Human Resources Business Partner jobs at University of California

Beloved by young trendsetters and celebrities worldwide, Cider stands as one of the fastest-growing fashion brands today, with a following exceeding 7 million. Founded in 2020 and rooted in Los Angeles, we proudly serve customers in over 130 countries, offering a diverse range of styles from sizes XXS to 4XL. With our innovative smart fashion technology, Cider is leading the way towards a zero-inventory future, minimizing production waste without compromising quality. Our unique "Pick A Mood" collections transform everyday moods into captivating style statements, engaging the next generation and cementing our position as a Gen-Z favorite. We are seeking a seasoned and strategic Human Resources Business Partner (HRBP) to join our team in Los Angeles. This role is instrumental in supporting our U.S. retail and corporate operations, with a focus on recruitment, performance management, and HR compliance-especially within California. The ideal candidate will bring deep knowledge of U.S. and California employment laws and experience partnering with business teams Key Responsibilities: Serve as a trusted HR advisor to business leaders and employees, especially in retail operations Lead full-cycle recruitment efforts for store and corporate roles, including sourcing, interviewing, and offer negotiation Partner with HQ and local teams to support and localize employee training programs Design and implement store-level performance management frameworks aligned with business goals Ensure HR policies, practices, and documentation are fully compliant with California and broader U.S. labor laws Handle employee relations matters with sensitivity and in accordance with legal requirements Support cross-border HR initiatives in coordination with global teams Provide bilingual support for internal communication, documentation, and training Qualifications: 3-5 years of progressive HR experience, including direct HRBP responsibilities In-depth understanding of California employment laws and general U.S. HR compliance requirements Strong experience in recruitment and talent acquisition strategies Exposure to employee training development or facilitation (light involvement is acceptable) Experience designing or executing performance management systems, preferably in a retail or multi-site environment Excellent interpersonal and problem-solving skills Fluent in both English and Mandarin Chinese, with strong verbal and written communication skills Bachelor's degree in Human Resources, Business Administration, or a related field

Job Description As the Associate HR Business Partner, you will play a key role in supporting the HR Business Partner team in delivering HR services to assigned departments, gaining experience in aligning people strategies with business objectives. This role works under the guidance of the Manager of Business Partnership to develop expertise in providing HR support that enhances organizational effectiveness. You'll learn how to partner with people managers to implement HR best practices while developing business acumen and HR expertise. The Associate HR Business Partner will assist in analyzing workforce data, supporting talent initiatives, and contributing to a positive work culture. This role provides a growth path toward becoming a strategic HR advisor who can independently drive performance, retention, and organizational effectiveness. The Associate HR Business Partner will: Embed yourself within your assigned department, understanding their priorities, challenges, and people needs in order to translate them into action from a People perspective that supports the business as it grows Serve as a trusted partner and advisor to the team's senior leadership (e.g., Directors, VPs, and C-suite leaders) Help implement organizational design, workforce planning, and talent management initiatives under supervision Support performance management processes by preparing materials, tracking completion, and helping managers administer effective feedback and development conversations including coaching managers on effective feedback, development conversations, promotions, and addressing performance issues Collect and organize workforce data and metrics to help identify trends and contribute to reports and recommendations Partner with Talent Acquisition to support strategic hiring needs based on deep understanding of current and future business requirements Partner with specialized HR team members to learn about integrated HR solutions and programs while helping with implementation Help drive change management initiatives by helping prepare communications and supporting stakeholder engagement activities under the guidance of senior HR team members Address employee relations issues and escalate complex matters, by collaborating with all stakeholders Build knowledge of relevant legal requirements and provide basic policy information, escalating complex interpretation as appropriate Help coordinate and deliver training programs Contribute ideas to improve HR processes and programs Maintain strict confidentiality when handling sensitive employee information The ideal candidate has: Bachelor's degree in Human Resources, Business Administration, or related field 1-3 years of HR experience, preferably in a generalist or specialist role Basic knowledge of HR disciplines including organizational development, employee relations, diversity initiatives, performance systems, HR compliance, and federal/state employment regulations SHRM-CP/SCP or HRCI PHR/SPHR certification preferred Interest in developing business acumen and understanding organizational objectives Basic consulting and interpersonal skills with the ability to build relationships at all levels Strong analytical skills with the ability to organize and interpret HR data and metrics to inform strategic decisions Demonstrated success in leading change management initiatives through organizational transitions Working knowledge of employment legislation and HR practices with desire to deepen expertise Why Join AoPS: This is a hybrid position based in the Bay Area, with three days per week worked from one of our Bay Area Academy locations. While the role will primarily be performed Monday-Friday during normal business hours, candidates must be able to occasionally work flexible hours, including some evenings and weekends, to align with academy operations and community events. The full salary range for this position is 96.6k-114.4k. Here are some things you can look forward to: Impact: This role will directly shape our culture of excellence, enabling Art of Problem Solving to develop talent while we grow our business impact. Culture: Work and collaborate with an organization filled with builders and life-long learners who strive to discover, inspire, and train the great problem solvers of the next generation Flexibility: Casual work environment with a hybrid work week and flexible scheduling Benefits: Multiple options for Medical, Dental and Vision plans Future Planning: 401K with company match Quality of Life: PTO Plan and supportive leadership that gives you the work-life balance you deserve Ease of Transition: Relocation bonus (if currently located outside of the Bay Area) Background Check: Please note that employment is contingent on the successful completion of a background check. Work Authorization: Please note that in order to be considered for this position you must be legally authorized to work in the US. We are unable to offer sponsorship, including STEM-OPT and H-1B. About AoPS: Art of Problem Solving (AoPS) is on a mission to discover, inspire, and train the great problem solvers of the next generation. Since 2003, we have trained hundreds of thousands of the country's top students, including nearly all the members of the US International Math Olympiad team, through our online school, in-person academies, textbooks, and online learning systems. While our primary focus has been math for most of our history, through the years we have expanded our unique problem solving curriculum into more subjects, such as language arts, science, and computer science.

As the Associate HR Business Partner, you will play a key role in supporting the HR Business Partner team in delivering HR services to assigned departments, gaining experience in aligning people strategies with business objectives. This role works under the guidance of the Manager of Business Partnership to develop expertise in providing HR support that enhances organizational effectiveness. You'll learn how to partner with people managers to implement HR best practices while developing business acumen and HR expertise. The Associate HR Business Partner will assist in analyzing workforce data, supporting talent initiatives, and contributing to a positive work culture. This role provides a growth path toward becoming a strategic HR advisor who can independently drive performance, retention, and organizational effectiveness. The Associate HR Business Partner will: Embed yourself within your assigned department, understanding their priorities, challenges, and people needs in order to translate them into action from a People perspective that supports the business as it grows Serve as a trusted partner and advisor to the team's senior leadership (e.g., Directors, VPs, and C-suite leaders) Help implement organizational design, workforce planning, and talent management initiatives under supervision Support performance management processes by preparing materials, tracking completion, and helping managers administer effective feedback and development conversations including coaching managers on effective feedback, development conversations, promotions, and addressing performance issues Collect and organize workforce data and metrics to help identify trends and contribute to reports and recommendations Partner with Talent Acquisition to support strategic hiring needs based on deep understanding of current and future business requirements Partner with specialized HR team members to learn about integrated HR solutions and programs while helping with implementation Help drive change management initiatives by helping prepare communications and supporting stakeholder engagement activities under the guidance of senior HR team members Address employee relations issues and escalate complex matters, by collaborating with all stakeholders Build knowledge of relevant legal requirements and provide basic policy information, escalating complex interpretation as appropriate Help coordinate and deliver training programs Contribute ideas to improve HR processes and programs Maintain strict confidentiality when handling sensitive employee information The ideal candidate has: Bachelor's degree in Human Resources, Business Administration, or related field 1-3 years of HR experience, preferably in a generalist or specialist role Basic knowledge of HR disciplines including organizational development, employee relations, diversity initiatives, performance systems, HR compliance, and federal/state employment regulations SHRM-CP/SCP or HRCI PHR/SPHR certification preferred Interest in developing business acumen and understanding organizational objectives Basic consulting and interpersonal skills with the ability to build relationships at all levels Strong analytical skills with the ability to organize and interpret HR data and metrics to inform strategic decisions Demonstrated success in leading change management initiatives through organizational transitions Working knowledge of employment legislation and HR practices with desire to deepen expertise Why Join AoPS: This is a hybrid position based in the Bay Area, with three days per week worked from one of our Bay Area Academy locations. While the role will primarily be performed Monday-Friday during normal business hours, candidates must be able to occasionally work flexible hours, including some evenings and weekends, to align with academy operations and community events. The full salary range for this position is 96.6k-114.4k. Here are some things you can look forward to: Impact: This role will directly shape our culture of excellence, enabling Art of Problem Solving to develop talent while we grow our business impact. Culture: Work and collaborate with an organization filled with builders and life-long learners who strive to discover, inspire, and train the great problem solvers of the next generation Flexibility: Casual work environment with a hybrid work week and flexible scheduling Benefits: Multiple options for Medical, Dental and Vision plans Future Planning: 401K with company match Quality of Life: PTO Plan and supportive leadership that gives you the work-life balance you deserve Ease of Transition: Relocation bonus (if currently located outside of the Bay Area) Background Check: Please note that employment is contingent on the successful completion of a background check. Work Authorization: Please note that in order to be considered for this position you must be legally authorized to work in the US. We are unable to offer sponsorship, including STEM-OPT and H-1B. About AoPS: Art of Problem Solving (AoPS) is on a mission to discover, inspire, and train the great problem solvers of the next generation. Since 2003, we have trained hundreds of thousands of the country's top students, including nearly all the members of the US International Math Olympiad team, through our online school, in-person academies, textbooks, and online learning systems. While our primary focus has been math for most of our history, through the years we have expanded our unique problem solving curriculum into more subjects, such as language arts, science, and computer science.

Job Description As the Associate HR Business Partner, you will play a key role in supporting the HR Business Partner team in delivering HR services to assigned departments, gaining experience in aligning people strategies with business objectives. This role works under the guidance of the Manager of Business Partnership to develop expertise in providing HR support that enhances organizational effectiveness. You'll learn how to partner with people managers to implement HR best practices while developing business acumen and HR expertise. The Associate HR Business Partner will assist in analyzing workforce data, supporting talent initiatives, and contributing to a positive work culture. This role provides a growth path toward becoming a strategic HR advisor who can independently drive performance, retention, and organizational effectiveness. The Associate HR Business Partner will: Embed yourself within your assigned department, understanding their priorities, challenges, and people needs in order to translate them into action from a People perspective that supports the business as it grows Serve as a trusted partner and advisor to the team's senior leadership (e.g., Directors, VPs, and C-suite leaders) Help implement organizational design, workforce planning, and talent management initiatives under supervision Support performance management processes by preparing materials, tracking completion, and helping managers administer effective feedback and development conversations including coaching managers on effective feedback, development conversations, promotions, and addressing performance issues Collect and organize workforce data and metrics to help identify trends and contribute to reports and recommendations Partner with Talent Acquisition to support strategic hiring needs based on deep understanding of current and future business requirements Partner with specialized HR team members to learn about integrated HR solutions and programs while helping with implementation Help drive change management initiatives by helping prepare communications and supporting stakeholder engagement activities under the guidance of senior HR team members Address employee relations issues and escalate complex matters, by collaborating with all stakeholders Build knowledge of relevant legal requirements and provide basic policy information, escalating complex interpretation as appropriate Help coordinate and deliver training programs Contribute ideas to improve HR processes and programs Maintain strict confidentiality when handling sensitive employee information The ideal candidate has: Bachelor's degree in Human Resources, Business Administration, or related field 1-3 years of HR experience, preferably in a generalist or specialist role Basic knowledge of HR disciplines including organizational development, employee relations, diversity initiatives, performance systems, HR compliance, and federal/state employment regulations SHRM-CP/SCP or HRCI PHR/SPHR certification preferred Interest in developing business acumen and understanding organizational objectives Basic consulting and interpersonal skills with the ability to build relationships at all levels Strong analytical skills with the ability to organize and interpret HR data and metrics to inform strategic decisions Demonstrated success in leading change management initiatives through organizational transitions Working knowledge of employment legislation and HR practices with desire to deepen expertise Why Join AoPS: This is a hybrid full-time position based at our headquarters in San Diego, CA. The full salary range for this position is 83.2k- 98.8k. Here are some things you can look forward to: Impact: This role will directly shape our culture of excellence, enabling Art of Problem Solving to develop talent while we grow our business impact. Culture: Work and collaborate with an organization filled with builders and life-long learners who strive to discover, inspire, and train the great problem solvers of the next generation Flexibility: Casual work environment with a hybrid work week and flexible scheduling Benefits: Multiple options for Medical, Dental and Vision plans Future Planning: 401K with company match Quality of Life: PTO Plan and supportive leadership that gives you the work-life balance you deserve Ease of Transition: Relocation bonus (if currently located outside of the San Diego Area) Background Check: Please note that employment is contingent on the successful completion of a background check. Work Authorization: Please note that in order to be considered for this position you must be legally authorized to work in the US. We are unable to offer sponsorship, including STEM-OPT and H-1B. About AoPS: Art of Problem Solving (AoPS) is on a mission to discover, inspire, and train the great problem solvers of the next generation. Since 2003, we have trained hundreds of thousands of the country's top students, including nearly all the members of the US International Math Olympiad team, through our online school, in-person academies, textbooks, and online learning systems. While our primary focus has been math for most of our history, through the years we have expanded our unique problem solving curriculum into more subjects, such as language arts, science, and computer science.

The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.

The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.

Description PLEASE NOTE: A COVER LETTER IS REQUIRED TO BE CONSIDERED FOR THIS POSITION. The cover letter should be no longer than one page and include: Example(s) of successful navigation of complex talent/HR issues Example(s) of your commitment to racial equity Example(s) of how you coach and manage your teams Position SummaryThe Director of HR Employee Relations serves as the senior-most leader that will lead the design and execution of KIPP NorCal's employee relations strategy, fostering a positive, inclusive, and legally compliant work environment, in alignment with our values of excellence, equity, courage, and compassion, for over 1100 staff members. This role will provide expert guidance on conflict resolution, employee counseling, and complex workplace issues, while also ensuring adherence to all applicable employment laws and policies. The Director will train and coach managers and school leaders on best practices in employee relations, lead high-level investigations, and build the systems, tools, and processes that strengthen the organization's overall employee experience.Reporting to the Chief People Officer, the Director acts as a strategic advisor and decision-maker on matters including investigations, discipline, performance management, terminations, and conflict resolution. The Director directly manages three Associate Directors of Employee Relations and serves on the Total Employee Experience (TEX) leadership team, with responsibility for setting vision, standards, and accountability across all employee relations work.This role requires deep expertise in employee relations, sound judgment in high-stakes situations, and the ability to lead and influence senior leaders across a large, distributed organization.Required Qualifications Mission Oriented - Holds a deep belief in the brilliance of our students and their potential; and in the transformative power of education for liberation. Demonstrates our Regional Support Office values of excellence, equity, courage and compassion. Minimum of 10 years of progressive HR or Employee Relations experience, including significant ownership of complex, high-risk employee relations matters (e.g., investigations, discipline, terminations, performance management, and compliance). Demonstrated experience leading employee relations at scale, supporting large, distributed organizations (1,000+ employees strongly preferred). Proven people management experience, including direct management of senior HR or Employee Relations leaders. Deep working knowledge of California employment law, including investigations, leaves, performance management, discipline, and compliance requirements. Demonstrated ability to exercise independent judgment on sensitive matters and serve as a trusted advisor to senior leaders. Strong commitment to advancing racial equity and embedding diversity, equity, and inclusion principles into employee relations practice. Bachelor's degree required. Preferred Qualifications Graduate degree (JD or comparable advanced degree strongly preferred). SHRM-SCP or other senior-level HR certification. Experience in TK-12 education, nonprofit, or other mission-driven organizations. Knowledge of California credentialing regulations. Essential Functions and ResponsibilitiesEmployee Relations Strategy & Leadership Own and lead the overall employee relations strategy for KIPP NorCal, including systems, standards, and escalation protocols. Serve as the final point of escalation for complex, sensitive, or high-visibility employee relations matters. Determine and own the approach to complex personnel issues, informed by legal guidance and organizational values. Collect, analyze, and interpret employee relations data to identify trends and inform recommendations to the Chief People Officer and senior leadership. Ensure consistent, legally sound, and values-aligned ER practices across school sites and the Regional Support Office (RSO). Counseling, Advising, and Training Serve as the primary decision-maker and advisor to managers, school leaders, and executives on employee relations matters. Provide expert guidance on performance management, disciplinary action, and corrective processes. Design and deliver training for managers and employees on employee relations topics, including workplace behavior, conflict resolution, and policy implementation. Develop manager capability through coaching and targeted professional learning. Investigations, Conflict Resolution & Title IX Maintain and continuously improve KIPP NorCal's escalation and investigation protocols. Lead and oversee thorough investigations into allegations of harassment, discrimination, retaliation, or other workplace misconduct, including: Interviewing involved parties Reviewing documentation and evidence Drafting clear, well-supported investigation reports Maintain strict confidentiality and professionalism throughout all investigations. Develop, recommend, and oversee execution of resolutions in partnership with the Chief People Officer. Facilitate mediations and restorative conversations as appropriate. Serve as KIPP NorCal's Title IX Coordinator and lead all related processes. Tools, Systems & Policy Development Develop and maintain ER tools, protocols, and templates (e.g., investigations, interviews, performance improvement plans). Lead annual updates to the Staff Handbook and ensure policies remain current, compliant, and accessible. Partner with the TEX team and organizational leaders to update and implement policies as needed. Design and facilitate workshops related to performance cycles, policy updates, promotions, and other key people processes. Lead TEX team projects as assigned. Compliance & Legal Matters Ensure ongoing compliance with federal, state, and local employment laws and regulations. Stay current on legal changes and proactively update ER practices as needed. Lead and represent the organization in arbitration proceedings and other formal employment-related processes, as required. Team Leadership & Management Directly manage three Associate Directors of Employee Relations. Set clear expectations for direct reports aligned to Professional Development Plans and TEX team goals. Coach and develop team members to ensure strong performance, consistency, and professional growth. Contribute to setting TEX team goals and aligning departmental priorities with organizational strategy. Support TEX team budget management and participate in hiring for TEX team roles. Model and reinforce a positive, inclusive, and high-performing team culture. Additional Responsibilities Serve as an external representative of KIPP Northern California, as needed. Share employee relations and talent best practices across the national KIPP network. Perform other related duties and special projects as assigned. Physical, Mental and Environmental Demands Physical: Ability to navigate office and school campuses, and hold meetings in different spaces. Traditionally, much of the day involves sitting. Ability to access and utilize technology. Occasional lifting/carrying of equipment up to 20 lbs. Physical agility to move self in various positions in order to execute duties effectively, which may include kneeling, walking, pushing/pulling, squatting, twisting, turning, bending, stooping and reaching overhead. Mental: Stress of deadlines and normal work standards, ability to analyze problems and generate alternatives, work with interruptions, concentrate for long periods of time, read, calculate, perform routine math problems, memorize and recall objects and people. Environmental: Office environment subject to interruptions and distractions. Frequent travel to schools and districts. KIPP adheres to health and safety guidelines as outlined by the CDC, CDE, and public health agencies' recommendations. Important Note for Applicants This role is not an entry-level or early-career HR leadership position. It requires deep experience navigating complex employee relations matters, managing senior HR leaders, and exercising sound judgment in high-risk situations. ClassificationThis is a full-time, exempt position based on a full year calendar cycle, based out of our Regional Support Office (RSO). The RSO currently operates in a hybrid fashion. The Director can expect to work in person 2-3 days per week and remotely or in the field the remaining days, subject to change based on the needs of the role and organization. In the first six months of the role, the Director should expect more in person days to build relationships with school and RSO teams. About KIPP Public Schools Northern CaliforniaWe are a thriving nonprofit network of 23 free, public charter schools open to all students. At KIPP, we believe all children should grow up free to create the future they want for themselves and that schools can and should be a critical factor in making that vision a reality. Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose-college, career, and beyond-so they can lead fulfilling lives and build a more just world. Our student community consists of nearly 7,000 elementary, middle, and high school students in East Palo Alto, Oakland, San Francisco, San Lorenzo, San Jose, Redwood City, and Stockton. 79% qualify for free or reduced price lunch, 23% are multilingual learners, and 10% have special needs. We strive to cultivate a representative team of teachers and leaders that reflect our students' diversity.CompensationKIPP Northern California is dedicated to you and your family's well-being! We offer a competitive salary as well as a comprehensive benefits package including medical, dental and vision benefits. We benchmark annually against comparably-sized non-profit organizations in the regions where we operate, to offer competitive salaries. The salary range for this position is between $136,000 and $164,000. Most candidates would be compensated at $147,000. PLEASE NOTE: A COVER LETTER IS REQUIRED TO BE CONSIDERED FOR THIS POSITION. The cover letter should be no longer than one page and include: Example(s) of successful navigation of complex talent/HR issues Example(s) of your commitment to racial equity Example(s) of how you coach and manage your teams

Management- Classified/Director Human Resources Date Available: 07/01/2026 Closing Date: 01/31/2026 We are looking for an experienced leader who not only can run the day to day operations of a department, but also lead and manage people and programs through transformational change. Must be a fast learner of the technical skills required for work in human resources, but also be able to think outside the box and make sound decisions in stressful situations. Our organization values strong people and customer service skills. Must be able to navigate the technology platforms and use Excel skills to distill complex information into easy to understand data and inform others of outcomes. Start Date: As soon as the qualified candidate is available, with the latest start date of July 1, 2026 Reports to: Assistant Superintendent, Human Resources Salary Schedule Range: 23A (Classified Management Salary Schedule) $165,166 - $184,693, depending on experience Benefits: Eligible to participate in District health, vision, dental and term life insurance. Employment Status: Full-time (FLSA Exempt) Location: District Administration Purpose of Position: Under the general direction of the Assistant Superintendent of Human Resources, to lead, plan and supervise human resources department and certificated personnel services. The director leads the day to day operations of the department and must manage the people and processes of the human resources department.The Director synthesizes laws and policies and creates accountability systems to ensure compliance and completion. Essential Functions: Maintains a high knowledge of software management systems in the District as it relates to Human Resources functions and how those functions are interdependent with other departments. Leads and seeks out transformation of Human Resources Services by integrating technologies into department functions. Leads and maintains a culture of customer service within the Human Resources Department Leads the Human Resources Department in the area of collaboration and teamwork, important for interdepartmental relations. Conducts investigations in employee workplace complaints. Develops and maintains a quality evaluation process for certificated staff. Supervision and evaluation of HR office staff. Establishes and maintains the Districts' certificated personnel records. Prepares offers of employment for certificated and management personnel. Communicate with management regarding requirements of certificated positions, administers federal guidelines for credential requirements and maintenance and monitoring of credentials. Evaluate transcripts and records of certificated staff to determine eligibility for credentials, permits and waivers; notify employees regarding needed information such as transcripts or other appropriate documentation; maintain record of college units earned for proper placement on salary schedule. Prepares annual contracts for teachers and administrative staff. Communicates with principals and other administrators regarding staffing ratios. Responsible for determining District staffing levels and coordinating this with Fiscal Services for budget development. Maintains current lists of all certificated personnel, including valid credentials, teaching assignments and seniority lists, for various District and State needs. Keeps abreast of education codes and new laws pertaining to certificated employees. Conduct research in matters concerning budget, staffing and collective bargaining. Participate in employer/employee relation activities; gather and analyze data; make confidential recommendations to management negotiators on employee grievances and contract language. Serve as a liaison between the district and Department of Justice fingerprint recording requirements. Counsels certificated employees regarding retirement questions. Supervises the review of certificated applications, determining disposition of same, including determination of interviews for potential certificated staff for the district. Supervises the preparation of job flyers for certificated positions and brochures for management positions. Prepares summer school job announcements and organizes data relevant to filing certificated summer school assignments. Supervises the substitute teacher program, including supervisor of substitute callers. Performs other duties as assigned. Working Conditions & Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical agility to sit, stand, kneel, walk, push/pull, twist, turn, bend, stoop and to reach above the shoulders, and horizontally to retrieve files for extended periods of time. Possess manual dexterity. Visual ability to read a computer screen and printed matter with or without vision aids. Hearing sufficient to communicate in person and hold telephone conversations at normal levels. Speaking ability in an understandable voice with sufficient volume. Mental acuity to interpret and evaluate data, define issues, draw conclusions, and make valid judgments and decisions. Physical mobility sufficient to move about the office and school environments for sustained periods of time. Drive a vehicle to conduct work. Abilities and Knowledge: To establish rapport and work constructively with staff, students, parents, and community members. Ability to carry out a vision of positive workplace culture. Ability to create accountability systems and make organizational decisions Ability to manage conflict with exceptional mediation skills Ability to exercise good judgement in difficult situations Demonstrate a deep understanding of employee relations and positive employee characteristics.. Demonstrate exceptional customer service skills Understanding of the growth mindset approach. Understanding and working knowledge of budgeting. Required Qualifications: Education and Experience:Bachelor's degree or higher from an accredited college or university and at least three (3) years of work experience in human resources management or public personnel administration, preferably public sector human resources experience. Experience leading an organization and managing people and programs through change initiatives Qualified to conduct workplace investigations on behalf of the District Experience with the supervision of employees

The next Director of Human Resources will arrive at Webb during an exciting period of renewal and change. With a relatively new Head of Schools and several recently appointed senior leaders, Webb is redefining systems and practices to meet the needs of a dynamic, mission-driven community. The Director will have the opportunity to build upon a strong foundation of trust and approachability established by the current HR team, while elevating the function to a more strategic level. There is a clear opening for this leader to shape Webb's HR vision for the future by continuing to modernize policies and practices, strengthen recruitment and onboarding, and advance professional development programs that help employees flourish. At the same time, Webb presents challenges that will require thoughtful leadership and collaboration. Faculty and staff bring diverse roles, schedules, and expectations, creating a need for equitable systems that foster belonging and transparency across groups. Employees have voiced particular interest in enhanced communication around benefits, salary structures, and promotion pathways, as well as expanded support for wellness, work-life balance, and staff recognition. Additionally, the HR office must balance high-touch, relationship-centered service with the operational demands of payroll, compliance, and systems management. The new Director will need to be both a strategic partner and a hands-on practitioner able to set vision while rolling up their sleeves to ensure that HR continues to be a trusted, responsive, and future-focused resource for the entire Webb community. The Director of Human Resources reports to the Chief Financial Officer and plays a vital role in fostering a positive, equitable, and forward-looking workplace culture at Webb. Overseeing all aspects of human resources, this leader will manage recruitment, onboarding, employee relations, benefits, compliance, and professional growth initiatives. The Director will partner closely with the Head of School, CFO, senior administrators, and managers across the school to ensure that HR practices are effective, transparent, and aligned with Webb's mission. With both strategic vision and day-to-day execution, the Director will be a trusted resource and advocate for faculty and staff while supporting the operational needs of the institution. Key Responsibilities Strategic Leadership Partner with the CFO and school leaders to shape HR strategies that advance Webb's mission, values, and goals. Serve as a thought partner on workforce planning, organizational design, and talent priorities. Recruitment and Retention Lead inclusive hiring and onboarding processes that attract and retain a diverse, high-caliber workforce. Strengthen employee engagement and recognition to support morale and belonging. Employee Relations and Culture Build trust with faculty and staff; provide guidance on employee relations, performance management, and conflict resolution. Promote a culture of respect, collaboration, and accountability. Professional Growth Partner with leaders to expand professional learning opportunities for staff and faculty. Develop training and resources that build leadership and management capacity. Compensation, Benefits, and Compliance Oversee equitable compensation and benefits programs, ensuring fiscal responsibility and market competitiveness. Ensure compliance with employment laws, independent school standards, and Webb policies. HR Operations and Systems Manage HR systems, data, and records with accuracy, confidentiality, and efficiency. Review and refine policies and processes to improve organizational effectiveness and employee experience. Collaboration and Partnership Work closely with the Business Office on payroll, benefits, and compliance. Partner across departments to advance culture and community initiatives and strengthen communication throughout the community. Education, Experience, and Skills Bachelor's degree in human resources, business administration, organizational development, or a related field; advanced degree or HR certification (e.g., SHRM CP/SCP, PHR/SPHR) preferred. Significant (7-10+ years) progressive HR leadership experience, ideally in California with at least some experience in education, nonprofit, or mission-driven environments. Demonstrated expertise in employee relations, performance management, recruitment, and organizational development. Strong knowledge of CA employment law, compliance requirements, and HR best practices. Experience designing and implementing equitable compensation and benefits programs. Proven ability to build trusting relationships and work collaboratively across all levels of an organization. Excellent communication, facilitation, and conflict-resolution skills; able to foster a culture of respect, inclusion, and accountability. Comfort with HR information systems and data management; ability to streamline processes and ensure confidentiality and accuracy. The ability to think strategically and the judgment and flexibility to balance big picture priorities with day-to-day operational needs. A high degree of professionalism, discretion, and integrity. Personal Characteristics Warm, approachable, and relationship-centered; able to connect authentically with people across roles and backgrounds. A trusted listener and confidante who inspires confidence and fosters openness. Culturally responsive and attuned to issues of equity, inclusion, and belonging. Collaborative by nature, with a team-oriented spirit and a generosity of perspective. Calm, steady, and solutions-focused when navigating conflict or organizational change. Discreet and diplomatic, balancing transparency with respect for confidentiality. Naturally curious and eager to learn from others while also bringing clarity and guidance. Energized by Webb's mission and community life, with a genuine care for the well-being of faculty and staff. Benefits and Compensation The salary range for this position is $145,000 - $165,000 Webb offers: Generous low-cost medical insurance for employees and eligible family members 90% covered by Webb Flexible spending accounts for health and dependent care Tuition remission for children enrolled at Webb Life and long-term disability insurance 6-10% school contribution to TIAA 403(b) based on tenure Generous professional development support Application Requirements and Search Process DRG is conducting this search on behalf of Webb. Interested candidates should submit, as soon as possible, materials including the following: A cover letter indicating why they are particularly interested in and qualified for the position. A current resume. The names, email addresses, and telephone numbers of five references, as well as the relationship of each reference to the candidate. (We will obtain permission from candidates at the finalist stage before contacting references.) Application Status: Accepting Applications Start Date: Flexible with a strong preference for Winter 2026 Jennifer Fleischer, Principal. ************************ Dave Yi, Associate Talent Consultant, ***************** This position description is based upon material provided by The Webb Schools, an equal opportunity employer, who does not discriminate based on perceived or actual race, color, national or ethnic origin, religion, sex, pregnancy (or any related conditions), age, marital status, military or veteran status, medical condition, gender or gender identity/expression, sexual orientation, or any other characteristic protected by state or federal law.

Santa Barbara Unified School District See attachment on original job posting Refer to the job posting for a list of experience requirements or if you have any questions or need further clarification, please contact the email address listed in the posting. Be prepared to upload a cover letter, resume, two recent letters of recommendation, transcripts, proof of credentials should be included in your online application. Please note: All supplemental documents listed above should be uploaded to your online application as we do not accept any hard copy documents.

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

The Strategic Human Resources Business Partner (SHRBP) works closely with senior leaders to drive the development and deployment of a comprehensive, business-aligned, and outcomes-based talent plan. The SHRBP will support and coach leaders in building highly engaged, high-performing teams while developing leadership capability and talent pipelines. In addition, the SHRBP will monitor organization performance and will focus on aligning all HR services and programs with business needs, strategic goals, and UCSF's culture and values. The SHRBP will utilize specialized human resources and talent management expertise to resolve highly complex issues, with little direction on assignments. The SHRBP may serve in a lead capacity, providing guidance to other human resources professionals. Bachelor's degree in related area and / or equivalent experience / training. Minimum of 5 - 7 years' applicable strategic human resources experience; or equivalent combination of training, experience, and demonstrated success in strategic HR project implementation. Expert knowledge of a human resources management system (HRMS), and / or other related business software programs and systems. Highly developed interpersonal, written and verbal communication skills to present complex information. Demonstrated ability to handle the most difficult or volatile situations / individuals effectively. Possesses expert analytical skills to provide strategic direction for HR practices and procedures, conduct analysis and develop recommendations, demonstrating organization and problem-solving skills. Demonstrated expert knowledge of organizational policies and procedures; advanced knowledge of functional area and understands how work affects other areas in Human Resources and the organization. Expert knowledge of employment practices, labor relations, salary administration, training and other areas of human resources as well as organization initiatives relating to and / or affecting human resources. 7 - 10 years' applicable strategic human resource experience in a healthcare setting preferred. HR Business Partner Certification Executive Coaching Certification Equal Employment Opportunity The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law. The Human Resources Business Partner function resides within the UCSF Health Human Resources Department. The team is comprised of HRBPs that partner with senior leaders across the organization to develop proactive talent plans for the organization. In addition, each team member partners closely with each center of expertise/functional team within HR to deliver cohesive, strategic HR partnership to the business. About UCSF At UCSF Health, our mission of innovative patient care, advanced technology and pioneering research is redefining what's possible for the patients we serve - a promise we share with the professionals who make up our team. Consistently ranked among the top 10 hospitals nationwide by U.S. News & World Report - UCSF Health is committed to providing the most rewarding work experience while delivering the best care available anywhere. In an environment that allows for continuous learning and opportunities for professional growth, UCSF Health offers the ideal atmosphere in which to best use your skills and talents. Pride Values UCSF is a diverse community made of people with many skills and talents. We seek candidates whose work experience or community service has prepared them to contribute to our commitment to professionalism, respect, integrity, diversity and excellence - also known as our PRIDE values. In addition to our PRIDE values, UCSF is committed to equity - both in how we deliver care as well as our workforce. We are committed to building a broadly diverse community, nurturing a culture that is welcoming and supportive, and engaging diverse ideas for the provision of culturally competent education, discovery, and patient care. Additional information about UCSF is available at diversity.ucsf.edu Join us to find a rewarding career contributing to improving healthcare worldwide.

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: * Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. * Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. * Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. * Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. * Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. * Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. * Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). * Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. * Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. * Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. * Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. * Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: * Bachelor's degree required; combination of education and experience may substitute for degree. * 3-5 years of progressive HR experience, preferably in a university or similar environment. * Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. * Experience with payroll and personnel processes in a complex environment. * Excellent interpersonal, organizational, critical-thinking, and communication skills. * Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. * Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): * PHR, SPHR * SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: * Medical through USC Network: ********************************** * Dental: ********************************* * Vision: ********************************* * Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* * Retirement with up to 10% employer contributions: ********************************************************* * Tuition reimbursement: ******************************************* * Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** * Life and voluntary insurance benefits: ********************************************* * WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* * Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. * Notice of Non-discrimination * Employment Equity * Read USC's Clery Act Annual Security Report * USC is a smoke-free environment * Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************

Join Our Executive Team as Vice President of Human Resources & Risk Management! Under the executive direction of the Superintendent/President and as a member of the executive leadership team, the Vice President of Human Resources and Risk Management is responsible to plan, organize, coordinate, direct, and control all employment and employee services operations and activities including but not limited to labor relations, Title IX and EEO, recruitment, selection and placement of employees, policy development, administer benefits, workers' compensation, general, property, and liability insurance programs, and human resource information systems; coordinate and direct staff, programs, record-keeping, communications and information to meet the needs of the District and assure smooth and efficient operations. Provide executive-level leadership, expert advice and counsel regarding related areas of functional responsibility. Please Note: If you have already submitted an application for this position, there is no need to reapply. Your original application will remain under consideration. RESPONSIBILITIES AND DUTIES * Develop, plan, organize, direct and provide leadership for human resources functions and operations; assure personnel activities comply with established personnel standards, policies, and procedures. * Confer and collaborate with employees, supervisors, administrators, and others to resolve sensitive and confidential employee relations issues and problems; participate in investigating and addressing issues; research, interpret, analyze and provide technical assistance to others concerning the Education Code, bargaining units' agreements and related laws. * Monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures for assigned functions and operations; recommend, if appropriate, changes in service, staffing levels, procedures, and policies, as appropriate. * Serve as chief negotiator for the District in contract negotiations with bargaining teams representing labor unions. Monitor adherence to collective bargaining agreements by providing direction to administrators and managers to interpret negotiated employer/employee agreements. * Serve as a member of the Superintendent/President's Executive Team. Serving as an advisor to the Executive Team on human resources, employer/employee relations, staff diversity & equity and other related issues. * Direct and oversee operations and activities related to payroll. * Investigate, resolve and provide technical recommendations concerning employee disciplinary matters, misconduct, complaints, due process, grievances, and other employee relations issues and conflicts. Review, analyze, and coordinate response to unfair labor practices and regulatory agency complaints; research, compile and assemble related technical information. * Coordinate and supervise legal matters of the District; make recommendations to the Superintendent/President regarding employment of outside legal consultants; represent the District with legal counsel in various legal actions for and against the District. Identify and analyze District risk issues; defines solutions and oversees implementation. * Oversee recruitment, interview, selection, and placement of personnel; coordinate the processing and orientation of new employees; ensure compliance with established laws, regulations, policies and procedures. * Oversee the classification, reclassification, salary and other personnel studies as requested. * Assist with the development, coordination, and maintenance of appropriate human resources and payroll information systems. * Coordinate human resource functions with Fiscal Services and Information Services to assure smooth and efficient delivery of services. * Maintain current knowledge of laws, codes, regulations and pending legislature related to human resources and payroll activities; modify programs, functions and procedures to assure compliance with local, state, and federal requirements as appropriate. * Coordinate and direct staff, programs, record-keeping, communications and information to meet the District's personnel needs. * Coordinate and present personnel training programs and informational presentations including new employee orientation, selection committee training and other related presentations as required. Identify District training needs, plan and implement training programs, as needed. * Provide administrative leadership for the District's diversity program. * Participate in the development of the annual human resources budget; analyze and review budgetary and financial data. * Monitor and control authorized expenditures for assigned operations. * Participate in the development and implementation of strategic plans, initiatives, department business plans, work programs, processes, procedures, and policies required to achieve strategic initiatives and overall departmental results in alignment with the District objectives and priorities. * Serve as the Equal Employment Opportunity (EEO) Officer of the District; recommend appropriate modifications to the EEO plan; ensure that discrimination and harassment complaints are investigated and resolved in a timely manner. * Develop and recommend new, revised, or modified District policies related to Human Resources, working through the Board Policies & Administrative Policies process. * Supervise and evaluate the performance of assigned personnel; interview and select employees; assign duties and review work to assure compliance with established standards, requirements, and procedures. * Attend and participate in professional group meetings. * Prepare a variety of statistical and narrative reports including but not limited to governing board reports, Chancellor's Office reports, contracts, documents, and other materials. * Perform other related duties and responsibilities as required Ability to: * Coordinate and direct personnel, resources, communications, and information to meet District needs and assure smooth and efficient activities. * Plan, organize and direct a comprehensive human resources management program. * Analyze problems, identify alternative solutions, project consequences of proposed actions, and make sound recommendations regarding complex human resources management issues. * Interpret, explain, and apply laws, rules and regulations. * Maintain confidentiality of highly sensitive information. * Communicate effectively both orally and in writing. * Meet deadlines and schedules. * Identify and respond to confidential and sensitive organizational issues, concerns and needs. * Prioritize and effectively delegate. * Analyze and assess programs, policies, and operational needs and make appropriate adjustments. * Work independently with little direction. * Research, analyze, and evaluate new service delivery methods and techniques. * Conduct meetings and serve on committees. * Prepare and present comprehensive, effective oral and written reports. * Plan and organize work; delegate work as necessary. * Establish and maintain effective working relationships with those contacted in the course of work * Demonstrate sensitivity and understanding of the diverse academic, socioeconomic, gender identity/expression, cultural, disability, and ethnic backgrounds of community District students. * Support the District in achieving its mission, vision, and strategic goals as appropriate in carrying out the duties of this position. * Focus on student success, service excellence, and willingness to assist colleagues District-wide, as needed. Knowledge of: * Thoroughly knowledgeable of all operations, services, and activities of human resources and payroll management programs in an educational setting including but not limited to recruitment, benefits administration, union negotiations, contract administration, policy development, employee relations, and staff development functions. * Public human resources administration theory, principles and practices and their application to a wide variety of human resources and payroll programs and procedures. * Principles, techniques, procedures and terminology involved in the recruitment, selection, processing, orientation, and compensation of employees, risk management, workers' compensation, benefits administration, HRIS, payroll, compensation and job analysis. * Pertinent laws, rules, codes, ordinances, and regulations pertaining to human resource and payroll functions of a California Community College district including equal employment opportunity, Title V, and the Education Code. * Principles and practices of effective administration, supervision, training and performance management. * Principles and practices of budget preparation and administration. * Principles and practices of program development and administration. * Principles and practices of labor relations, collective bargaining, and contract negotiations. * Methods of research, analysis, and decision making. * Principles, practices and procedures related to record keeping and report preparation. * Budget preparation and control. * Automated payroll and human resources systems and designated software. Education and Experience Requirements: Education: * Master's degree from an accredited college or university in human resources management, business administration, public administration, organizational management or related field. An earned doctorate is highly preferred. Experience: * Seven (7) years of increasingly responsible related professional human resources experience including at least four (4) years of experience at the senior management level. Licenses/Certification: A valid Class "C" California Driver's License. WORKING CONDITIONS: Environment: Standard office setting. Typically, duties are performed in an office environment while sitting at a desk or computer workstation. Incumbents are subject to constant contact with others, frequent interruptions, noise from talking or office equipment and demanding legal timelines. At least minimal environmental controls to assure health and comfort; must be able to adapt to changing situations and demanding timelines. Must attend afternoon or evening Board meetings. Physical Demands: Incumbents regularly sit for long periods, walk short distances on a regular basis, travel to various locations to attend meetings and conduct work, use hands and fingers to operate an electronic keyboard or other office machines, speak clearly and distinctly to provide information in person or on the telephone; see to read fine print and operate computer; hear and understand voices over telephone and in person to exchange information and make presentations; and lift, carry, and/or move objects weighing up to 10 pounds. San Joaquin Delta College has retained PPL, Inc. to conduct an executive search for the Vice President of Human Resources & Risk Management position. For confidential inquiries or nominations, please contact: Pam Walker Ed.D. Vice President, PPL, Inc. ************** ******************* or Jim Riggs, Ed.D. Vice President, PPL, Inc. ************** ****************** Required Application Materials Applicants must submit the following documents to be considered: 1. Cover Letter (Maximum: 6 pages) * Clearly outlines how the applicant meets the minimum and preferred qualifications for the role. * Addresses the essential duties and responsibilities as listed in the position description. * Provides specific examples demonstrating relevant experience and expertise. 2. Current Résumé (Maximum: 6 pages) 3. Professional References * Please Note: Finalists may be required to provide three (3) letters of recommendation to be reviewed as part of the final interview process. 4. Transcripts * Unofficial copies must be uploaded with the application to verify minimum qualifications. * Official transcripts will be required upon hire. * Official transcripts must: * Be issued directly by the awarding institution. * Show that the degree has been awarded (or conferred) and the year of conferral. * Be from an accredited institution or an equivalent foreign institution (translated to English and evaluated for U.S. equivalency by a bona fide U.S. credential evaluation service). * All degrees must be verifiable on a legible transcript by the first consideration date for this position. Application Review Timeline * The position is open until filled. * To be considered in the first screening, all required application documents must be submitted no later than October 27, 2025. * Applications received after this date may be considered in subsequent reviews. Technical Assistance For help with the online application system (NeoGov), contact NeoGov Customer Support at ************** - available Monday through Friday, 8:00 AM to 5:00 PM (PST).

Job DescriptionAt Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. Location: Within driving distance of our schools in the Bay Area. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. Physical Demands:The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.

The Shasta-Tehama-Trinity Joint Community College District (Shasta College) sits at the northern end of the Sacramento Valley, surrounded by mountains to the north, east, and west. The area provides a wide array of outdoor amenities and activities with miles of hiking and biking trails, national parks, two lakes, and the Sacramento River. The main campus is located in the city of Redding, population 90,000. The area is characterized by excellent schools with high graduation rates, low traffic, and low housing prices (Zillow average 395,000 vs. California state average of 786,000). Shasta College is committed to providing its diverse student population with equitable education outcomes, contributing to the social, cultural, intellectual, and economic development of our communities. The college has been recognized as a leader in developing and implementing innovative education programs to increase student success, including accelerated pathways for high school students to achieve a bachelor's degree and for returning students to complete their Associate and Bachelor's degrees. Shasta College enrolls more than 11,000 students annually and provides educational services to students with a wide range of skills and abilities. Our ideal candidate is motivated to join a campus community prioritizing the success of our diverse staff and student population. Providing equitable outcomes so all members of our community may enjoy safe, healthy, and vibrant educational and employment environments is critical to our success. Administrator positions in the California Community College system offer a unique opportunity to contribute to the empowerment of our students seeking to improve their lives and communities. Our administrators manage a wide range of programs and lead faculty and staff in engaging our diverse employee and student populations, facilitating equitable outcomes for all through the management of our various employment and academic programs. As an administrator at Shasta College, you will join a vibrant community of professionals working collaboratively to provide a positive, healthy educational environment where our students experience diverse academic and cultural perspectives. A career at Shasta College offers a highly rewarding and enriching employment experience. DESCRIPTION OF BASIC FUNCTIONS AND RESPONSIBILITIES The Director of Human Resources provides strategic leadership in the planning, organization, direction, evaluation, and revision of the District's routine Human Resources operations. Incumbents supervise employees administering insurance programs, retirement benefits, workers' compensation, return-to-work, leaves, reasonable accommodations, recruitment, onboarding, professional growth, recordkeeping, employment contracts, labor relations, and similar employment processes. Incumbents are responsible for hiring, training, assigning, scheduling, supervising, and formally evaluating classified and confidential staff. Incumbents in this classification receive limited supervision within a broad framework of laws, regulations, policies, and procedures. This is an administrative, overtime-exempt position. CLASSIFICATION: Range 40 on the Administrative Salary Schedule, 40 hours per week, 12 months per year. Work assignment hours are 8:00 a.m. - 5:00 p.m., Monday through Friday. This a classified administrator position with a default CalPERS retirement.SUPERVISOR: Associate Vice President of Human Resources or designee Essential Functions: * Use principles of strategic human resources management in the planning, organization, direction, evaluation, and revision of the District's routine Human Resources operations. * Provide leadership and management for benefits administration, workers' compensation, return-to-work, leaves, reasonable accommodations, recruitment, onboarding, professional growth, recordkeeping, employment contracts, labor relations, and similar employment processes. * Advise the Associate Vice President of Human Resources on the development, implementation, evaluation, and revision of department policies, procedures, and practices. * Participate in short and long-term strategic planning for the Human Resources department including assessing current operational status, internal strengths and weaknesses, and external threats and opportunities and developing and proposing action plans. * Establish and maintain professional working relationships with management and staff in all District departments and divisions and a wide variety of external stakeholders. * Work collaboratively and cooperatively with District management staff, governance committees, and union leaders to provide guidance, support, and direction in all employment-related matters including recruitment and hiring processes, labor relations, performance management, legal and policy compliance, and disciplinary matters. * Provide mediation and conflict resolution services to District management and employees to address employment-related disputes. * Lead and conduct job and classification analyses including reviewing essential functions; minimal qualifications; required knowledge, skills, and abilities; and appropriate placement on District salary schedules. * Plan, organize, evaluate, and revise the department's recordkeeping and maintenance policies and procedures for personnel files, confidential employee data, grievances, complaints, claims, and other critical information. * Assists the AVP of HR in providing strategic guidance to District divisions and departments in developing succession plans, staffing plans, recruitment priorities, retention programs, staff evaluation procedures, and management objectives. * Assists the AVP of HR in developing and preparing the annual preliminary budget for the Human Resources department; analyze and review budgetary and financial data, authorize department expenditures in accordance with District policies and procedures. * Participate in a variety of committees and staff meetings to promote current and proposed Human Resources policies and objectives; participate in a variety of committees and meetings on and off campus. * Select, assign, train, supervise, evaluate, counsel, and discipline direct reporting staff performance; plan, coordinate, and provide training for department personnel. * Perform related duties similar to the above in scope and function. Knowledge of: * District employment policies and procedures. * California Government Code and Education Code regulations impacting public employment. * Federal and state equal employment opportunity and non-discrimination laws and regulations. * Title IX regulations and requirements. * California public employee and teacher's retirement system programs. * Workers' compensation, Americans' with Disabilities Act, state and District leave policies, return-to-work, FMLA, CFRA, Pregnancy Disability Act, and related injury, illness, and protected leave programs. * California public employee relations regulations and principles of collective bargaining. * Principles of effective staff management and leadership. * Principles of effective public administration. Ability to: * Plan, direct, and manage daily staff activities in a human resources department. * Learn, interpret, and successfully apply District policies, procedures, rules, and regulations. * Interpret, explain, and apply employment laws, regulations, and requirements. * Organize, direct, and evaluate the work of others. * Communicate effectively, orally and in writing. * Exercise tact, diplomacy, and good judgment during interactions with all internal and external stakeholders. * Exercise initiative to promote the mission, vision, values, objectives, and goals of the Human Resources department. * Analyze problems, determine effective solutions, and take independent action to achieve desired results. * Research and analyze information and data, make recommendations, and prepare and present clear and concise reports. * Operate standard office equipment and computers and learn and use software applications such as Microsoft Office programs, Access, Colleague, NeoGov, and other programs. * Develop, prepare, and administer budgets and special programs. * Establish, organize, and maintain confidential files and records. * Provide guidance and direction on a wide variety of employment-related and legal compliance matters. * Establish and maintain cooperative and effective working relationships with others, including those from diverse academic, socioeconomic, cultural, ethnic, and disability backgrounds. * Work independently with little or no supervision. Education Required: * Bachelor's degree from an accredited institution or the equivalent. Education Preferred: * Bachelor's or graduate degree in human resources management, public administration, business administration, organizational leadership, employment law, or a related field. Experience Required: * Two years of progressively complex and responsible experience in human resources, personnel administration, or labor relations. * Demonstrated success in working collaboratively and cooperatively with stakeholders. * Demonstrated successful interpersonal communication and leadership skills. * Demonstrated sensitivity to, and understanding of, the diverse academic, socioeconomic, cultural, and ethnic backgrounds of staff and students, as well as staff members and students with physical and/or learning disabilities. To be considered a candidate for an Administrative position, the applicant must submit ALL of the following materials: * Online Application with the following materials attached: * Cover letter addressing criteria listed in the position announcement * Current resume and/or placement file * College transcripts (unofficial will be accepted at the time of application) Attention Applicants: * After application has been submitted, all application materials will be screened. * Internal candidates must also submit all required materials to be considered. * Candidate evaluations will not be considered. * Reference letters from any member of the Hiring Committee or Board Members will not be considered. * Interviews will be by invitation only. * Interviews may be by Zoom. * The District does not reimburse for new hire moving expenses. * Applicants must be authorized to work in the United States without the need for visa sponsorship, now or in the future. New Administrative Appointments will be placed at the step 1 on the Administrative Salary Schedule and will graduate to the next step on July 1st of the following year if they have rendered 5 months of satisfactory service, with subsequent steps annually thereafter to a maximum fifth step. Salary placement would only be negotiable if the candidate held the same position with another community college and step 2 or 3 would be the maximum considered depending on the number of years of service. The Shasta-Tehama-Trinity Joint Community College District ("Shasta College") does not discriminate against any person on the basis of race, color, national origin, sex, religious preference, age, disability (physical and mental), pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy or childbirth), gender identity, sexual orientation, genetics, military or veteran status or any other characteristic protected by applicable law in admission and access to, or treatment in employment, educational programs or activities at any of its campuses. Shasta College also prohibits harassment on any of these bases, including sexual harassment, as well as sexual assault, domestic violence, dating violence, and stalking.

Conejo Valley Unified See attachment on original job posting ENTRANCE QUALIFICATIONS Education/Experience: A bachelor's degree in public administration, business administration, human resources administration, psychology, industrial relations, or a closely related field AND four years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). OR A master's degree in public administration, business administration, human resources administration, industrial/organizational psychology, industrial relations, or a closely related field AND three years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). Human resources experience functioning under the principle of a civil service system or Merit System is preferred. APPLICATION REQUIREMENTS: To be eligible for consideration, interested candidates must submit the following documents: Online employment application Supplemental questions Proof of education Letter of Introduction (cover letter) Detailed resume At time of final interview, candidate must present three (3) letters of reference, that are dated and signed and written expressly for this recruitment and attesting to the candidate's knowledge, skills, abilities and success. Letters should include the addresses and telephone numbers of the references. *If you are a veteran and will be requesting preference points, please upload a copy of your DD214 Additional details can be found on the online application. ENTRANCE QUALIFICATIONS Education/Experience: A bachelor's degree in public administration, business administration, human resources administration, psychology, industrial relations, or a closely related field AND four years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). OR A master's degree in public administration, business administration, human resources administration, industrial/organizational psychology, industrial relations, or a closely related field AND three years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). Human resources experience functioning under the principle of a civil service system or Merit System is preferred. APPLICATION REQUIREMENTS: To be eligible for consideration, interested candidates must submit the following documents: Online employment application Supplemental questions Proof of education Letter of Introduction (cover letter) Detailed resume At time of final interview, candidate must present three (3) letters of reference, that are dated and signed and written expressly for this recruitment and attesting to the candidate's knowledge, skills, abilities and success. Letters should include the addresses and telephone numbers of the references. *If you are a veteran and will be requesting preference points, please upload a copy of your DD214 Additional details can be found on the online application. Comments and Other Information EXAMINATION PROCESS AND TIMELINE: The examination process for this recruitment may be comprised of one or more of the following: competitive screening of the applicant's training, background, and experience; scored evaluation of responses on the supplemental application; written and/or performance examination(s); performance examination; qualifications technical oral examination, scored on a job-related basis; district advisory appraisal for general fitness. Only the most highly qualified candidates will be invited to continue in the examination process. Successful candidates who pass all parts of the examination process will be placed on the eligibility list in order of their relative merit as determined by these competitive examinations. For applicants invited to advance in this recruitment, the exam and interview dates are as follows: The examination process and timeline for this recruitment may consist of: Review of Application, Resume, and Supplemental Questionnaire (required and submitted with online application): Week of January 12, 2026 Oral Board Examination (Merit Leadership Panel): Week of January 19, 2026 District Advisory Panel: February 3, 2026 Final selection interviews with the Personnel Commission: February 3, 2026 PLEASE NOTE: Exam Locations will be announced in the invite emails.

APPLICATION REQUIREMENTS: To be eligible for consideration, interested candidates must submit the following documents: * ONLINE EMPLOYMENT APPLICATION - APPLY HERE * Please complete the online application to include all current and previous work history and education. (Note: resume may not be substituted for completing work history, education sections, or the supplemental questions of the employment application). * Supplemental questions * The supplemental questions should be answered thoroughly, clearly, and concisely as the responses provided (along with the entire application package) will be carefully reviewed to determine which candidates will move forward in the recruitment process. * Proof of education * Education, training, or certifications will only be considered if acceptable documentation is attached: * Photocopy of OFFICIAL college transcripts showing a bachelor's degree from an accredited university and/or college with major coursework in public administration, business administration, human resources administration, psychology, industrial relations,or a closely related field of study * Photocopy of Licenses and/or Certifications * Foreign Equivalency Certification: Individuals who have completed high school or college-level coursework at an institution in a country other than the United States must provide a Foreign Equivalency Certification to satisfy the education requirement. A Foreign Equivalency Certification can be obtained for a fee from a professional organization. * Additional required documents * Letter of Introduction (cover letter) * Detailed resume * At time of final interview, candidate must present three (3) letters of reference,that are dated and signed and written expressly for this recruitment and attesting to the candidate's knowledge, skills, abilities and success. Letters should include the addresses and telephone numbers of the references. * If you are a veteran and will be requesting preference points, please upload a copy of your DD214 EXAMINATION PROCESS AND TIMELINE: The examination process for this recruitment may be comprised of one or more of the following: competitive screening of the applicant's training, background, and experience; scored evaluation of responses on the supplemental application; written and/or performance examination(s); performance examination; qualifications technical oral examination, scored on a job-related basis; district advisory appraisal for general fitness. Only the most highly qualified candidates will be invited to continue in the examination process. Successful candidates who pass all parts of the examination process will be placed on the eligibility list in order of their relative merit as determined by these competitive examinations. For applicants invited to advance in this recruitment, the exam and interview dates are as follows: The examination process and timeline for this recruitment may consist of: * Review of Application, Resume, and Supplemental Questionnaire (required and submitted with online application): Week of January 12, 2026 * Oral Board Examination (Merit Leadership Panel): Week of January 19, 2026 * District Advisory Panel: February 3, 2026 * Final selection interviews with the Personnel Commission: February 3, 2026 PLEASE NOTE: Exam Locations will be announced in the invite emails. Dates are tentative, but it is highly recommended that you plan your calendar accordingly. No make-up dates will be offered. Examination procedures subject to change as deemed necessary. * INITIAL SALARY PLACEMENT FOR CLASSIFIED MANAGEMENT EMPLOYEES: All new employees shall be appointed at the hiring rate for the class as approved by the Commission. The hiring rate shall be the first step of the schedule except for classes where recruitment efforts have indicated difficulty in recruiting at that step. An accelerated hiring rate may be set, with the approval of the Board and the Commission, at any step of the schedule of the class. OTHER IMPORTANT INFORMATION: The duration of the eligibility list is one (1) year unless the list is exhausted or extended by the Personnel Commission. Eligibility lists established from this recruitment will be used for full-time, part-time, and limited term positions. Under Federal Law, employers are required to verify that all new employees are eligible for employment in the United States. Prior to appointment to a position, you must present acceptable proof of your identity and authorization to work in the United States. CVUSD is committed to fostering a positive working environment for its employees. Accordingly, CVUSD practices shall be free from discrimination, harassment, intimidation and bullying of any employee based on an employee's actual race, color, ancestry, national origin, ethnic group identification, age, religion, marital status, physical or mental disability, sex, sexual orientation, gender, gender identity or gender expression; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics. The Board also prohibits retaliation against any district employee or job applicant who complains, testifies or in any way participates in the district's complaint procedures instituted pursuant to this policy. The following employee has been designated to handle questions and complaints of alleged discrimination regarding Board Policy 4030: Shauna B. Ashmore, Assistant Superintendent of Human Resources 750 Mitchell Road Newbury Park, CA 91320 Phone: ************** ext. 7402 Email: ********************** Applicants who are protected under the Americans with Disabilities Act and who require accommodations for completing the application process or interviewing should notify the Personnel Commission office by emailing Philip J. Gordillo, Executive Director-CSPCA, at *****************. Offers of employment are contingent upon successful fingerprint clearance. A processing fee plus Live Scan fee will be required. REPRESENTATIVE DUTIES/RESPONSIBILITIES * Plan, organize, manage and direct the classified human resources functions and activities; interpret, apply and assure compliance with merit system rules and regulations, education code, collective bargaining agreements, and federal and state laws and policies. * Evaluate and propose revisions and/or additions to the rules of the Personnel Commission and administrative department policies and procedures; advise administration on interpretation and application of rules, regulations, policies and laws. * Serve as Secretary to the Personnel Commission; prepare agenda items, assure meetings are properly recorded and documented; attend meetings and oversee the preparation of minutes; organize employee discipline hearings and appeals as necessary. * Directs activities related to employee selection; supervises staff in examination development, evaluation and administration to ensure exam content is validated and in compliance with legal mandates, professional testing standards, and the organization's merit-based selection procedures. * Conducts classification and reclassification studies; facilitates the Districts Reclassification Committee, as needed; writes related reports, analysis and recommendations; manages the communication and correspondence with all involved parties. * Conducts salary studies for the Personnel Commission and the Board regarding classified positions; makes recommendations based on both internal and external market data for proper salary placement for each job class. * Direct the preparation and maintenance of a variety of narrative and statistical reports, records and files related to assigned activities and personnel, including but not limited to: seniority lists, layoff administration order, 39-months re-employment lists. * Provide guidance and consultative support regarding classified bargaining contract administration and other matters related to the collective bargaining process as appropriate; confidentiality of sensitive negotiation and other personnel-related information. * Provide technical expertise, information and assistance to the Superintendent, Assistant/Deputy Superintendents regarding assigned functions; assist in the formulation and development of policies, procedures and programs to assure an economical, safe and efficient work environment; provide advice regarding unusual trends or problems and recommend appropriate corrective action. * Provide support to district administrators in methods to evaluate, discipline and counsel employees. * Oversee the development and preparation of the Personnel Commission budget; analyze and review budgetary and financial data; control and authorize expenditures in accordance with established limitations. * Supervises and participates in administration of position control and vacancy management, including compliance with certification of eligibles in accord with established merit system rules and regulations. * Reviews and approves personnel management transactions, including new hire, transfer of position, promotion, rehire, change in assignment hours and/or work year. * Oversees employee record establishment in appropriate human resources information system, and including general employee information and assignment profile; maintain corresponding classified employee personnel files. * Facilitate the due process relative to employee discipline, including notice of disciplinary charge issuance, scheduling of skelly hearings, notice of board of education action, including 24 hour notice, and the administration of disciplinary appeal proceedings. * Train, supervise and evaluate the performance of assigned staff; interview and select employees and recommend transfers, reassignment, termination and disciplinary actions; plan, coordinate and arrange for appropriate training of subordinates. * Perform related duties as assigned. ENTRANCE QUALIFICATIONS Education/Experience: A bachelor's degree in public administration, business administration, human resources administration, psychology, industrial relations, or a closely related field AND four years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). OR A master's degree in public administration, business administration, human resources administration, industrial/organizational psychology, industrial relations, or a closely related field AND three years of professional-level experience in the area of human resources operations in the public sector including recruitment, selection, and job classification/compensation AND two years of experience supervising human resource's function(s). Human resources experience functioning under the principle of a civil service system or Merit System is preferred. KNOWLEDGE & ABILITY REQUIREMENTS Knowledge of: * Principles, theories and practices of public human resources administration, including position classification, salary administration, recruitment and selection, especially as they apply in a public civil service setting. * Applicable requirements and practices governed by the Merit system provisions of the Education Code. * Principles and practices of labor management relations especially those regulated by the Rodda Act. * Principles and practices of sound business communications. * Federal, State and local laws, regulations and court decisions applicable to assigned areas of responsibility, including the conduct of administrative hearings. * Principles, methods and techniques of strategic and business planning. * Principles and practices of effective customer service. * Principles and practices of public administration, including budgeting, purchasing and maintenance of public records. * Research methods and analysis techniques. * District functions and operations and associated merit system administration issues. * Principles and practices of internal consulting. * Trends and best practices in human resource management. * Principles and practices of effective management and supervision. * District Personnel Commission Rules, classified human resources policies and procedures and labor contract provisions. * Recognized automated systems, programs and service that enhance the cost efficiency of public sector employment operations. Ability to: * Translate technical professional knowledge in administering the day-to-day operations involving planning and directing a comprehensive human resources management program for classified human resources administration. * Understand, interpret, explain and apply Commission Rules, Education Code provisions, State and federal laws, other regulations, policies and court decisions governing the Commission's human resource management programs for classified employees. * Obtain, organize, analyze and evaluate a wide range of data and information and make appropriate recommendations to the Personnel Commission, District administrators and employee representatives. * Perform a variety of professional and technical duties involved in the conduct of the Commission's classification, compensation, recruitment and selection, performance evaluation, training and employee disciplinary programs. * Prepare clear, concise and comprehensive reports and written materials. * Present proposals, recommendations and technical information clearly, logically and persuasively in public meetings and to a variety of audiences. * Organize, set priorities and exercise sound expert independent judgment within areas of responsibility. * Use tact and diplomacy in dealing with sensitive situations and concerned people and customers. * Establish and maintain effective working relationships with a wide variety of groups and individuals, including District administrators, principals, members of the Board of Education, the District's attorney, candidates, union representatives, members of the public and representatives of other public agencies. * Operate under pressure during peak periods, managing multiple priorities and short deadlines * Conceptualize and translate ideas and goals presented into practical work projects, setting short- and long-term department goals. * Recognize and assess encountered problems and issues with project completion and take an effective course of action in resolution * Operate a computer and standard business software.

Our client is a renowned business in the packaging/injection molding industry. They have been in operation for over 100 years, building a business based on strong relationships, quality craftsmanship, and a deep commitment to customer satisfaction. They are seeking a Director of Human Resources who can oversee the HR operations at their various manufacturing plants and ensure the safety and compliance of their hard-working employees, positioning the company for growth and continued success well into the future. The ideal candidate will have experience overseeing the implementation of employee policies and procedures, addressing employee management in a warehouse setting, and thrive in a fast-paced environment. This is an in-person role based in Long Beach, California with 20-30% domestic travel to additional offices/sites in NorCal, Indiana, and Georgia. Responsibilities: - Manage the enterprise's compliance with relevant employment law and company policies including risk management, compliance with state and federal employment law, maintenance of and adherence to employee handbook, creation and support of HR policies, and leadership over performance feedback, discipline, and termination processes - Track and optimize key HR metrics like cost per hire and retention rates - Streamline the HR department's time-consuming tasks, while simultaneously delivering value-added results for operations - Oversee payroll operations and keep track of overtime costs - Serve as an escalation and mediation point to address manager/team member issues - Work closely with the company's senior leadership team and functional leaders - Partner closely with operations teams and Plant Managers in day-to-day matters, employee relations, employee engagement, management training, recruiting, policy adherence, cultural initiatives, and more - Manage and administer employee benefits programs, ensuring compliance with regulations, and providing support to employees - Oversee employee leave management, including related policies, procedures, and laws Qualifications: - 8-12+ years of experience working in Human Resources, at least 4 of which were in a manufacturing setting - 3-5+ years of experience at the Director level or in a people management/leadership role - SHRM certified, a big plus - Strong experience with CA law (wage & hour, worker's compensation claims management, etc.) - Strong leadership, organizational, and people management skills - Ability to speak Spanish is strongly preferred - Ability to visit the corporate office in Northern California once a month, and remote plants in Indiana and Georgia once per quarter. Compensation: Targeting a base of $150-$175k plus bonus