Associate Director of People and Culture at Janus of Santa Cruz

Santa Cruz, California, United States -

Full Time

Start Date

Immediate

Expiry Date

13 Feb, 26

Salary

0.0

Posted On

15 Nov, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Leadership, Employee Relations, Performance Management, Compensation, Benefits, Compliance, Talent Acquisition, Retention Strategies, Training, Professional Development, Organizational Culture, Problem Solving, Interpersonal Skills, Equity, Diversity, Inclusion

Industry

Non-profit Organizations

Description

Description Associate Director of People and Culture Organization: Janus of Santa Cruz Location: Santa Cruz, California Reports To: Senior Director of People and Culture Employment Type: Full-Time, Exempt About Janus of Santa Cruz Janus of Santa Cruz is a community-based organization dedicated to providing comprehensive services and support to individuals and families experiencing homelessness, mental health challenges, and substance use disorders. For over 50 years, Janus has been a cornerstone of compassionate care in Santa Cruz County, offering integrated programs that promote recovery, stability, and dignity. Position Overview The Associate Director of People and Culture is a key leadership role responsible for developing and executing human resources strategies that support Janus's mission and values. This position partners with the Senior Director of People and Culture to foster a workplace culture of inclusion, wellness, and professional growth while ensuring compliance with employment laws and best practices. The ideal candidate is a strategic thinker with deep HR expertise in the nonprofit sector and a passion for supporting staff who serve vulnerable populations. The Associate Director supervises the HR Generalist and Manager of Recruiting and Staffing Development. Key Responsibilities Strategic HR Leadership Partner with the Senior Director of People and Culture to align people strategies with organizational goals Author and collaborate on SOP’s and policy to develop the infrastructure needed to support rapid growth and expansion Manage daily workflow priorities including work ticket assignment and resolution Serve as a community ambassador for substance abuse recovery Partner on philanthropy campaigns and efforts; motivating staff support and participation Provide informative presentations on policies and regulations with leaders across the organizations Collaborate with Finance and Accounting to review payroll accuracy and build strong alignment between process and policy for 403b administration Have a regional or multi-site mindset of providing service in a mid to large sized organization Develop and implement comprehensive HR policies, procedures, and programs that reflect best practices and support staff delivering trauma-informed care Lead organizational culture initiatives that promote equity, inclusion, and belonging across all levels Research new vendor relationships related to needed HR products Advocate for reliable and supportive service from existing vendors Support Outreach and Fun Committees with employee engagement events Provide strategic guidance on organizational design, workforce planning, and change management Talent Acquisition and Retention Oversee recruitment strategies to attract diverse, qualified candidates across clinical and program areas Identify and resolve process or communication roadblocks that may slow down hiring progress Maintain strong ownership over metrics related to offer acceptance rate and net promotor scores Develop onboarding programs that set new employees up for success in challenging, mission-driven work Create retention strategies that address burnout, secondary trauma, and staff wellbeing Build partnerships with educational institutions and community organizations to develop talent pipelines Employee Relations and Performance Management Serve as a trusted advisor to managers and staff on employee relations matters Investigate and resolve workplace concerns with fairness, confidentiality, and attention to legal compliance Design and implement performance management systems that support professional development and accountability Inform and guide the progressive disciplinary process, ensuring that managers adhere to compliant documentation Provide coaching to supervisors on effective leadership, difficult conversations, and team development Compensation, Benefits, and Compliance Manage compensation philosophy and conduct regular market analysis to ensure competitive, equitable pay Under the direction of the Senior Director of People and Culture, conduct periodic salary studies that inform market rate adjustments Oversee benefits administration and explore innovative wellness programs for staff in high-stress roles Ensure compliance with federal, state, and local employment laws including FMLA, ADA, FLSA, and California labor codes Maintain accurate HRIS systems and generate reports for leadership and board review Training and Professional Development Design and deliver training on topics including trauma-informed supervision, cultural humility, harassment prevention, and leadership development Develop a pool of subject matter experts to facilitate training Support staff credentialing, continuing education, and career advancement opportunities Staff Wellness and Organizational Health Champion initiatives that address compassion fatigue and promote staff resilience Foster a supportive work environment that acknowledges the emotional demands of the work Lead employee engagement efforts including surveys, focus groups, and action planning Requirements Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field, or equivalent experience 4+ years of progressive HR experience, with at least 3 years in a leadership role Strong knowledge of California employment law and HR compliance requirements Experience in nonprofit, healthcare, or social services settings Clear and concise writing skills with excellent grammar and command of language Proven track record developing HR strategies that support organizational growth and culture change An energetic and creative mindset to building process improvement An ability to resolve inter-personal conflicts with fairness and diplomacy Excellent interpersonal skills with ability to build trust across diverse staff groups Demonstrated commitment to equity, diversity, and inclusion Strong problem-solving abilities and sound judgment in handling sensitive matters Proficiency with HRIS systems and Microsoft Office Suite Preferred: Master's degree in Human Resources, Social Work, or related field PHR, SPHR, or SHRM-CP/SCP certification Experience using Paylocity Knowledge of trauma-informed organizational practices Experience managing HR in organizations with clinical licensure requirements

Responsibilities

The Associate Director of People and Culture is responsible for developing and executing human resources strategies that align with the organization's mission and values. This role includes overseeing recruitment, employee relations, performance management, and ensuring compliance with employment laws.