Director of Employee Relations and HR Compliance

Essential Duties and Responsibilities:

Employee Relations Leadership

• Provide strategic leadership and oversight of the organization's employee relations program.

• Supervise, mentor, and develop the Employee Relations Manager.

• Partner with executive leadership, department leaders, and managers to address complex employee concerns and workplace issues.

• Serve as an escalation point for sensitive and high-risk employee relations matters.

• Promote consistency, accountability, and fairness in the application of employment policies and practices.

• Monitor employee relations trends and recommend proactive solutions to address organizational risk.

Performance Management & Corrective Action

• Oversee the organization's performance management framework and related processes.

• Develop tools, resources, and training that support effective performance management practices.

• Provide guidance to leadership regarding performance concerns, disciplinary actions, and employee accountability.

• Review and approve formal corrective actions, performance improvement plans, and high-risk employment actions.

• Ensure documentation and employment actions are consistent, equitable, and compliant with applicable laws and organizational policies.

• Partner with leaders to address ongoing employee performance concerns and workplace conduct issues.

Workplace Investigations

• Conduct and oversee investigations involving employee complaints, workplace misconduct, policy violations, discrimination, harassment, retaliation, ethics concerns, and other employment-related matters.

• Develop investigation protocols, standards, and documentation requirements.

• Prepare investigation findings, recommendations, and corrective action plans with the Employee Relations Manager

• Ensure investigations are conducted objectively, confidentially, and in accordance with organizational standards and legal requirements.

• Partner with legal counsel and the Compliance department on complex or high-risk investigations.

Employment Compliance

• Monitor federal, state, and local employment law requirements and assess organizational impact.

• Serve as the organization's subject matter expert on employment-related compliance issues.

• Develop and implement employment compliance initiatives, corrective actions, and risk mitigation strategies.

• Lead employment-related compliance reviews and internal audits.

• Ensure compliance with wage and hour laws, labor law posting requirements, personnel record requirements, and applicable employment regulations.

• Maintain awareness of emerging employment law trends and regulatory changes.

• Manage employee-related regulatory compliance reporting, including annual CRD pay data reporting.

Leave, Accommodation, and Workplace Compliance

• Provide oversight and guidance regarding compliance requirements related to employee leaves of absence.

• Oversee compliance with FMLA, CFRA, PDL, ADA, workers' compensation leave requirements, and other applicable state and federal leave laws.

• Lead and support the interactive process and reasonable accommodation program.

• Review complex leave and accommodation matters to ensure consistency and compliance.

• Partner closely with the People & Culture Operations team regarding leave administration and related processes.

• Ensure appropriate documentation and record keeping practices are maintained.

Background Check Program Oversight

• Oversee the organization's background screening and adjudication processes.

• Ensure compliance with Fair Chance Act requirements and applicable employment laws.

• Review and provide guidance regarding individualized assessments and adverse action processes when required.

• Maintain policies, procedures, and documentation related to pre-employment screening programs.

• Partner with Talent Acquisition and People Operations teams to ensure compliant hiring practices.

Agency Response, Claims & Employment Risk Management

• Coordinate responses to employment-related agency inquiries, complaints, audits, and investigations.

• Oversee unemployment insurance claims, appeals, and hearings.

• Partner with legal counsel regarding employment claims and workforce-related matters.

• Manage employment-related compliance activities related to workers’ compensation claims and return-to-work processes, including claims management, injury investigations, OSHA reporting, and regulatory compliance.

• Maintain documentation and records supporting organizational compliance efforts.

• Analyze employment-related trends and risks and provide recommendations to leadership.

Compliance Training & Leadership Support

• Develop and facilitate training for managers related to employment law, workplace investigations, documentation practices, corrective action, performance management, accommodations, and employee relations.

• Support leadership development through coaching and consultation related to workforce management.

• Collaborate with People & Culture Operations, Compliance, and organizational leadership to strengthen accountability and compliance practices.

• Contribute to organizational initiatives that support a positive, compliant, and high-performing workplace culture.

• Perform other duties as assigned.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Legal Studies, or a related field, or equivalent combination of education and experience.

• Five (5) years of progressively responsible experience in employee relations, HR compliance, workplace investigations, employment law, or related human resources leadership functions.

• Working knowledge of California employment law, specifically Alameda County and San Francisco County

• Demonstrated experience conducting workplace investigations and managing complex employee relations matters.

• Experience interpreting and applying federal, state, and local employment laws and regulations.

• Experience developing and implementing employment policies and procedures.

• Experience supervising staff and managing performance.

• Strong analytical, communication, conflict resolution, and problem-solving skills.

• Ability to manage highly sensitive and confidential information with discretion.

Preferred Qualifications:

• PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant HR certification.

• Workplace Investigation Certificate or equivalent investigation training.

• Experience in healthcare, nonprofit, behavioral health, housing, social services, or community-based organizations.

• Experience partnering with legal counsel on employment matters.

• Experience responding to employment-related agency claims and audits.

• Strong knowledge of California employment law and multi-state employment compliance requirements.

Physical Requirements:

• Occasional sitting or stationary work

• Frequent standing, walking, kneeling, stooping, and ascending stairs

• Occasional lifting and carrying up to 20 lbs

• Frequent pushing and pulling

• Frequent reaching high, low, and level

Work Environment:

Cardea Health program locations operate within supportive housing, interim housing, medical respite, and community-based environments serving individuals experiencing homelessness and other vulnerable populations.

Benefits:

We offer access to competitive and comprehensive healthcare benefits such as: Medical, dental, vision, EAP, life insurance, long-term disability, HSA or FSA, Dependent Care FSA, voluntary benefits, paid sick leave, paid vacation time, birthday time off, and 401(k) with up to 3.5% employer match.

Benefit eligibility varies based on employment status, scheduled hours, and plan requirements. Full-time employees are generally eligible for employer-sponsored benefit contributions. Eligible part-time employees may participate in available benefit programs subject to plan terms. Per diem employees are generally not eligible for employer-sponsored benefits except as required by applicable federal, state, or local law or as otherwise provided under applicable benefit plans.

Employees may interact with individuals experiencing:

Cardea Health is committed to trauma-informed, person-centered, and harm-reduction-oriented service delivery. Employees are expected to interact with residents, visitors, community partners, and colleagues in a professional, respectful, and compassionate manner. Given the population we serve, employees may interact with or provide services to individuals who may have co-occurring medical, behavioral health or substance use conditions.

Screening Requirements:

Criminal background screening, national criminal records search, healthcare sanctions screening, employment verification, education verification, license verification, MVR (where applicable), and reference checks may be required during screening.

Fair Chance Hiring Statement:

Qualified applicants with arrest and conviction records will be considered for employment in accordance with applicable federal, state, and local laws. A background check may be required following a conditional offer of employment. Please do not let this requirement discourage you from applying. We encourage candidates from all backgrounds and experiences to apply and will evaluate applicants fairly and individually.

Encouragement to Apply:

We recognize that no candidate meets every qualification. If you are excited about this role, we encourage you to apply even if your experience does not perfectly match every requirement.

Cardea Health is an Equal Opportunity Employer:

Cardea Health is committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, genetic information, marital status, national origin, disability, citizenship or veteran status. We will consider qualified candidates with criminal histories in a manner consistent with the requirements of the state of California and San Francisco Fair Chance Ordinance.

This job description is not designed to contain a comprehensive list of activities, duties, or responsibilities for this role. Activities, duties, or responsibilities may change, or a new job description may be assigned at any time with or without notice.