Director of Human Resources

SUMMARY: The Human Resources Director provides leadership and strategy, as well as design, implementation and evaluation of all human resources programs in support of the strategic direction of the organization, including compensation, benefits, employee relations, talent management, and performance management. The HR Director establishes CALM as a leader in diversity, equity and inclusion by identifying and directing the utilization of best practices. The HR Director provides oversight for CALM’s Wellness, Safety and Risk Management program, and participates as a member of the organization’s executive team assuming a strategic role in the management of Countywide operations.


  • Plan, implement, evaluate, and administer all Human Resources strategies and programs, including employment management (leaves, unemployment, workers compensation, etc.), talent acquisition, benefits, compensation, employee relations, and shared services.
  • Consult with, provide feedback, and be a direct resource to the CEO and Executive Team for staffing and employment matters, and serve as a strategic partner to leadership and management staff regarding key organizational and staffing issues. Ensure effective communication about personnel matters.
  • Ensure CALM is equipped to attract, engage, and retain a high-quality, diverse workforce enabling it to carry out its mission and achieve its objectives.
  • Develop and direct a dynamic talent acquisition program to recruit and onboard the highest level of qualified staff with the skills and values to meet CALM’s mission and operational needs.
  • Establish and manage a compensation plan that is equitable, responsive to operational objectives, market-driven, transparent, and sustainable.
  • Implement and direct a competitive and cost-effective benefits program that is a recruitment asset and helps drive retention. Evaluate, analyze and make recommendations for any changes in benefit structure, plans or providers.
  • Implement and oversee employee engagement and retention programs that build on organizational strengths, dynamically respond to workforce themes and trends, and equip managers to take ownership and accountability for engagement and retention of their teams.
  • Implement and oversee staff wellness programs. Recommend, plan, evaluate and participate in Countywide staff development efforts.
  • Administer Workers Compensation and other Insurance plans, including filing and managing claims, advising supervisors on their role with injured employees, and maintaining records.
  • Direct safety and risk management efforts. Serve as Safety Officer for CALM. Manage Accident & Injury prevention efforts and associated documentation and training materials. Promote a safe and healthy work environment for self, other employees and clients. Ensure safe operations of all CALM sites.
  • Plan, implement, and evaluate employee training and development programs that equip staff to meet the technical demands of their jobs, create career development pathways, and support a cohort of continuously-learning leaders.
  • Coach, mentor and advise CALM managers in resolving and anticipating complex problems and questions, including employee relations issues, in an equitable manner compliant with CALM values, legal regulations, and general business practices.
  • Direct the performance management process, providing managers guidance on documentation, coaching, and performance improvement plans.
  • Oversee all staff separations. Coordinate or conduct exit interviews to determine reasons behind separations. Coordinate succession planning, and appropriate staffing structure.
  • Develop and/or update job descriptions, employee handbook, personnel policies, and agency procedures.
  • Cultivate and lead a talented, service-driven, and resourceful HR team that models leadership at all levels and sets the tone for organizational values, service standards and culture.
  • Promote an organizational culture that embraces diversity, inclusiveness, and the fair and respectful treatment of all persons as a core value.
  • Oversee the investigation of all claims of discrimination or harassment.
  • Ensure employee information, records, and documentation are accurate, complete, and up to date, and that storage systems are user friendly, efficient, and protective of sensitive and confidential information.
  • Stay current on and ensure compliance with all regulatory agencies and State and Federal law related to HR personnel policies, procedures, record keeping and activities. Ensure managers are informed of and competent in all relevant HR compliance.
  • Consult with legal counsel as appropriate, or as directed by the CEO, on personnel matters.
  • Maintain agency organization charts and employee directory.
  • Champion optimization, measurement, and efficiency, and ensure HR operations and programs are performance driven, data informed, and structured to meet strategic objectives within established budgets and timeframes.
  • Manage operating expenses and capital expenditures within approved budget.
  • Maintain knowledge of industry trends by participating in educational opportunities, maintaining networks, and participating in professional organizations.
  • Other duties as assigned by the CEO.


  • Carry out supervisory responsibilities in accordance with applicable laws and regulations, and within the organization’s personnel policies.
  • Responsible for the supervision of the Human Resources Assistant.
  • Participate in Managers meetings, as needed.


  • Communications skills – Speak and write clearly and informatively, listen to others, work to resolve conflicts and maintains confidentiality, able to effectively present information and respond to questions from staff, partners, donors, and the community.
  • Professionalism – Approach others with tact, react well under pressure, treat others with respect and consideration, keep commitments and accept responsibility for own actions, work with integrity and uphold CALM values. Ability to exercise a high level of discretion and professionalism in handling sensitive situations.
  • Initiative – Undertake self-development activities, is a solution seeker, look for and take advantage of opportunities, ask for and offer help when needed.
  • Customer Service – Manage difficult situations, with supervisory support as needed; respond promptly to others’ needs; return emails and telephone calls from staff, volunteers, partners and vendors in a timely manner; solicit feedback.
  • Dependability – Meet schedules and deadlines, must be punctual, respond to management direction in a timely manner, create and implement measurable objectives and goals.
  • Planning and Organizing – Prioritize and plan work activities, manage competing priorities, use time efficiently, set goals and objectives, develop realistic action plans and take responsibility for implementing them.
  • Problem Solving – Identify and resolve problems in a timely manner, gather and analyze information skillfully, develop alternative solutions, work well in a group problem solving situations, use reason even when dealing with emotional topics.
  • Leadership – Display passion and optimism, inspire respect and trust, provide vision and inspiration to colleagues, give appropriate recognition to others, display willingness to make decisions, exhibit sound judgment, identify and resolve problems in a timely manner. Support staff efforts to succeed.
  • Financial Management – Create vision for the HR budget and work within approved budget, exercise appropriate cost control, accountable for use of agency resources.
  • Supervisory Skills – Oversee, mentor and support staff, hire staff and manage performance evaluations, provides guidance and staff training, and assist staff in reaching goals.


To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Strong commitment to CALM’s mission, vision, policies and strategic plan.
  • Possess the knowledge and ability to train others about human resources functions, including current state and federal labor legislation and regulations, personnel policy development and interpretation, supervisory skills, recruitment strategies, staff relations, benefit design and administration, compensation strategies, safety and performance evaluations
  • Possess excellent written and verbal communication skills, able to communicate policy interpretations and decisions effectively and act as an effective mediator when necessary
  • Proven skills in problem-solving and decision making with integrity in making difficult personnel related decisions
  • Able to work independently and as a team member
  • Possess initiative and ability to take decisive action
  • Able to respond to common inquiries or complaints from staff, volunteers, partner/regulatory agencies, or members of the community
  • Able to read, analyze, and interpret complex documents
  • Able to respond effectively to sensitive inquiries or complaints
  • Able to effectively present information to senior leadership
  • Able to perform at a high level in a fast-paced team environment and manage multiple projects to meet timelines, without compromising accuracy, attention to detail or courtesy to clients and staff.
  • Able to provide feedback to staff in a constructive manner resulting in motivation for change
  • Strong organization skills
  • Self-aware and self-motivated
  • Culturally competent with a commitment to diversity, equity and inclusion
  • Availability to work flexible hours, as required
  • Excellent computer skills, including Word, Excel, Outlook and HRIS web-based systems.
  • Willing and able to travel to all CALM offices/locations and attend outside meetings as needed
  • Requires a valid driver’s license and a reliable means of transportation.


  • Bachelor’s degree (BA/BS) in Human Resources or related field from a four-year accredited college or university required.
  • Professional certification in Human Resource Management, highly desirable.
  • At least 5-7 years of progressive Human Resources managerial experience; experience or familiarity with non-profit setting preferred.
  • Demonstrated knowledge of current California employment laws, including but not limited to ADA, FMLA, CFRA and PDL.


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally required to:

  • Stand, walk, sit, reach with hands and arms, balance, stoop, kneel, or crouch.
  • Drive from one location to another
  • Lift and/or move up to 25 pounds.

The noise level in the work environment is usually moderate. While performing the duties of the position, the employee is not exposed to weather conditions.


This is a full-time position. A full-time work schedule will be established in consultation with the CEO; some evening and weekend hours may apply. The normal work week is Monday – Friday. Normal office hours will be established between the hours of 8:00am and 6:00pm.


We value wellness and offer a generous compensation and benefit package that includes a competitive salary dependent on experience and education, generous benefits that include up to 100% paid medical, dental, vision, life insurance for employees and a highly subsidized portion of the dependent coverage. Paid holidays, vacation accruals starting at 2 weeks and sick accruals of 12 days per year (accruals based upon a 40 hour work week) and a 403(b) 3% matching program.


CALM provides equal opportunity for all qualified applicants and does not discriminate on the basis of race, color, national origin, religion, sex, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, age, veteran status, or any other protected classification.

Interested and qualified applicants should submit a cover letter and resume to

Please put the title of the position in the subject line of the email.

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Equal Employment Opportunity

CALM is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. CALM policy prohibits unlawful discrimination based on race, color, creed, gender (including pregnancy, childbirth, and related medical conditions), religion, marital status, age, national origin or ancestry, physical or mental disability (including pregnancy, childbirth, and related medical conditions), legally-protected medical condition (cancer-related), sexual orientation, or any other consideration made unlawful by federal, state or local laws. All such discrimination is unlawful. CALM is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of CALM and prohibits unlawful discrimination by any employee of CALM, including supervisors and co-workers.To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, CALM will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should discuss their needs with their supervisor and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. CALM then will conduct an investigation to identify the barriers that make it difficult for the applicant or employee to have an equal opportunity to perform his or her job. CALM will identify possible accommodations, if any, that will help eliminate the limitation. If CALM determines that an accommodation is reasonable and will not impose an undue hardship, CALM will make an accommodation. If you believe you have been subjected to any form of unlawful discrimination, provide a written complaint to your supervisor or the Chief Executive Officer. Your complaint should be specific and should include the names of the individuals involved and the names of any witnesses. CALM will promptly undertake a thorough and objective investigation and attempt to resolve the situation. If CALM determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. CALM will not retaliate against you for filing a complaint, participating in an investigation, or supporting a complaint of unlawful discrimination, and will not knowingly permit such retaliation by management employees or your co-workers. If you believe you have been subjected to such retaliation, report it immediately to your supervisor or the Chief Executive Officer.
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