Human Resources and Operations Manager

Position Overview:

The HR and Operations Manager is a key member of the leadership team, responsible for overseeing BHNC's human resources, administrative, and operations functions. This role is focused on the staff experience, driving organizational development, strengthening company infrastructure, and fostering a positive work environment, all within a dynamic and changing context.

Success in this position requires an exceptional ability to create and maintain a legally sound HR infrastructure, the ability to multitask in a sometimes fast-paced environment, sound judgment to shift priorities as required, and the ability to maintain discretion while handling sensitive information.

Core Responsibilities Human Resources Operations

• Administer comprehensive benefit programs and manage vendors for various plans, including 403b, health plans, COBRA, and Workers' Compensation.
• Develop and maintain compensation bands.
• Ensure strict adherence to all Federal, State, and local (SF) employment laws and reporting requirements.
• Navigate complex interpersonal issues, troubleshoot staff concerns, and escalate participant matters with tact and skill.
• Execute all payroll-related HR data entry and coordination in partnership with the Finance team.
• Maintain the ADP HRIS and digital employee files, ensuring all documentation is current and audit-ready at all times.
• Manage the full employee lifecycle, from recruitment and onboarding to leave management and offboarding.

• Lead all internal investigations, grievances, and disciplinary actions, ensuring objective, consistent, and legally defensible outcomes.
• Provide counsel and thought partnership to management on progressive discipline, conflict resolution, and other people operations matters.
• Execute a proactive employee relations strategy that identifies and mitigates workplace friction before it escalates to formal disputes.
• Maintain meticulous, confidential documentation for all labor-related matters, ensuring a clear "paper trail" for audit and compliance purposes.
• Monitor organizational climate and morale, advising leadership on trends and recommending interventions to improve staff retention.
• Audit internal practices regularly to ensure continuous alignment with Federal, California, and San Francisco employment mandates.

• Execute comprehensive audits of wage-and-hour practices, leave administrations, and EDD filings to ensure 100% alignment with Federal, California, and San Francisco mandates.
• Mitigate organizational liability by identifying employment risk exposures and providing leadership with actionable, data-driven prevention strategies.
• Manage the end-to-end Workers' Compensation process, including claim filing, return-to-work coordination, and mandatory OSHA log maintenance.
• Direct workplace safety initiatives by maintaining up-to-date safety documentation (IIPP) and ensuring all required labor law postings are visible and current.
• Monitor evolving labor legislation to proactively update internal policies, ensuring the organization remains ahead of regulatory changes.
• Validate that all payroll and benefit practices meet local reporting requirements, preventing costly penalties or non-compliance findings.

• Manage full-cycle recruitment processes.
• Develop and maintain job descriptions.
• Advise managers on hiring decisions and offer structures.
• Lead onboarding processes.
• Support succession planning and workforce development initiatives.
• Provide a seamless off-boarding process for departing employees, including conducting exit interviews.

• Facilitate the annual performance review cycle and provide frameworks that ensure consistency and accountability across all departments.
• Coach supervisors on leadership techniques, employee development, and the delivery of effective, equity-informed feedback.
• Design and facilitate professional development initiatives and training programs that align with organizational growth and equity goals.
• Advise on implementing equity-informed workplace practices to ensure fair treatment and inclusive standards throughout the employee lifecycle.

• Manage and mentor one Operations Coordinator, providing clear direction on the delegation of administrative HR tasks and office operations.
• Oversee the coordinator's workflow via Asana to ensure high-quality execution of onboarding logistics, personnel filing, and data entry.
• Conduct regular 1:1 meetings to support professional development, provide performance feedback, and ensure alignment with departmental goals.
• Evaluate workload capacity and streamline delegated tasks to maximize the efficiency of the administrative support function.

• Direct the front desk and administrative operations, utilizing Asana to delegate tasks and ensure cohesive project outcomes from start to finish.
• Modernize departmental record-keeping by leading the transition from off-site physical storage to a secure, cloud-based filing system.
• Manage the organization's technical and physical infrastructure, coordinating IT, telecommunications, and facility maintenance to meet evolving system requirements.
• Verify and approve operational invoices, ensuring accurate financial processing within the Sage accounting system.
• Secure the work environment by enforcing workplace violence prevention protocols and ensuring total compliance with city-wide health mandates.
• Facilitate community room rentals and monthly contracts, coordinating the logistics, staffing, and booking for all internal and external events.
• Spearhead logistical support for major organizational milestones, including Fiesta On The Hill, the Annual Membership Drive, and Open House events.
• Deploy flexible operational support, including mail distribution and temporary program coverage, to ensure uninterrupted service delivery.
• Other duties as needed.

• Project Oversight: Proven ability to lead operational projects from inception to completion using a collaborative, team-based approach.
• Experience: Minimum of three years in operations and supervision, with a demonstrated trajectory of increasing responsibility.
• Conflict Resolution: Skills in assisting others in navigating disagreements and having difficult conversations.
• Planning: Ability to develop actionable work plans designed to streamline office systems and maximize departmental efficiencies.
• Core Values: Deep commitment to social justice, social action, and the development of staff into organizational leaders.
• Cultural Competency: Skilled in engaging effectively with individuals from diverse social, cultural, economic, and educational backgrounds.

• Professional Communication: Excellent written and verbal skills, with the ability to draft formal reports, business correspondence, and comprehensive procedure manuals.
• Analytical Thinking: Proficiency in defining complex problems, collecting data, and drawing valid conclusions to inform decision-making.
• Information Presentation: Ability to interpret and present information clearly to a wide range of stakeholders, including youth, seniors, managers, and funders.
• Leadership Communication: Proven ability to inspire and motivate staff while maintaining consistent, transparent communication with the Executive Director.
• Scope Management: Skilled at identifying areas within the direct scope of responsibility versus those requiring additional external support.

• Education: Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field is preferred.
• Certification: Professional HR certification (e.g., PHR, SHRM-CP, or ACC) is highly preferred.
• Professional Experience: Minimum of five years of progressive experience in HR, including at least two years in a direct supervisory or managerial leadership role.

• Office Suites: Advanced proficiency in MS Office (Word, Excel, PowerPoint) and Google Workspace (Gmail, Drive, Docs).
• Project Management: Skilled in using Asana or similar project management platforms to track tasks and ensure departmental accountability.
• Communication Tools: High level of competence in managing Zoom, Microsoft Teams, and other remote collaboration technologies.
• Financial & HR Systems: Ability to quickly master and utilize industry-specific software, including Sage for invoice processing and ADP for HRIS/Payroll management.

• Manual Tasks: Regularly required to sit for extended periods; use hands and fingers for keyboard input; handle or feel objects, tools, or controls; and reach with hands and arms.
• Communication: Frequently required to talk and hear to engage with staff and the community.
• Mobility: Occasionally required to stand, walk, climb stairs, balance, stoop, kneel, crouch, or crawl.
• Lifting: Frequently required to lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.

• Setting: This role operates in a high-energy, community-centered office environment with a moderate noise level.
• Presence: Regular onsite presence is required to provide hands-on support to staff, managers, and program participants. Hybrid flexibility may be considered after 1 year based on organizational needs and operational demands.
• Accessibility: The physical demands described here are representative of those required to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.