Director, Human Resources
People Operations
ABOUT THE FOUNDATION
The Lucile Packard Foundation for Children's Health, in partnership with Stanford Medicine and Lucile Packard Children's Hospital, unlocks philanthropy to transform health for children and families in Northern California - and around the world. Through fundraising and grantmaking, the Foundation drives scientific research, innovation, and policy change that will improve care, advance cures, and reform healthcare systems for this and future generations.
MAIN FOCUS: The Director of Human Resources will lead HR functions and operations, recruitment, compliance, and workforce development while partnering with the Chief People Officer to align initiatives with organizational goals.
LOCATION: Palo Alto, CA (hybrid); the successful candidate for this role will be based in the Bay Area.
WHAT YOU'LL DO...
The Director of Human Resources (HR) will lead the organization’s HR function, overseeing critical areas such as employee engagement, recruitment, compliance, workforce development, and organizational culture. Reporting to the Chief People Officer, the Director will collaborate closely with the CPO to develop and implement strategic HR initiatives and goals that align with organizational priorities. This role manages a team consisting of an HR Program Manager and an Associate Director of Talent Acquisition and serves as a key advisor on all HR-related matters.
The compensation range for this role is $185k-$200k annually.
YOU'LL BE RESPONSIBLE FOR...
HR Leadership and Strategy
- Partner with the CPO to design and execute a comprehensive workforce development plan.
- Develop and implement HR goals, policies, and initiatives aligned with the organization’s mission and strategic objectives.
- Monitor HR metrics and leverage data to drive decision-making, identify trends, and improve processes.
- Ensure HR practices are innovative, equitable, and aligned with industry best practices.
- Conduct research and analysis of organizational trends using HRIS and other tools.
- Develop and manage the HR departmental budget.
- Partner with the CPO on compensation study.
Employee Lifecycle Management
- Oversee human resource programs, including compensation, benefits, leave, performance management, and training.
- Oversee recruitment, onboarding, development, and retention strategies to attract and retain top talent.
- Foster a culture of continuous learning by supporting performance management and employee development initiatives.
- Manage employee relations to ensure a positive, inclusive, and engaging work environment.
- Manage employee disciplinary actions and terminations in alignment with company policies and procedures.
Compliance and Risk Management
- Ensure compliance with federal, multi-state, and local employment laws and regulations.
- Develop and enforce HR policies and procedures to maintain transparency and consistency.
- Oversee HR audits, including pay equity, benefits, and workplace policies, to minimize organizational risk.
- Recommend best practices for policies and practices.
- Maintain knowledge of HR trends, regulatory changes, and emerging technologies to inform policy updates.
Collaboration & Team Leadership
- Supervise and mentor the HR Program Manager and Associate Director of Talent Acquisition.
- Facilitate professional development, training, and certification activities for HR staff.
- Build a collaborative HR team culture focused on proactive support and exceptional service delivery.
- Provide coaching and development opportunities to enhance team members’ professional growth.
- Oversee daily department workflow and provide constructive, timely performance evaluations.
Organizational Development and Culture
- Champion the organization’s values and culture, ensuring alignment with our touchstones.
- Collaborate with senior leadership to align HR strategy with organizational goals related to staffing, recruiting, and retention.
- Collaborate with the Employee Experience Manager to implement events and initiatives that improve employee engagement and organizational effectiveness.
- Partner with the CPO to support change management initiatives and enhance workforce adaptability.
YOU MUST HAVE...
- Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
- Minimum of 7 years of progressive HR experience, including at least 3 years in a leadership role.
- HR certification required (e.g., SHRM-SCP, SPHR).
- Proven track record of managing full HR functions, including recruitment, compliance, performance management, employee engagement, and culture initiatives.
- Strong knowledge of employment laws and regulations.
- Proficiency in Microsoft Office Suite and HRIS/talent management systems.
- Proven skills in coaching and leading high-performing teams.
- Ability to handle multiple projects simultaneously in a fast-paced environment.
- Excellent verbal and written communication skills, including ability to communicate directly and effectively with others using active listening, facilitation, and mediation techniques.
- Ability to work with sensitive and confidential information maintaining the highest level of confidentiality and comply with HIPPA regulations at all times.
IT'S AN ADDED PLUS IF YOU HAVE EXPERIENCE WITH...
- Previous experience managing payroll processing.
- Facilities management experience.
- Proficiency in Microsoft Word, Outlook, Excel, and PowerPoint.
- Previous experience managing Human Resources in a non-profit organization.
YOU'LL BE SUCCESSFUL IF YOU...
Leadership and Strategy: Visionary leadership with expertise in aligning HR initiatives to organizational goals, strategic planning, and data-driven decision-making.
HR Expertise and Talent Management: Comprehensive knowledge of HR functions, including compliance, performance management, recruitment, benefits, and employee development.
Culture and Engagement: Commitment to advancing our principles, enhancing employee engagement, and fostering a positive organizational culture.
Team Leadership and Collaboration: Skilled in mentoring HR staff, managing team workflows, and building cross-functional partnerships.
Problem-Solving and Compliance: Expertise in risk mitigation, compliance, policy development, and analytical problem-solving to address organizational challenges.
Communication and Technical Proficiency: Strong communication skills and proficiency in HRIS, talent management systems, and leveraging technology to optimize HR operations. Strong verbal, written, and interpersonal communication skills for stakeholder engagement and conflict resolution.
Working at the Foundation
WE OFFER EXCELLENT BENEFITS & PERKS, INCLUDING…
- Generous leave, including PTO, holidays, Summer Fridays, and a sabbatical (after 7 years of employment)
- Annual bonus opportunity
- Retirement plan + employer match
- Premium Medical and Dental coverage
- FSA + dependent care FSA
- Employer-paid life insurance
- Legal services plan
- Commuter Benefits, including CalTrain “Go Pass” Program
- 4-week paid maternity and paternity leave for new parents
- Stipend for mobile phone
WE’RE DYNAMIC…
The Foundation is a dynamic organization in a rapidly changing industry. Therefore, the responsibilities associated with this position will evolve and grow in accordance with LPFCH's business needs and growth plans. More specifically, the incumbent may be required to perform additional and/or different responsibilities based on the future growth plans for the Foundation.
WE STRIVE TO EMBODY OUR CULTURAL TOUCHSTONES
- Mission-first - We can never lose sight of why we exist and exercise profound commitment to advancing child and maternal health.
- Good of the whole - We share responsibility for overall results, think of what’s best for the team and organization, and act as responsible stewards of resources.
- Bold and bendy - We’re unapologetically ambitious for our mission, creative, and take risks by trying new things.
- Sweat the big stuff - We’re clear on our priorities, calibrating effort and resources to audience and impact; the higher the return, the greater the investment.
- Make it happen - We’re focused on outcomes and prepared with ideas and solutions for every challenge.
- Community matters - We prioritize listening to and supporting each other, not just as colleagues, but as people with varied experiences and perspectives.
EVERYONE BELONGS HERE
Our Foundation values the unique qualities each of us brings to our team and community. We take pride in cultivating a workplace where every voice is heard and each of us has the opportunity to achieve our fullest potential—so that together, we can make meaningful impact on the health outcomes for children and their families.
We are guided by the following principles:
- Uphold integrity and professionalism in all our actions.
- Foster a welcoming and supportive culture.
- Embrace unique perspectives and contributions.
- Interact with compassion, openness, and an eagerness to learn.
The Lucile Packard Foundation for Children's Health is an Equal Opportunity Employer.
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