major HR functions, or complex organizational initiatives. Demonstrated expertise in California employment law and HR compliance. Experience working in a complex, multi-site, nonprofit, healthcare, social services, or similarly regulated environment strongly preferred. Labor relations and collective bargaining experience preferred. Key Responsibilities: HR Leadership and Operational Excellence Provide day-to-day leadership and oversight of assigned Human Resources functions, ensuring responsive, accurate, efficient, and consistent service throughout the Agency. Translate organizational priorities into clear HR processes, work plans, timelines, and measurable deliverables. Proactively identify HR operational risks, gaps, inefficiencies, and emerging issues and recommend solutions before they adversely affect employees or Agency operations. Establish and maintain effective systems, workflows, controls, documentation, and follow-up mechanisms to ensure work is completed accurately and on time. Independently manage complex projects from initial assessment through implementation and completion. Evaluate existing HR practices and recommend improvements that increase efficiency, accountability, consistency, compliance, and service quality. Use sound judgment to independently resolve issues within the scope of authority and appropriately escalate significant legal, employee relations, financial, or organizational risks. Maintain command of assigned responsibilities without requiring routine direction, repeated follow-up, or intervention from senior leadership. Employee Relations and Management Consultation Serve as a knowledgeable and credible HR advisor to executives, managers, and supervisors regarding employee relations, performance management, corrective action, workplace concerns, and organizational policies. Assess employee relations matters objectively, identify relevant facts and risks, and recommend practical and defensible courses of action. Guide managers through performance management, coaching, documentation, corrective action, and other employee-related processes. Conduct and support workplace investigations and fact-finding processes, as assigned, ensuring thoroughness, objectivity, appropriate documentation, and timely resolution. Identify patterns and recurring workplace issues and recommend systemic solutions rather than addressing concerns solely on a case-by-case basis. Exercise mature judgment and discretion when managing sensitive, confidential, and high-risk matters. Employment Law, Compliance, and HR Policy Maintain strong working knowledge of applicable federal, California, and local employment laws and ensure HR practices remain compliant with evolving requirements. Provide knowledgeable guidance regarding wage and hour requirements, leaves of absence, disability accommodation and the interactive process, employee classification, workplace safety, discrimination and harassment prevention, and other employment matters. Monitor changes in employment laws and regulations, evaluate their impact on Agency practices, and proactively coordinate necessary policy, process, training, and communication changes. Develop, review, implement, and consistently administer HR policies and procedures. Ensure appropriate and complete documentation of significant employment decisions and HR actions. Partner with senior HR leadership and employment counsel on complex or high-risk matters as appropriate. Vendor Management and Oversight for all key HR Processes including, but not limited to: LOAs, Worker’s Compensation, Benefits Administration, and Contribution Plans Provide oversight and guidance to all key processes ensuring proper interfaces between vendors and ADP. Provide vendor oversight as it applies to employee leave and accommodation processes, including FMLA, CFRA, PDL, disability-related leaves, workers' compensation coordination, and other applicable leave programs. Ensure timely communication, accurate documentation, appropriate tracking, and consistent application of leave requirements. Oversee the interactive process and workplace accommodation procedures in coordination with employees, managers, HR staff, and other appropriate parties. Oversee assigned benefits administration activities and ensure employee issues are resolved accurately and promptly. Identify and resolve complex benefits, leave, and eligibility issues and ensure appropriate coordination among employees, payroll, benefits providers, brokers, and other partners. Engage with Define Contribution administrators and record keepers to ensure compliance, employee satisfaction and on-going communications and implementation of employee financial well-being strategies. Talent Acquisition and Workforce Support Provide strategic and operational oversight of recruitment and hiring activities to ensure positions are filled effectively, efficiently, and in compliance with Agency standards. Partner with leadership and hiring managers to assess staffing needs, clarify position requirements, and develop effective recruitment strategies. Monitor recruitment activity and identify delays, barriers, and opportunities to improve hiring outcomes. Ensure job descriptions accurately reflect position responsibilities, qualifications, organizational needs, and appropriate classification. Promote consistent, equitable, and effective selection and hiring practices. HR Systems, Data Integrity, and Analytics Ensure the accuracy, integrity, confidentiality, and effective use of employee information maintained within HR systems and personnel records. Establish controls and auditing practices to identify and correct data discrepancies and prevent recurring errors. Use HR data and analytics to identify trends, evaluate workforce issues, support decision-making, and recommend action. Develop and review reports and metrics related to turnover, recruitment, compensation, staffing, leaves, employee relations, compliance, and other key HR indicators. Demonstrate strong diligence and personal accountability for the accuracy of HR information, reports, communications, and records. Performance Management and Organizational Effectiveness Support the consistent implementation of the Agency's performance management processes. Coach managers in establishing clear expectations, providing effective feedback, addressing performance concerns promptly, and developing appropriate performance improvement strategies. Identify opportunities to strengthen management capability, employee accountability, and organizational effectiveness. Support organizational changes, restructurings, position changes, and other workforce initiatives through thoughtful planning, documentation, communication, and implementation. Labor Relations Support the administration and interpretation of applicable collective bargaining agreements. Provide guidance to managers regarding contract requirements and consistent labor practices. Assist with grievances, labor-management matters, bargaining preparation, and other labor relations activities as assigned. Identify potential labor relations issues and proactively bring concerns and recommended solutions to senior HR leadership. Team Leadership and Accountability Provide clear direction, coaching, development, and performance management to assigned HR staff. Establish priorities, deadlines, and performance expectations and hold staff accountable for quality and timely execution. Review work for accuracy and completeness while developing team members' ability to work independently. Create an HR team culture characterized by responsiveness, accountability, professionalism, continuous improvement, and high-quality service. Ensure appropriate cross-training, documentation, and continuity of critical HR functions. Processes and successfully leading complex projects from concept through implementation. HR Competencies: Sound Judgment: Evaluates facts, considers risk and organizational implications, and makes thoughtful, practical decisions without unnecessary escalation of routine matters. HR Expertise: Maintains strong command of fundamental and advanced HR principles and independent researches and resolves unfamiliar issues. Proactive Leadership: Anticipates needs, identifies problems early, initiates appropriate action, and follows matters through completion without waiting to be directed. Critical and Complex Thinking: Connects information across issues, identifies underlying causes and broader implications, and develops solutions that address both immediate and systemic needs. Operational Discipline: Organizes work effectively, establishes clear priorities, manages competing demands, and consistently meets deadlines. Diligence: Produces accurate, complete, well-reasoned work and recognizes that errors in HR can create significant employee, financial, compliance, and organizational consequences. Efficiency and Urgency: Moves work forward at an appropriate pace, distinguishes between matters requiring immediate action and longer-term priorities, and avoids unnecessary delays. Ownership and Accountability: Takes responsibility for outcomes, closes loops, communicates status appropriately, and does not rely on senior leadership to manage routine follow-up. Communication: Communicates complex or sensitive information clearly, concisely, professionally, and appropriately for the audience. Professional Credibility: Builds confidence with employees and leaders through expertise, consistency, discretion, responsiveness, and sound judgment. Executive presence is the ability to project confidence, credibility, judgment, and leadership in a way that causes others to trust your ability to lead, make decisions, and navigate complex situations. Jewish Family Service is proud to provide equal employment opportunities to all employees and qualified applicants without regard to race, color, religion, sex, sexual orientation, national or ethnic origin, age, disability or status as a veteran. This position reports to: Chief Executive Officer Jewish Family Service is proud to provide equal employment opportunities to all employees and qualified applicants without regard to race, color, religion, sex, sexual orientation, national or ethnic origin, age, disability or status as a veteran.