What are the responsibilities and job description for the Director of Human Resources position at Low Income Investment Fund?
The Low Income Investment Fund (LIIF) is a non-profit Community Development Financial Institution (CDFI) dedicated to mobilizing capital and partnerships to achieve opportunity, equity, and well-being for people and communities. Through innovative financial solutions, LIIF works to create more equitable outcomes by developing affordable housing, quality education opportunities (from early childhood through higher education), health clinics, healthy food retail, and community facilities. By serving as a bridge between private capital markets and underserved communities, LIIF ensures that financial resources flow where they are needed most.
Headquartered in San Francisco, CA, LIIF also has offices in Los Angeles, New York, Atlanta, and Washington, D.C.
Job Summary
The Director, Human Resources (DHR) provides strategic leadership for LIIF’s human resources (HR) function. As a key member of the People Services team, the DHR partners with senior leadership to align HR strategies with the organization’s mission, goals, and priorities.
This role is responsible for both high-level HR leadership and day-to-day operational oversight, including recruitment, benefits, organizational development, and employee relations. The DHR will lead and mentor HR professionals, drive organizational transformation efforts, and ensure HR strategies are fully integrated into business operations.
As second-in-command to the Chief People Officer (CPO), the DHR ensures smooth day-to-day HR operations, provides guidance on complex HR matters, and drives team development and operational improvements. This position requires a strong people manager who can build and mentor a high-performing HR team, implement best HR practices, and collaborate with cross-functional teams. The DHR also serves as a trusted advisor to senior leadership (VPs and above) by providing guidance on risk management and organizational development.
Key ResponsibilitiesStrategic Partnership
- Collaborate with the CPO and senior leadership to develop and execute a high-level strategic HR plan aligned with organizational goals and values.
- Partner with senior leaders to embed HR strategies into long-term organizational planning and decision-making.
- Utilize HR analytics to track key performance metrics and guide data-driven decision-making across talent management and organizational performance.
- Lead change management efforts to align organizational transformation with business strategies and employee experience.
- Serve as a thought leader in best practices related to talent acquisition, talent management, employee development, benefits, and well-being programs.
- Collaborate with the Manager, Compensation & Recognition to develop recognition programs that reinforce organizational values and strategic objectives.
- Supervise, mentor, and develop a high-performing team of HR professionals across key functional areas.
- Conduct performance evaluations, provide feedback, and coach HR team members.
- Facilitate internal HR knowledge-sharing sessions and develop professional development plans for HR staff.
- Ensure alignment across HR functions (benefits, recruitment, employee relations) to streamline operations and improve service delivery.
- Promote a collaborative, excellence-driven team culture, aligning individual and team goals with organizational priorities.
- Lead the design, development, and execution of training and development programs aligned with organizational goals.
- Identify high-potential talent and provide targeted development opportunities.
- Foster a culture of employee development through mentorship, coaching, and leadership growth opportunities.
- Act as the primary point of contact for complex employee relations matters.
- Guide leadership in conflict resolution, disciplinary actions, and performance management.
- Develop initiatives to improve employee engagement and retention, fostering a positive work culture.
- Research and recommend total rewards strategies, including compensation structures, bonus plans, and incentives aligned with business objectives.
- Ensure pay equity and develop competitive compensation frameworks.
- Collaborate with Finance to optimize compensation budgets.
- Ensure compliance with local, state, and federal labor laws across multiple states.
- Collaborate with the CPO and Finance teams on payroll processes, risk management, and compliance issues.
- Regularly review, update, and disseminate HR policies to ensure legal compliance and alignment with organizational needs.
- Manage payroll audits and reviews to ensure compliance with wage and hour laws.
- Maintain HRIS accuracy and system integration (ADP Workforce Now).
- Track and analyze HR metrics to enhance processes and drive retention strategies.
- Provide leadership with data-driven insights that influence business strategy.
- Serve as a liaison between management and staff, promoting open communication and fostering trust.
- Build strong relationships with Finance, Legal, IT, and other internal/external stakeholders.
- Represent HR in organizational planning meetings and cross-functional initiatives.
Skills & QualificationsRequired Skills & Knowledge
- Expertise in talent management, employee relations, DEIAB, training & development, compensation, and benefits.
- Strong knowledge of multi-state employment laws, FLSA, and FMLA.
- Proven leadership and mentoring ability with strong emotional intelligence.
- Proficiency in HRIS platforms (ADP Workforce Now preferred).
- Exceptional written and verbal communication skills.
- Experience leading change management initiatives.
- Bachelor’s degree required (Master’s preferred) in Human Resources, Organizational Development, Business Administration, or related field.
- SPHR, SHRM-SCP, or equivalent certification preferred.
- 10 years of progressive HR leadership experience, with 3 years managing an HR team.
- 3 years of experience using ADP Workforce Now, with utilization in the last 2 years.
- Multi-state, multi-location experience strongly preferred.
- Experience in nonprofit or CDFI sectors a plus.
- Valid driver’s license or ability to travel to LIIF offices and affiliates as needed.
Additional Information
- Hybrid work environment (minimum 2 days per week in-office).
- Occasional travel to LIIF offices in Los Angeles, Washington, D.C., Atlanta, and other affiliates.
- All employees must be fully vaccinated against COVID-19 (reasonable accommodations available for medical/religious exemptions).
How to Apply
Salary : $165,000 - $190,000
