Associate Director of People and Culture en Janus of Santa Cruz

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