Director of HR Operations

Reporting to the Chief People (HR) Officer, the Director of HR Operations, who will be responsible for supporting HRIS, Compliance, Labor Relations, and Class & Compensation programs at SFMOMA. Through a deep knowledge of divisional areas, people, and operational needs, the Director of HR Operations will support the team by listening, diagnosing complex issues, recommending solutions and engaging the appropriate resources to provide HR services in support of the successful achievement of programs and policies that align with our strategic plan goal to transform our museum culture form the inside out.

The Director of HR Operations will demonstrate and be recognized as an expert in all facets of Employee and Labor Relations, SFMOMA policies and procedures, including State and Federal labor and employment laws, and function as support for all labor relations issues, including local contract negotiations and arbitration.

Responsibilities & Duties

• Partner with Legal and Finance to audit and ensure org-wide compliance, specific to: employment law, wage & hour, EEOC, FMLA, CFRA, SDI, Unemployment, LOA’s, medical insurance, family leave, etc.
• Oversee the annual review, revision, and implementation of the Employee Handbook and associated Compliance Training to ensure adherence to California state regulations.
• Provide research and analysis regarding issues under HEERA/PERB, ADA, FMLA, NLRB, FEHA, CFRA.
• Review case management processes and data for continuous improvement by identifying trends, learning from past cases, and adapting to changes in the workplace and employment laws.
• Develop and implement HR strategies, including policies, procedures, and operating standards for SFMOMA.
• Support the Chief People Officer in compliance with the Collective Bargaining Agreement including attending Labor Management meetings with management.
• Support the annual performance management process.
• Partner with senior leaders to support the administration of key company programs such as benefits, compensation programs, workers compensation, HRIS and HR systems implementation/integration to ensure compliance and optimal results.
• Partner with Talent in regard to all aspects of compensation, including salaries and salary ranges, job leveling and analysis, discretionary bonuses, annual Pay for Performance bonus program, and Long-Term Incentive Program.
• Assess the effectiveness of compensation practices and benefits offerings to ensure competitiveness.
• Oversee and ensure smooth execution of data, reporting and analytics to drive informed decision making. Identify trends within the business and presents data to assist the business leaders in making decisions.
• Support the museum in labor and employment arbitration proceedings and in external proceedings involving PERB, EEOC/DFEH, EDD and other agencies as necessary.
• Responsible for staying abreast of changes in the regulatory environment which could impact the business; proactively identify areas of concern to help mitigate risk.
• Support Workers Compensation administration, insurance and claims management; partners with the legal team on litigation and settlements.
• Possible management of one direct report.

Qualifications & Skills

• Bachelor’s degree in business, human resources, industrial relations or other related field, or equivalent experience. CCP (Certified Compensation Professional) certification, preferred.
• Minimum of five (5) to seven (7) years of Human Resources experience, specifically with HRIS, Class & Compensation, Benefits, Labor Relations, and Workers Compensation preferred.
• Working knowledge of applicable labor and employment laws and regulations at the State of California and federal levels. Experience conducting investigations and knowledge of investigatory processes/best practices.
• Strong leadership skills and the ability to motivate a team. Must be able to decide how to allocate people, time and other resource to create, execute, and accomplish an operating or project plan on time and within budget.
• Experience with compensation software (such as Payscale) preferred.
• Strong business acumen.
• Ability to identify complex issues and determine the root causes.
• Strong project management skills with the ability to lead the design, development, implementation, and evaluation of HR programs.
• Ability to lead by example in driving change throughout an organization and to partner across all areas and levels of an organization.
• Demonstrated ability to analyze complex situations and create positive outcomes for the business and the team.
• Excellent interpersonal, verbal, and written communication, presentation, analytical, and consensus building skills.
• Expert with total rewards programs (compensation, benefits plan design, deferred compensation, etc.)
• Strong analytical and project management skills.
• Ability to critically review, summarize, and report findings and recommendations.
• Effective writing skills and experience developing total rewards communications.
• Seeking a highly motivated self-starter and a consummate team player with excellent judgement and professional maturity.
• Ability to manage priorities in a dynamic environment and adapt to change quickly and positively.

Location:
San Francisco, 151 3rd Street.

Schedule:
Full Time, 35 hours/week, at least three days working onsite

$136,000 – $162,318 a year

Benefits:
PTO, Medical, Dental, Vision, Flexible Spending Accounts, Pet Insurance, Life and AD&D Coverage, Disability Insurance, Mental Health and Wellness Benefits, Discount Programs, Pre-Tax Commuter Benefits, 403(b) Retirement Savings Plan, SFMOMA Membership, and more

How to Apply

Apply online:

https://www.sfmoma.org/join-the-team/

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

SFMOMA is an equal opportunity employer that is committed to diversity, equity, inclusion, and accessibility. No person shall be discriminated against based on race, color, religion, gender, gender identity, age, genetic information, ancestry/national origin, marital status, disability, medical condition, HIV status, sexual orientation, veteran/military status, and any other category protected by federal of state law.