POSITION SUMMARY

Delivering Innovation in Supportive Housing (DISH) is creating the Human Resources Director position to oversee dynamic human resources needs and aspirations in concert with a new Professional Employer Organization (PEO). On July 1, 2025, DISH will transform into an independent nonprofit corporation from its former fiscally sponsored status, and this new position will be critical to a successful transition.

The Human Resources Director will lead implementation and execution and oversee various human resource-related policies, programs, and initiatives. The HR Director champions diversity and inclusion, safeguards HR integrity and legal compliance, and ensures all human resource policies, plans, services, benefits, compensation, protocols, and communications are welcoming, equitable, and aligned with the organization's goals and mission. The HR Director will be an active member of DISH's leadership team, working closely with peers and the entire DISH team, as well as executive leadership, the PEO, and other stakeholders. The position is designed to create a central source of support for staff and staffing needs, including infrastructure to meet operational needs, consistent practices to support growth, and an organizational strategy to support DISH's growth and capacity.

The HR Director will provide leadership and promote best practices in people management and development, administration, organization development, full employee cycle, and staffing analytics. This individual fundamentally upholds DISH's mission—alongside dedicated staff, partners, and advisory bodies—to provide high-quality, permanent housing to San Franciscans who manage serious health issues.

The HR Director is an exempt position. It is onsite full-time and in person, with the option of being remote 40% of the time.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Lead HR Strategy

• Develop, refine, and lead the long-term Human Resources strategy for the organization from the ground up, including new hire onboarding and ongoing training, compliance, benefits administration, leave of absence management, compensation management, employee relations, terminations, and HR technology. This process will be in concert with PEO and key DISH leadership.
• Work closely with PEOs and other Human Resource service providers to select services and ensure their execution.
• Review and recommend compensation strategies, promotions, transfers, and equity/merit adjustments within the organization's philosophy and approach.
• Recommend new approaches, procedure changes, and innovative solutions to continually improve efficiency and the employee experience, with a focus on workplace culture, employee engagement, and ensuring a positive workplace experience. Update employee handbook as needed.
• Lead and implement best practices for the employee life cycle from hiring to offboarding.
• Work closely with the Finance and Operations Team on employee policies, changes, and organizational administration.
• As requested, participate in all Leadership Team meetings, All Staff training and events, and other conferences and events.
• Work with the leadership team to re-design and implement training for staff at various levels, including all staff, supervisors, programmatic training, etc.

Support Employee Life Cycle

• Ensure the recruitment process attracts a highly diverse and talented staff
• Cultivate multiple talent pipelines to reach diverse candidates
• Design and regularly refresh new-hire orientation and onboarding programs so that each new hire feels welcome and a valued team member.
• Design and lead organization-wide and role-specific training and professional development opportunities. Ensure the effective use of external trainers and resources.
• Lead internal advancement programs to support the growth and learning of staff who want to grow and assume higher levels of responsibility.
• Partner with managers throughout the organization to support strong performance. This includes supporting the development of supervisory skills and continually building managers' effectiveness in growing, mentoring, and retaining highly effective staff members.

Compensation and Benefits

• Administer compensation and benefits programs for new hires and staff members, including job description classification support, salary structure, and salary adjustments. Oversee benefit plan communications, enrollment, and administration. Communicate benefit changes with employees and support individual employees through any benefits challenges.
• Conduct new employee orientation to ensure employees understand the organization, benefit plans and enrollment, and other important HR-related policies.
• Manage the open enrollment process by working with plan providers, coordinating distribution of materials and communicating plan changes to employees.

Compliance

• Ensure a smooth, supportive onboarding process for new employees in concert with hiring managers and PEO. This includes overall project management and ensuring new employees get the training, benefits, and support they need.
• Keep leadership advised of potential issues (i.e., compliance, legal, etc) and recommend/implement solutions as appropriate.

Employee Relations

• Conduct employee relations meetings as needed and support with HR issues and investigations.
• Provide a confidential space for employees to voice their concerns.
• Conduct staffing analysis of trends and turnover.
• Other Duties and Responsibilities

QUALIFICATIONS AND SKILLS

The HR Director must be skilled in developing HR initiatives, program design, and implementation; employee relations; and HR administration and communications; and must have:

•  A bachelor's degree in human resources, business administration, or a related field, as well as professional certification in PHR and/or SHRM-CP/ SHRM-SCP, is preferred.
• A minimum of 6 years experience managing HR programs: onboarding, performance management, employee relations, compensation and benefits, staff recruitment, professional learning and development, compliance, and HR communications.
• Strong domain knowledge of the principles, best practices, and human resource administration systems.
• Exceptional communication and interpersonal skills with the ability to develop a high degree of personal credibility at all levels of the organization.
• Strong meeting facilitation skills.
• Experience with conflict resolution and/or restorative practices.
• Understand and value the importance of confidentiality when needed.
• Ability to operate at both the strategic vision-setting level and the tactical execution level, as well as be detail-oriented and passionate about building.
• Strong analytical and problem-solving skills.
• Enjoy working in a diverse, creative, and collaborative environment
• Have strong team-building, management, and collaboration skills
• Have the ability to take initiative and step forward to work with others to identify organizational needs and address them proactively and collaboratively
• Have the ability to act independently and use good judgment in line with DISH's values
• I have flexible tech skills, including experience with Microsoft Office, SharePoint, Zoom, and CRM software.