Human Resources Director

About the Organization - Golden Gate National Parks Conservancy
Since 1981, the Golden Gate National Parks Conservancy (Parks Conservancy) has served as the nonprofit partner of the National Park Service, collaborating with the Presidio Trust, partners, donors, and the community to support the Golden Gate National Recreation Area (GGNRA). The GGNRA stretches across three Bay Area counties north and south of the Golden Gate Bridge and includes iconic places such as Muir Woods National Monument, Fort Point National Historic Site, Alcatraz Island, Crissy Field, Mori Point, Lands End, and the Presidio of San Francisco.    The Parks Conservancy engages at the intersection of national park sites, local communities, social justice, and climate resilience. Collaborating with partners, our staff are dedicated to enhancing public awareness and providing volunteer and educational opportunities in the parks. We are park builders, caretakers, ambassadors and educators, all working to connect people to parks in support of our vision Parks for All Forever. Join us.   About the Role & Team – Human Resources Director 
Our Human Resources team supports approximately 300 employees across different work sites - office, home-based, field, warehouse, retail - throughout the San Francisco Bay Area. This role is responsible for initiating and streamlining systems and processes that support Human Resources and organizational objectives. The Human Resources Director leads, manages, and supports the HR team in administering all Human Resources functions and aligning HR processes and procedures with the Parks Conservancy values of Community Care, Create Belonging, Learning and Growth, and Working with Purpose. Our Human Resources Department sits within the broader People and Culture branch – which includes the functions of Diversity, Equity & Inclusion, Learning & Development, and Internal Communications. A key member of the People and Culture leadership team, the Human Resources Director serves as a thought-partner in establishing Parks Conservancy people and culture strategy. The Human Resources Director is responsible for establishing Human Resources as a supportive and responsive partner and resource for the organization. The Human Resources Director will proactively plan, articulate, and help departmental staff to execute the Parks Conservancy’s staff talent strategy, while taking into account the Parks Conservancy’s variety of roles, work environments, schedules and responsibilities. In partnership with other team members, the Human Resources Director will implement comprehensive Human Resources systems and interdepartmental activities that embrace organizational values and advance equity and inclusion. Your responsibilities will include: 

• Human Resources Team Leadership and HR Functions Oversight: 
  • Lead and develop a high-performing and values-aligned Human Resources team: Guide the Human Resources team, fostering a positive, collaborative, and growth-oriented work environment where your team can thrive.
  • Manage the Human Resources budget and Human Resources vendor relationships. 
  • Ensure Human Resources compliance with all relevant labor and benefit laws, including oversight of related federal and state unemployment, payroll, and other laws. 
  • Ensure Human Resources policies (for example, Employee Handbook) are current and aligned with organizational values and strategy.  
  • Manage regular reporting of employee metrics designed to measure organizational health or strategic plan goals.  
• Human Resources Strategy and Systems: 
  • In consultation with the People and Culture leadership team, direct transparent and adaptive strategies for talent management, including staff recruitment, onboarding, retention, promotion, and succession. Spearhead strategy to develop and implement employee performance systems.
  • Assist leadership with the design of a compensation and benefits strategy. Implement related programs aligned with that strategy.
  • Collaborate with the soon-to-be-hired Diversity Equity & Inclusion Director to implement comprehensive Human Resources systems (for example, employee demographic reporting) and interdepartmental activities that embrace organizational values and advance equity and inclusion.
• Training and Coaching: 
  • Design and serve as trainer and project lead for large-scale (on-going) people manager training workshops and future manager and leadership training programs. 
  • Design and serve as presenter and project lead for onboarding and orientation programs for all Parks Conservancy employees.  
  • Plan and implement coaching, conflict resolution and cultural competency training programs to build community that is in alignment with our values and to enhance employee engagement and retention.
• Employee Relations: 
  • Serve as the primary point of contact for all employee relations matters, building trusting relationships with both staff and managers.
  • Serve as a thought partner on efforts to increase effective collaboration and address and resolve conflicts between staff and teams.
  • Manage organizational employment risk, ensuring compliance with policies and laws related to the prevention of harassment and discrimination. 

What You'll Need 

• 8+ years of relevant HR experience.
• A minimum of 3 years of experience leading and motivating a team within the Human Resources field. A track record of fostering a positive and productive work environment, developing team members, and achieving results with and through others.
• A track record of embedding equity throughout HR practices, transforming organizations to be inclusive and just, and supporting teams with a rich mix of partners across race, gender, sexual orientation, and other group identities.
• Proven ability to provide support for several areas of the employee lifecycle, including tactical, operational, and strategic HR functions within the organization.
• A high capacity to manage one's own emotions and to identify the emotions of others in order to support staff; ability to facilitate challenging and courageous conversations about race/racism and other topics.
• Strong presentation and training skills with proven results coaching staff—in one-on-one and in larger group settings—to build a team's performance capacity.
• Success in mentoring and coaching team members and fueling their professional growth.
• Demonstrated experience in tactical HR administration (i.e., benefits, compensation, training and developing, employee relations, and performance management).
• Knowledge and experience with HR compliance, federal and state (ideally, California) labor and employment laws.

Who You Are:

• An Effective Collaborator. You've successfully worked across cultural lines on a dispersed team, and you have the ability to operate in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success. You're not afraid to ask questions.
• Flexible. You can manage a diverse set of team needs and aren't afraid to step outside your job description or comfort zone to help the team reach its goals. You're comfortable with shifting schedules and don't expect every day to go "as planned."
• Highly Ethical. You will be asked to make sensitive and critical judgment calls, and as such, you are known for your integrity; you take that reputation seriously. You always choose to make the right decision versus the easy decision. You know what information is sensitive, and you will protect it accordingly. 
• Emotionally Intelligent. You are self-aware and perceptive. You nurture relationships and can work and communicate well with everyone. You are optimistic, empathetic, flexible, curious, and well-respected by all who work with you, irrespective of title. You can handle demanding situations professionally.
• Equity-Driven. You have experience centering diversity, equity, inclusion, and belonging in organizational practices. You bring sensitivity to issues of privilege, class, and race and are dedicated to incorporating principles of social justice into decision-making and strategic initiatives.

Compensation and Location
The Parks Conservancy provides its employees with a competitive salary that is benchmarked with other non-profit organizations in the Bay Area. Benefits include a competitive suite of medical, dental, and vision plans, up to 3 weeks’ paid vacation plus one week of personal days, plus holiday (11) and sick days (12). This position is full-time, and you must already be based in or willing to relocate to the San Francisco Bay Area. This position requires at least 2 days per week onsite (ideally 3 days), either in office (Fort Mason) or visiting our employees on location at our incredible park sites (for example, Alcatraz, Muir Woods, and Crissy Field) to meet the essential requirements of the position. The hiring range for this position is an annual salary of $140,000-$140,000 (Grade 24). The final salary within this range will be determined based on relevant experience. The Application Process
The Parks Conservancy has engaged Equitable Hiring Group to support this hiring process. To apply, please complete the short form to the right.  Individuals who apply by Thursday, June 27th , will be given priority; therefore, we encourage you to submit yours soon! When you apply, we kindly ask you to remove your schools from your resume. There is no need to reformat your resume and leave your degree as is; simplify it to “B.A. Economics,” for example. Just remember to remove any undergraduate and graduate school name references where possible. This “bias-reduced” process is aimed at opening this opportunity to more candidates, reviewing applicants on performance assessments instead of resume proxies (e.g., where you went to school). This evaluation process will follow practices shown to reduce bias in decision-making and may be different from other application processes you have experienced. The overall evaluation process will look to follow this anticipated timeline:

• Early July: Selected candidates asked to complete short answer questions.
• Mid-July: Video interview with Parks Conservancy Staff.
• Late July: Finalist candidates will be asked to complete a timed, paid, trial assignment.
• Early August: Finalists will participate in a multi-team member in-person panel interview.
  • Candidate references will also be checked at this step.
• Mid-August: Offer extended.

If you have any questions about the opportunity, please email . The Golden Gate National Parks Conservancy is an Equal Opportunity Employer. Recruitment, placement, and promotions are conducted without regard to an individual's race, color, religion, sex, national origin, age, physical handicap, veteran status or sexual orientation, or any other classification protected by Federal, State, and local laws & ordinances.  We will consider qualified candidates with criminal history in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance. All qualified applicants are encouraged to apply.