Director of HR Operations

The San Francisco Museum of Modern Art is one of the largest museums of modern and contemporary art in the United States and a thriving cultural center for the Bay Area. We cannot imagine life without art; it inspires and connects us every day. Now more than ever, these connections matter and are aligned with our values.
Inclusive: We strive to be a museum of many voices in dialogue.  
Passionate: We believe working with art is more than a job or trusteeship - it's a way of life.  
Brave: We are committed to approaching our work with courage and a sense of adventure, always ready to explore new perspectives.
Empathic: We aim to act like a person, not an institution. 
SFMOMA is a place for the infinitely curious to explore, support, and experience the art of our time. We believe that modern and contemporary art can influence the way we think, view the world, and embrace the many voices and perspectives around us. We aspire to foster an environment that elicits joy, nurtures a sense of belonging and purpose—where difference is seen as a strength, and every one is appreciated for their whole self.
Schedule: Full Time, 35 hours/week, at least three days working onsite
Reporting to the Chief People (HR) Officer, the Director of HR Operations, who will be responsible for supporting HRIS, Compliance, Labor Relations, and Class & Compensation programs at SFMOMA. Through a deep knowledge of divisional areas, people, and operational needs, the Director of HR Operations will support the team by listening, diagnosing complex issues, recommending solutions and engaging the appropriate resources to provide HR services in support of the successful achievement of programs and policies that align with our strategic plan goal to transform our museum culture form the inside out.  
The Director of HR Operations will demonstrate and be recognized as an expert in all facets of Employee and Labor Relations, SFMOMA policies and procedures, including State and Federal labor and employment laws, and function as support for all labor relations issues, including local contract negotiations and arbitration. 

Responsibilities & Duties

• Partner with Legal and Finance to audit and ensure org-wide compliance, specific to: employment law, wage & hour, EEOC, FMLA, CFRA, SDI, Unemployment, LOA’s, medical insurance, family leave, etc. 
• Oversee the annual review, revision, and implementation of the Employee Handbook and associated Compliance Training to ensure adherence to California state regulations.  
• Provide research and analysis regarding issues under HEERA/PERB, ADA, FMLA, NLRB, FEHA, CFRA. 
• Review case management processes and data for continuous improvement by identifying trends, learning from past cases, and adapting to changes in the workplace and employment laws. 
• Develop and implement HR strategies, including policies, procedures, and operating standards for SFMOMA.  
• Support the Chief People Officer in compliance with the Collective Bargaining Agreement including attending Labor Management meetings with management.  
• Support the annual performance management process. 
• Partner with senior leaders to support the administration of key company programs such as benefits, compensation programs, workers compensation, HRIS and HR systems implementation/integration to ensure compliance and optimal results. 
• Partner with Talent in regard to all aspects of compensation, including salaries and salary ranges, job leveling and analysis, discretionary bonuses, annual Pay for Performance bonus program, and Long-Term Incentive Program.  
• Assess the effectiveness of compensation practices and benefits offerings to ensure competitiveness.  
• Oversee and ensure smooth execution of data, reporting and analytics to drive informed decision making. Identify trends within the business and presents data to assist the business leaders in making decisions. 
• Support the museum in labor and employment arbitration proceedings and in external proceedings involving PERB, EEOC/DFEH, EDD and other agencies as necessary. 
• Responsible for staying abreast of changes in the regulatory environment which could impact the business; proactively identify areas of concern to help mitigate risk. 
• Support Workers Compensation administration, insurance and claims management; partners with the legal team on litigation and settlements.  
• Possible management of one direct report. 

Qualifications & Skills

• Bachelor's degree in business, human resources, industrial relations or other related field, or equivalent experience. CCP (Certified Compensation Professional) certification, preferred. 
• Minimum of five (5) to seven (7) years of Human Resources experience, specifically with HRIS, Class