Vice President of Human Resources
Apply NowCompany: FRED FINCH YOUTH & FAMILY SERVICES
Location: Oakland, CA 94601
Description:
Description
Fred Finch Youth & Family Services is a great place to work, and we have the hardware to prove it! Year after year, our employees make the difference in helping those with mental health issues. Whether you are just starting your career or a seasoned professional, you'll be able to find the right spot to help others at a TOP WORKPLACE in 2023.
Join our team as: VICE-PRESIDENT HUMAN RESOURCES
What You Will Do
The Vice President Human Resources (VPHR) directs all activities of the Human Resources Department (HR) and oversees HR services across the organization(s) to support the mission of Fred Finch Youth and Family Services and Fred Finch CARES (FF). Serving as the Chief Compliance Officer, the VPHR is a member of the executive team. This role provides strategic guidance and consultation to the executive and senior leadership teams on policy development, legal compliance, organizational development, compensation, employee relations, union negotiations, talent acquisition, benefits, and risk mitigation. The VPHR ensures HR policies and practices are equitable, inclusive, legally compliant, and aligned with organizational values, while championing a thriving and growth-oriented employee experience.
SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the President/Chief Executive Officer (President/CEO). The work provides for a wide variety of independent decision-making, within legal and general policy and regulatory guidelines. Exercises direct supervision to senior human resources staff, overseeing all HR personnel and ensuring effective departmental operations.
Provides direct supervision to senior HR staff.
CLASS CHARACTERISTICS
This executive-level position plays a critical leadership role in shaping and implementing HR strategy across the organization. The VPHR assumes responsibility for the full employee lifecycle-from recruitment and onboarding to retention and offboarding-with a strong emphasis on equity, legal compliance, cultural responsiveness, and employee development. The role requires advanced leadership, strategic planning, and collaborative engagement with internal and external stakeholders, including labor unions, benefit providers, legal counsel, and regulatory agencies.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
Policy and Procedure Development
Ensures personnel policies are legally compliant, clearly written, and aligned with organizational needs.
Develops, updates, and recommends policies and procedures.
Oversees implementation of policies across the organization.
Maintains and updates the Employee Handbook for all FF organizations.
Ensures all managers and supervisors are trained on HR policies and best practices related to employee engagement, retention, and risk mitigation.
Coordinates HR policies with other internal documents and systems to ensure consistency.
Legal Compliance
Serves as the subject matter expert on employment-related legal matters.
Consults with legal counsel as needed.
Responds to legal inquiries regarding employment practices (excluding client or protected health information).
Designs and conducts staff trainings related to employee relations, compliance, and management.
Organizational Development
Collaborates with executive leadership to align human resources strategies with organizational goals, ensuring the development and implementation of policies that promote a positive and inclusive workplace culture.
Partners with management, supervisory, professional, technical, and administrative support staff to achieve objectives and fulfill responsibilities across the organization.
Serves as a strategic advisor to the President/CEO, providing insights on workforce planning, talent management, and organizational development to drive continuous improvement and innovation.?
Advises leadership on organization-wide development and management initiatives.
Actively participates in strategic planning to incorporate HR perspectives.
Designs and delivers trainings on performance management, culturally responsive practices, supervision, team building, and leadership development.
Oversees the creation and maintenance of job descriptions.
Assigns HR team members to cross-departmental initiatives as needed, fostering collaboration and alignment with organizational priorities.
Leads interdepartmental projects and working groups on behalf of the executive team, contributing to the organization's strategic initiatives.
Employee Relations
Provides consultation to the leadership team on employee-related issues.
Investigates and documents employee complaints and recommends equitable resolutions.
Identifies patterns in employee concerns and recommends systemic improvements.
Strives to see issues from the employee perspective and advocates for employee rights to ensure equitable experiences.
Represents the agency in mediations, arbitrations, disciplinary proceedings, and reduction in-force activities; coordinates with legal counsel on personnel-related legal matters for non-represented staff.
Manages the reasonable accommodation interactive process pursuant to the guidelines established by federal and state regulatory bodies and laws.
Compensation
Advises senior leadership on compensation structures, with a focus on internal equity and market competitiveness.
Conducts scheduled compensation benchmarking.
Participates in industry salary surveys and analyzes compensation trends.
Develops guidance for new hire offers and position reclassifications.
Talent Acquisition
Oversees all aspects of the recruitment process, including sourcing, screening, and hiring.
Collaborates with leadership to develop marketing strategies and recruitment incentives.
Monitors and improves recruitment effectiveness and efficiency.
Retention and Engagement
Leads data-informed initiatives to improve employee retention and engagement.
Addresses systemic causes of turnover in partnership with department leaders.
Develops systems that support career advancement, recognition, and employee well-being.
Benefits Administration
Designs and oversees benefit programs that promote health, financial security, and work-life balance.
Recommends benefits program changes to senior leadership.
Serves as the primary liaison with brokers, insurers, and benefit providers.
Manages vendor relationships and annual renewal processes.
Labor Relations
Acts as chief spokesperson and chair in negotiating collective bargaining agreements; assists in the development of bargaining strategies; communicates and reports to the CEO/President on the progress of negotiations.
Administers agreements with represented employee groups; serves as the agency's liaison to the labor organization analyzing problems, issues, and concerns, and in developing alternative solutions.
Represents the agency in labor grievances, mediations, arbitrations, disciplinary proceedings, and reduction in-force activities; coordinates with legal counsel on personnel-related legal matters.
Ensures compliance with collective bargaining agreements and employment laws.
Collaborates with union representatives and facilitates resolution of workplace issues.
Oversees contract administration and promotes constructive labor-management relationships.
Records Management and HRIS Oversight
Oversees employee record-keeping systems and HRIS functionality.
Manages responses to subpoenas and requests for personnel records.
Partners with data teams to enhance reporting, dashboards, and automation tools.
Leads initiatives to integrate HRIS with other systems to streamline processes.
Project Management and Organizational Leadership
Leads or supports personnel-related organizational initiatives such as continuous quality improvement.
Assigns HR team members to cross-functional project teams.
Represents HR on executive committees and strategic workgroups.
Board of Directors Support
Provides staffing and support to Board committees focused on personnel, human resources, and succession planning as assigned.
Budgeting and Fiscal Oversight
Develops the HR departmental budget in collaboration with the CEO and CFO.
Ensures HR operations remain within approved financial parameters.
Onboarding and Training
Oversees onboarding, orientation, and initial training of all new hires.
Coordinates with IT and Facilities to ensure timely delivery of resources (e.g., keys, passwords, ergonomic tools).
Supports compliance with all regulatory training requirements, including Medi-Cal training.
Collaborates with the Training Department to align onboarding and ongoing development efforts.
Salary RangeIn accordance with California law, the expected salary range for this California position is between $147,400 and $188,123 per year. The actual compensation will be determined based on experience and other factors permitted by law.
Amazing Benefits:
21 PTO Days per year
9 Nationally Observed Holidays
401k matching up to 6%
$150 monthly stipend for various use
Affordable monthly health care premiums:
Company provides $2500 for individual and $5000 for family (annually), towards co-pays. 2024-2025 Benefits Guide
QUALIFICATIONS
Knowledge of:
Federal, state, and local employment laws and regulations.
Principles and practices of human resources management, organizational development, and labor relations.
Employee engagement, performance management, and leadership development.
Compensation systems, market trends, and benefits programs.
Unionized environments and collective bargaining agreements.
Best practices in recruitment, retention, and workplace culture.
Operations in a nonprofit organization or government regulated environment.
Data analysis, HRIS systems, and reporting tools.
Principles and procedures of record-keeping, technical report writing, and preparation of correspondence and presentations.
Adult learning theories and principals.
Office practices, methods, and computer equipment and applications essential to the position, Microsoft, HRIS, etc.
Ability to:
Lead a strategic HR function across a complex, multi-site organization.
Build relationships with staff at all levels of the organization.
Navigate sensitive personnel issues with discretion and fairness.
Interpret and apply employment laws and policies.
Use effective communication skills (verbal, written and listening) and adapt communication styles to different audiences.
Manage multiple priorities and projects in a demanding environment.
Design and deliver adult learning content.
Facilitate effective staff development and change management processes.
Promote a diverse, equitable, and inclusive workplace culture.
Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
Education and Experience:
Education:
Bachelor's degree in human resource management and certifications or a master's degree in human resources management, Juris Doctorate or MBA.
Experience:
Five (5) years of senior leadership experience working with government entities in areas of policydevelopment, or review, or oversight.
Five (5) years' experience working with diverse populations.
Licenses/Certification:
Must have a valid California Driver's license (or ability to obtain one within 10 days of hire) and a clean driving record.
SHRM or HRCI certification required with a B.A. degree.
Physical Demands
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment. Reasonable accommodations will be made for individuals on a case-by-case basis.
Environmental Conditions
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with members of the public or with staff under emotionally stressful conditions while interpreting and enforcing departmental policies and procedures.
Fred Finch Youth & Family Services is a great place to work, and we have the hardware to prove it! Year after year, our employees make the difference in helping those with mental health issues. Whether you are just starting your career or a seasoned professional, you'll be able to find the right spot to help others at a TOP WORKPLACE in 2023.
Join our team as: VICE-PRESIDENT HUMAN RESOURCES
What You Will Do
The Vice President Human Resources (VPHR) directs all activities of the Human Resources Department (HR) and oversees HR services across the organization(s) to support the mission of Fred Finch Youth and Family Services and Fred Finch CARES (FF). Serving as the Chief Compliance Officer, the VPHR is a member of the executive team. This role provides strategic guidance and consultation to the executive and senior leadership teams on policy development, legal compliance, organizational development, compensation, employee relations, union negotiations, talent acquisition, benefits, and risk mitigation. The VPHR ensures HR policies and practices are equitable, inclusive, legally compliant, and aligned with organizational values, while championing a thriving and growth-oriented employee experience.
SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the President/Chief Executive Officer (President/CEO). The work provides for a wide variety of independent decision-making, within legal and general policy and regulatory guidelines. Exercises direct supervision to senior human resources staff, overseeing all HR personnel and ensuring effective departmental operations.
Provides direct supervision to senior HR staff.
CLASS CHARACTERISTICS
This executive-level position plays a critical leadership role in shaping and implementing HR strategy across the organization. The VPHR assumes responsibility for the full employee lifecycle-from recruitment and onboarding to retention and offboarding-with a strong emphasis on equity, legal compliance, cultural responsiveness, and employee development. The role requires advanced leadership, strategic planning, and collaborative engagement with internal and external stakeholders, including labor unions, benefit providers, legal counsel, and regulatory agencies.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
Policy and Procedure Development
Ensures personnel policies are legally compliant, clearly written, and aligned with organizational needs.
Develops, updates, and recommends policies and procedures.
Oversees implementation of policies across the organization.
Maintains and updates the Employee Handbook for all FF organizations.
Ensures all managers and supervisors are trained on HR policies and best practices related to employee engagement, retention, and risk mitigation.
Coordinates HR policies with other internal documents and systems to ensure consistency.
Legal Compliance
Serves as the subject matter expert on employment-related legal matters.
Consults with legal counsel as needed.
Responds to legal inquiries regarding employment practices (excluding client or protected health information).
Designs and conducts staff trainings related to employee relations, compliance, and management.
Organizational Development
Collaborates with executive leadership to align human resources strategies with organizational goals, ensuring the development and implementation of policies that promote a positive and inclusive workplace culture.
Partners with management, supervisory, professional, technical, and administrative support staff to achieve objectives and fulfill responsibilities across the organization.
Serves as a strategic advisor to the President/CEO, providing insights on workforce planning, talent management, and organizational development to drive continuous improvement and innovation.?
Advises leadership on organization-wide development and management initiatives.
Actively participates in strategic planning to incorporate HR perspectives.
Designs and delivers trainings on performance management, culturally responsive practices, supervision, team building, and leadership development.
Oversees the creation and maintenance of job descriptions.
Assigns HR team members to cross-departmental initiatives as needed, fostering collaboration and alignment with organizational priorities.
Leads interdepartmental projects and working groups on behalf of the executive team, contributing to the organization's strategic initiatives.
Employee Relations
Provides consultation to the leadership team on employee-related issues.
Investigates and documents employee complaints and recommends equitable resolutions.
Identifies patterns in employee concerns and recommends systemic improvements.
Strives to see issues from the employee perspective and advocates for employee rights to ensure equitable experiences.
Represents the agency in mediations, arbitrations, disciplinary proceedings, and reduction in-force activities; coordinates with legal counsel on personnel-related legal matters for non-represented staff.
Manages the reasonable accommodation interactive process pursuant to the guidelines established by federal and state regulatory bodies and laws.
Compensation
Advises senior leadership on compensation structures, with a focus on internal equity and market competitiveness.
Conducts scheduled compensation benchmarking.
Participates in industry salary surveys and analyzes compensation trends.
Develops guidance for new hire offers and position reclassifications.
Talent Acquisition
Oversees all aspects of the recruitment process, including sourcing, screening, and hiring.
Collaborates with leadership to develop marketing strategies and recruitment incentives.
Monitors and improves recruitment effectiveness and efficiency.
Retention and Engagement
Leads data-informed initiatives to improve employee retention and engagement.
Addresses systemic causes of turnover in partnership with department leaders.
Develops systems that support career advancement, recognition, and employee well-being.
Benefits Administration
Designs and oversees benefit programs that promote health, financial security, and work-life balance.
Recommends benefits program changes to senior leadership.
Serves as the primary liaison with brokers, insurers, and benefit providers.
Manages vendor relationships and annual renewal processes.
Labor Relations
Acts as chief spokesperson and chair in negotiating collective bargaining agreements; assists in the development of bargaining strategies; communicates and reports to the CEO/President on the progress of negotiations.
Administers agreements with represented employee groups; serves as the agency's liaison to the labor organization analyzing problems, issues, and concerns, and in developing alternative solutions.
Represents the agency in labor grievances, mediations, arbitrations, disciplinary proceedings, and reduction in-force activities; coordinates with legal counsel on personnel-related legal matters.
Ensures compliance with collective bargaining agreements and employment laws.
Collaborates with union representatives and facilitates resolution of workplace issues.
Oversees contract administration and promotes constructive labor-management relationships.
Records Management and HRIS Oversight
Oversees employee record-keeping systems and HRIS functionality.
Manages responses to subpoenas and requests for personnel records.
Partners with data teams to enhance reporting, dashboards, and automation tools.
Leads initiatives to integrate HRIS with other systems to streamline processes.
Project Management and Organizational Leadership
Leads or supports personnel-related organizational initiatives such as continuous quality improvement.
Assigns HR team members to cross-functional project teams.
Represents HR on executive committees and strategic workgroups.
Board of Directors Support
Provides staffing and support to Board committees focused on personnel, human resources, and succession planning as assigned.
Budgeting and Fiscal Oversight
Develops the HR departmental budget in collaboration with the CEO and CFO.
Ensures HR operations remain within approved financial parameters.
Onboarding and Training
Oversees onboarding, orientation, and initial training of all new hires.
Coordinates with IT and Facilities to ensure timely delivery of resources (e.g., keys, passwords, ergonomic tools).
Supports compliance with all regulatory training requirements, including Medi-Cal training.
Collaborates with the Training Department to align onboarding and ongoing development efforts.
Salary RangeIn accordance with California law, the expected salary range for this California position is between $147,400 and $188,123 per year. The actual compensation will be determined based on experience and other factors permitted by law.
Amazing Benefits:
21 PTO Days per year
9 Nationally Observed Holidays
401k matching up to 6%
$150 monthly stipend for various use
Affordable monthly health care premiums:
Company provides $2500 for individual and $5000 for family (annually), towards co-pays. 2024-2025 Benefits Guide
QUALIFICATIONS
Knowledge of:
Federal, state, and local employment laws and regulations.
Principles and practices of human resources management, organizational development, and labor relations.
Employee engagement, performance management, and leadership development.
Compensation systems, market trends, and benefits programs.
Unionized environments and collective bargaining agreements.
Best practices in recruitment, retention, and workplace culture.
Operations in a nonprofit organization or government regulated environment.
Data analysis, HRIS systems, and reporting tools.
Principles and procedures of record-keeping, technical report writing, and preparation of correspondence and presentations.
Adult learning theories and principals.
Office practices, methods, and computer equipment and applications essential to the position, Microsoft, HRIS, etc.
Ability to:
Lead a strategic HR function across a complex, multi-site organization.
Build relationships with staff at all levels of the organization.
Navigate sensitive personnel issues with discretion and fairness.
Interpret and apply employment laws and policies.
Use effective communication skills (verbal, written and listening) and adapt communication styles to different audiences.
Manage multiple priorities and projects in a demanding environment.
Design and deliver adult learning content.
Facilitate effective staff development and change management processes.
Promote a diverse, equitable, and inclusive workplace culture.
Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
Education and Experience:
Education:
Bachelor's degree in human resource management and certifications or a master's degree in human resources management, Juris Doctorate or MBA.
Experience:
Five (5) years of senior leadership experience working with government entities in areas of policydevelopment, or review, or oversight.
Five (5) years' experience working with diverse populations.
Licenses/Certification:
Must have a valid California Driver's license (or ability to obtain one within 10 days of hire) and a clean driving record.
SHRM or HRCI certification required with a B.A. degree.
Physical Demands
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment. Reasonable accommodations will be made for individuals on a case-by-case basis.
Environmental Conditions
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with members of the public or with staff under emotionally stressful conditions while interpreting and enforcing departmental policies and procedures.