Director of Human Resources

Executive Search Director of Human Resources -Any SEIU Office in CA (Hybrid - 2 to 3 days in office)

Sterling Search Inc. (SSI)has been exclusively retained to recruit for the new Director of Human Resources for SEIU Local 2015: Local 2015 is Californias Long Term Care workers organization that will unleash the collective power of long term care workers their families and their communities harness the power of technology and build a broad movement to disrupt the unjust status quo in order to bring lasting transformational change towards a more just society for all.

The Local 2015 member leaders believe that our mission demands that we fight injustice where we see and experience it. We believe this mission calls on us to fight for all one and a half million long term care workers in California and their communities who are not yet members of Local 2015 because all long-term care work must be valued and respected. The unprecedented income inequality and attacks on workers rights that we have been experiencing for the last 30 years require us to take action. We must not only defend and protect what we have we must also forge new ground in our efforts toward winning for workers.

SEIU 2015 is a viable organization with 280 staff throughout 17 California offices. The Officers and staff are passionate about advancing their mission for its 500000 members.

SEIU is at the intersection of our current social equity protests SEIU Local 2015 is the largest local union in California representing more than half a million long-term care workers (home care skilled nursing facility and assisted living center workers) throughout the state. We are also the largest long-term care union in the U.S. and the largest local union in SEIU. Our members are as diverse as the states population and united in their commitment to caring for Californias older adults and those with disabilities. SEIU 2015 is a leading voice advocate and authorityboth locally and nationallyfor quality long-term care as we endeavor to raise standards in the industry for both our members and their consumers. Our members lead with their justice agenda and commitment to being an Anti-Racist Organization. For more information please visit @SEIU2015.

The Intersection of Social Justice and the Silver Tsunami

As a result of declaring themselves an Anti-Racist Organization SEIU Local 2015 places a social justice lens on all that they do with regard to their employment practices as well as living these core values in their everyday work:

• Leadership shows up when we organize others around a vision take courageous action build powerfully diverse relationships and inclusive teams are accountable to results are committed to demonstrating ethical standards and culture and when we inspire others to learn more dream more do more and become more.
• Compassion shows up when we create space in our hearts and minds to empathize with the suffering and challenges of others and reveal a pathway for solutions.
• Empowerment shows up when every worker is given the opportunity to discover their leadership potential and exercise it on behalf of others.
• Accountability shows up when we exercise everyday self-reflection ownership and responsibility for ones words ideas and actions.
• Transparency shows up when we ensure that open communication at all levels is used and promoted to build lasting trust among our members and for their organization.
• Excellence shows up when we demonstrate the ability to find lessons in our successes and failures opportunities to learn each day and the desire to always strive for improvement.

SEIU Local 2015 is positioned for significant growth and this is a phenomenal opportunity for a learning and development executive who has great passion for the advancement of their mission.

Position Description

Strategic Role Overview

The Director of Human Resources is a senior executive leader responsible for the strategic direction operational excellence and continuous improvement of the Human Resources function across SEIU Local 2015. This role leads the design and execution of HR strategies that support a unionized workforce strengthen organizational effectiveness ensure legal and contractual compliance and advance a high-performance equity-centered culture.

Reporting to the Head of People & Culture and serving as a key member of the executive leadership team the Director of Human Resources partners closely with senior leaders the Executive Board and department heads to align people strategy with the unions mission values and long-term goals. This role holds primary accountability for labor and employee relations HR governance HR systems workforce planning and the development of a strong values-aligned HR team.

Key Responsibilities

Strategic Leadership & Executive Partnership

• Serve as a strategic advisor to executive leadership on workforce strategy labor relations organizational design and change management.
• Translate organizational and union priorities into multi-year HR strategic and operational plans with measurable outcomes.
• Assess and advise on the people impact of long-range initiatives regulatory changes and bargaining strategies.
• Represent Human Resources in executive leadership discussions and as appropriate with the Executive Board.

Labor Relations & Union HR Leadership

• Lead and oversee labor and employee relations in a complex unionized environment including investigations grievance handling and disciplinary processes.
• Ensure consistent and compliant application of collective bargaining agreements policies and past practices.
• Provide strategic HR guidance during negotiations reorganizations and workforce transitions.
• Align HR practices to support organizing member strength and internal equity.

HR Operations & Governance

• Plan develop implement and evaluate all HR policies programs and services.
• Ensure compliance with federal state and local employment laws and proactively mitigate risk.
• Establish HR governance frameworks that promote consistency accountability and transparency.

Talent Strategy & Workforce Development

• Lead workforce planning recruitment retention performance management leadership development and succession planning.
• Ensure equitable inclusive hiring and advancement practices aligned with SEIU values.
• Partner with leaders to build management capability and organizational effectiveness.

Total Rewards Benefits & Employee Programs

• Oversee compensation benefits and rewards programs to ensure equity competitiveness and fiscal responsibility.
• Evaluate and recommend benefits strategies that support employee well-being and retention.
• Provide executive oversight of employee engagement communications safety health and wellness initiatives.

HR Systems Analytics & Budget Management

• Provide executive leadership for HRIS and people systems ensuring accurate data reporting and analytics.
• Use workforce metrics to inform executive decision-making and continuous improvement.
• Develop and manage the HR departmental budget with demonstrated ROI on people initiatives.

Team Leadership & Development

• Lead mentor and develop a high-performing HR team with clear expectations and accountability.
• Build internal HR capacity through coaching training and succession planning.
• Maintain the highest standards of confidentiality ethics and professionalism.

Required Qualifications & Experience:

Experience

• 1012 years of progressive Human Resources leadership experience with accountability for organization-wide HR strategy and operations.
• Significant experience in unionized environments including labor relations investigations grievances and contract administration.
• Proven success serving as a senior HR leader and trusted advisor to executive leadership and governing bodies.
• Experience in complex mission-driven or values-based organizations strongly preferred.

Education & Professional Development

• Bachelors degree in Human Resources Business Administration Organizational Development or a related field (or equivalent experience).
• Advanced or specialized training in employment law labor relations compensation or organizational development preferred.
• Active engagement in HR professional networks and ongoing professional development preferred.

How Success Is Measured

The Director of Human Resources is evaluated on delivering measurable sustainable outcomes that strengthen the organization and support a unionized workforce.

Labor & Employee Relations

• Timely consistent and legally compliant resolution of investigations and grievances.
• Reduced escalation and repeat employee relations issues.
• Demonstrated compliance with CBAs employment laws and past practices.

Talent & Workforce Effectiveness

• Improved retention of critical and leadership roles year over year.
• Effective workforce planning leadership development and succession outcomes.
• Equitable hiring promotion and development metrics aligned with union values.

HR Operations & Systems

• Accurate timely HR reporting and analytics supporting executive decisions.
• Successful optimization and adoption of HRIS and people systems.
• Reduced organizational risk through strong compliance and governance.

Leadership & Organizational Impact

• Increased executive and manager confidence in HR as a strategic partner.
• Strong cross-functional collaboration and alignment.
• Positive trends in engagement trust and organizational culture indicators.

Team Leadership & Fiscal Stewardship

• High performance and retention within the HR team.
• Effective budget management with demonstrated ROI.
• Consistent ethical leadership and confidentiality.

Core Competencies

• Strategic and ethical leadership
• Deep union and labor relations expertise
• Executive presence and influence
• Strong judgment discretion and confidentiality
• Exceptional communication and coaching skills
• Equity-centered inclusive leadership
• Advanced organizational and analytical capability

Working Conditions:

• This position requires long and irregular hours including evenings and weekends and participation in union-wide activities. Travel to different locations for extended periods may be required.

Physical Requirements

• Ability to sit for extended periods and operate standard office equipment
• Ability to lift up to 15 pounds

Equal Opportunity Employer Statement:

SEIU Local 2015 is an equal employment opportunity employer committed to recruiting and hiring without regard to race color religion sex sexual orientation gender identity national origin disability veteran status or any other characteristic protected by law.

Compensation:

• Salary range $143328.44 - $161317.42 Salary/year.
• Medical: 100% Employer paid. Coverage begins the first day of the month following date of hire.
• Dental: 100% Employer paid. Coverage begins six (6) months following date of hire first day of the following month.
• Vision: 100% Employer paid. Coverage begins the first day of the month following date of hire.
• Long Term Disability: 100% Employer paid. Coverage begins the first day of the month following date of hire.
• Flexible Spending Account: Employee funded with an Employer matches the first $400.00 of only the Employees contribution to self. Coverage begins the first day of the month following date of hire.
• Pension: Membership in the SEIU Affiliates Officer and Employees Pension Fund with employer contribution equal to 21% of your monthly salary.
• 401K: 100% employee-funded with no employer contribution. There is no enrollment waiting period and employees must make their own plan elections.
• Vacation: You are eligible for 10 days of vacation annually which is accrued at the rate of 3.08 hours per biweekly pay period. For your first year your vacation time will be pro-rated based on your start date and you are eligible to take vacation after your first (6) six months of employment. Vacation accrual increases at year 2 year 3 year 5 year 10 and year 15.
• Holiday Schedule
• Employee Assistance Program: 100% Employer paid. Coverage begins the first day of the month following date of hire.

TO APPLY PLEASE CONTACT:

• Sarah Agee

Required Experience:

Director