Human Resources And Administration Director

Cope Family Center, a 501(c)3 non-profit agency located in Napa, helps parents manage stressful situations and challenging life events so they can give their children a brighter future. Our mission is to empower parents, nurture children and strengthen communities. We prevent child abuse and support families through research- and evidence-based programs. Cope's current budget is $2.6 million (Fiscal Year 2023.2024) with 25 full and part-time staff, a 10-member board, and nearly 100 active volunteers. Cope is guided by its values and is committed to diversity, equity, and inclusion (DEI), and distributed leadership, in order to promote a participatory, team-based, inclusive, and leaderful culture within the organization. The organization's strategic plan is utilized to examine and seize opportunities for refining and expanding its programming in alignment with current community needs. Cope's 52 years of service to the Napa community is a testament to the sustainability of the organization. 
Job Description The Human Resources & Administration Director (HRAD) is responsible for day-to-day administration and organization of Cope Family Center, with an emphasis on proactive planning and follow-through. The HRAD also leads Human Resources practices and objectives that will provide a team-oriented culture which emphasizes empowerment, quality, goal attainment and job satisfaction, and the recruitment, ongoing development, and retention of a professional workforce.
The HRAD is a member of the Leadership Team (LT), and in the development and implementation of organization-wide policies and programs that contribute to overall agency success.
PRIMARY RESPONSIBILITIES Strategic Planning & Leadership Provide strategic leadership in the Human Resources and Administration Department, to implement and maintain Cope's long-range goals, strategies, plans and policies, keeping in mind the organization's commitment to its mission, values, distributed leadership model, and Diversity, Equity and Inclusion (DEI), in order to foster growth and sustainability. Promote an organizational culture that fosters collaboration, transparency, open and frequent communication, teamwork, and a common organizational vision. Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise Executive Director, LT and HR Board Committee on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required. Develop organizational strategies by identifying and researching Human Resources issues; contributing information, analysis, and recommendations to the organizational strategic thinking and direction; establishing Human Resources objectives in line with organizational objectives. Provide leadership and partnership with the LT and staff to develop, communicate and administer human resource policies and procedures that will maintain and improve employee relations and shape organizational culture. Collaborate with the LT to build agency capacity, infrastructure, processes, systems, and staff capability to support the growth objectives of Cope. HUMAN RESOURCES
Oversight and accountability for all functional areas of Human Resources including:
Review and make recommendations to LT and Board for improvement of the organization's policies, procedures, and practices in workforce management and employee engagement; propose strategies for organizational development and effective talent management. Oversees administration of payroll, employee benefits and workers compensation programs. Develop, implement, and control programs in a manner that ensures cost-effectiveness, market competitiveness, and equity among employees. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Forecast current and future talent needs; gain an in-depth understanding of Cope's priorities and translate that into workforce planning; provide input on department restructures, workforce planning, and succession planning. Assess organizational needs; identify and support opportunities for supervisor and employee professional development and growth; work with LT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them. Oversee the Performance Coaching process, including new hire onboarding check-ins, goal setting assistance and training, and providing coaching for managers and employees, as well as ensure timely completion of annual performance coaching. Provides support and guidance to management and staff when complex, specialized, and sensitive questions and issues arise; oversee, administer, and execute routine tasks in delicate circumstances such as providing reasonable accommodations, administering leaves of absence, investigating allegations of wrongdoing, and terminations. Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance and reduce the organization's legal risks. Provides HR policy guidance and interpretation. Directs Employee Recognition Program in coordination with the HROM, to celebrate Cope cultural elements, such as service anniversaries, professional milestones, etc. Conducts or assists with record audits and mandatory reports and compliance notices. Manage the organization's confidentiality policies and document retention practices. Monitors background checks and fingerprinting and reports results to supervisors ADMINISTRATION Oversee department's work in facilities to ensure efficient, safe, and consistent operations and a welcoming environment that honors all stakeholders. Manage operational challenges as they arise. Work closely and transparently with all external partners including third-party vendors, consultants, and insurance providers to negotiate contracts and maintain agreements, and coordinate claims administration as needed. Develop and manage administrative budgets. Oversee purchasing of office and computer supplies as needed to support Cope operations in collaboration with supervisors. Maintain office efficiency by planning and implementing office systems, layouts, and equipment procurement. Information Technology Oversee maintenance of the telecommunications and (IT) infrastructure, including hardware, software, and networking in both physical and virtual environments. Ensure that changes in IT are communicated to affected staff and training is provided as necessary and on a timely basis. Safety and Emergency Operations Ensure that Safety Protocols are in compliance with CDC, CalOSHA, and State and County Public Health regulations, and implement and communicate changes on a timely basis. Update Emergency Operations Plan as needed with the help of the Human Resources & Administration Staff. Review and revise safety protocols periodically and as necessary. Review and update the Injury & Illness Prevention Plan annually. Conduct periodic safety trainings and assessments with staff. Evaluate exposures for risk and make recommendations to the Executive Director and Board Participates in and supports the agency's community disaster relief work in times of need, as assigned. Staff Supervision Supervise, create, and maintain a learning environment through reflective supervision and performance coaching. Hire, supervise, train, and evaluate Human Resources and Administration staff. Qualifications Minimum six (6) years of progressive Human Resources experience required. Prior experience as HR Director and/or PHR/SPHR preferred. Minimum of three (3) years of experience supporting non-profit operations, including at least some of the following areas: office management and moves, technology systems, and compliance. Bachelor's degree in human resource management, Business Administration or a related field, preferred. Well-developed management skills-proven ability to supervise staff. Good working knowledge of IT systems and applications. Knowledge of OSHA requirements, safety and emergency regulations. Must be aligned with organizational values and distributed leadership. Must be aligned with Cope's commitment to DEI. A successful track record in setting priorities; keen analytic, organization and problem-solving skills which support and enable sound decision making. Personal qualities of integrity, credibility, and dedication to the mission and values of Cope Family Center. Ability to provide confident and consistent leadership. Excellent communication and relationship building skills with an ability to prioritize, negotiate, and work with a variety of internal and external stakeholders. Excellent organizational skills and attention to detail Strong analytical and problem-solving skills Ability to prioritize tasks and delegate when appropriate. Ability to act with integrity, professionalism, and confidentiality. Proficient with Microsoft Office Suite A belief in providing family strength-based services.  Occasional work on weekends and evenings may be required. Valid California Driver's License and own mode of transportation. Pass DOJ fingerprinting and background check. Other duties as assigned. Additional Information Application Process:  Recruitment for this position will continue until candidates are hired. Job Type: Full-Time/Salaried/Exempt/Benefited
Salary Range: $105k-$110k
Cope Family Center is an equal opportunity employer. Federal and State laws and the Agency's policy prohibit employment discrimination against applicants for employment and employees on the basis of age, ancestry, sex/gender (including gender identity,) pregnancy, childbirth and related medical conditions, marital status, registered domestic partner status, medical condition related to cancer or genetic characteristic, national origin, physical or mental disability, race, religion, sexual orientation or veterans' status. Discrimination is also prohibited on the basis of a perception that a person has any of the above characteristics. To access information about the EEOC, visit EEOC at  
All your information will be kept confidential according to EEO guidelines.