Senior Human Resources Manager

Senior Human Resource Manager:SOMOS Mayfair is seeking a mission-aligned Senior Human Resources Manager (Senior HR Manager) to support and strengthen our people-centered strategies and practices through an equity-focused HR lens.The Senior HR Manager is a newly defined role created to centralize and advance a core body of work previously managed by the Director of Administration. While the position itself is new, the candidate will step into a mature infrastructure with established processes. This role is ideal for a well-rounded experienced HR professional who is passionate about social justice and eager to build inclusive, responsive systems that reflect the lived experiences of immigrant, working-class, and multi-generational communities. The Senior HR Manager is the sole architect and executor of the HR function. Reporting directly to a Co-Executive Director, this role blends high-level strategic planning with hands-on operational delivery. The Senior HR Manager will play a key role in maintaining core HR operations including personnel recordkeeping, benefits administration, recruitment, onboarding, compliance, and employee relations. They will support staff development and well-being through thoughtful coordination of training, workforce development initiatives, and internal policies that prioritize equity and accountability. This position requires a balance of technical HR skills and strong interpersonal judgment, with a deep understanding of how traditional HR practices can reinforce systemic inequities. The ideal candidate will be detail-oriented, highly ethical, and committed to fostering a healthy, inclusive workplace culture aligned with SOMOS Mayfair’s values and vision. This position offers the opportunity to shape HR strategy in a mission-driven organization while working alongside a passionate and diverse team dedicated to community transformation.Ideal Candidate Qualifications and QualitiesDeep passion and commitment to advancing social justice in immigrant, working class and multi-generational communitiesUnderstand the ways in which traditional HR practice can perpetuate exclusionary systemsUnderstand the impact of traditional HR practices on systemic racism and bias in the workplaceDemonstrate sensitivity to different cultural backgrounds and lived experiences of people of colorAct with integrity, professionalism, and confidentialityAbility to develop constructive and cooperative working relationships with others, and maintain them over timeDedicated to building equitable experiences and strengthening inclusion acumen across the organizationModels inclusive behaviors and proactively manages bias in everyday interactionsTakes full ownership of tasks and remains accountable for successful outcomesUpholds strong moral and ethical standards, even when faced with challenging decisionsApproaches sensitive employee relations and conflict resolution with strict confidentiality, objectivity, and a commitment to restorative practicesWelcomes feedback as a means to professional and personal growth Expertise in principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systemsKey Knowledge, Skills, and AbilitiesBachelor’s degree in Human Resources; or a minimum of 5 years of human resource management experience, preferably in a nonprofit or mission-driven organizationSHRM-CP/PHR or HR Generalist Certification, preferredThorough knowledge of employment-related laws and regulationsExcellent verbal and written communication skillsExcellent interpersonal, negotiation, and conflict resolution skillsExcellent organizational skills and attention to detailStrong analytical and problem-solving skillsNegotiations skills - ability to bring others together in an attempt to reconcile differencesAbility to handle difficult conversation such as complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with othersAbility to maintain composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situationsKnowledge of principles and methods for curriculum and training design and instruction for individuals and groups, and the measurement of training effectsProficient in English and Spanish; ability to read, write and speak in both languages requiredPosition RequirementsFlexibility in your schedule to attend evening and weekend job activities as neededAbility to work onsite (in person) at our San José, CA locationValid California driver’s license with a clean driving record and current proof of insuranceDOJ fingerprint and background clearanceTB clearance and Mandated Reporter certificationParticipation in all mandatory professional development trainings and staff sessions, including Universidad Popular Mayfair (UPM)Duties and Responsibilities (approximate % of time)Strategic Partnership and Alignment (25%) Serve as a trusted thought partner to the Co-Executive Directors and Director Bench on people leadership, organizational culture, workforce planning, team dynamics, change management and organizational healthCoach and support Directors and managers in managing performance, navigating difficult conversations, and building strong teamsTake ownership of HR budgets in partnership with Co-Executive Director and Director of Finance and Operations, ensuring responsible planning, forecasting and resource alignmentProvide management with information and training related to interviewing, performance appraisals, coaching techniques, and documentation of performance issuesPartners with the Managers Bench leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planningPartner with department directors to implement restorative justice and trauma-informed strategies when addressing personnel issues, prioritizing harm reduction and professional growth over punitive measuresImplement programs and initiatives that support employee wellbeing, such as wellness programs and work-life balance initiatives;Always uphold our full SOMOS model. Support families and partners to understand this way of working by modeling our integrated approachSeek out opportunities to collaborate to across SOMOS departments and build relationshipsTalent Acquisition and Workforce Development: (30%)Manages the talent acquisition process, which includes finalizing job descriptions, overseeing recruitment, interviewing, and hiring of qualified job applicants, including preparing offer letters and onboarding paperworkCoordinate and conduct new employee onboarding and orientation programs to foster positive attitude toward organizationConduct exit interviews and ensure that necessary employment termination paperwork is completedAnalyze training needs to design employee development and assist with the coordination of existing training programsLead the continuous refinement of the Performance Management System, transitioning it from a standard compliance exercise into a mission-driven tool that fosters accountability, transparency, and professional excellencePartner with department directors to design and manage individual leadership development programs to identify and prepare the next generation of leaders from within the organization's existing workforceCompliance and Risk Management (30%)Reviewing and revise HR policy and processes to address historical and systemic inequalities often found on traditional HR processes Confer with the Co-Executive Director and the management team to develop and implement personnel policies or proceduresProvide guidance to employees and managers on existing policies and proceduresSupport ongoing education of management and supervisor about all regulatory and legal requirements that can affect the organizationEnsure consistent, fair, and transparent application of HR policies across the organizationSupport with regular internal audits that help HR department proactively identify and address potential compliance issues before they escalate into serious problemsMaintaining accurate and up-to-date employee files, both physical and digital, including personnel information, organizational charts, employee rosters, performance evaluation forms, training records, etc.Process general documents for any employee changes, such as promotions, transfers, and terminationsManage all aspects of workers’ compensation insurance, including claim reporting and coordination, compliance with state regulations, and contract renewal across all statesMaintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain complianceMaintains knowledge of trends, best practices, regulatory changes, and new technologies in human resourcesStay current on employment law, HR practices, and emerging approaches relevant to nonprofit, equity-centered and community-rooted workplacesLead the continuous research and implementation of progressive HR practices that align with our commitment to being an equity-centered, community-rooted workplace Payroll and Benefits Oversight (10%)Partner with the Finance Team to ensure accurate compensation for all employees across the organization, including the implementation of wage & hour policies and annual compensation changes Process state-related employee claims, including garnishments, disability, paid family leave, and unemploymentManage the annual review, selection, and enrollment of organizational benefits, including 401K, and health insurance.Administer employee benefits programs, such as health insurance, retirement plans, and other rewards; handle all employee inquiries related to benefitsAdministrative (5%)Applications will be accepted until May 8th. To apply, please visit our website, https://www.somosmayfair.org