Director of Human Resources

Position Summary: The Director of Human Resources provides leadership and operational management of the Human Resources function at the Community Food Bank of Southern Arizona (CFB). Reporting to the Chief Organizational Development Officer (CODO), this role ensures HR strategies and practices align with CFB's mission, values, and strategic goals. The Director oversees day-to-day HR operations, including talent acquisition, staff relations, compliance, benefits administration, and performance management, while advancing initiatives that foster belonging, engagement, and organizational effectiveness. Key Responsibilities: Human Resources Leadership Provide strategic and operational leadership across all HR functions with a strong emphasis on safeguarding the organization through rigorous compliance, proactive risk mitigation, and alignment with legal and regulatory requirements. Act as a trusted advisor to managers and staff on HR matters, resolving complex issues with discretion and fairness. Maintain current expertise in employment law, HR best practices, and talent trends to guide policies and practices. Culture & Belonging Align HR practices with CFB's mission, values, and culture, ensuring policies and programs reinforce organizational purpose. Promote accountability for equitable and inclusive leadership across the organization. Ensure HR initiatives foster belonging and fairness throughout the staff member experience. Partner with managers to implement equitable and inclusive hiring practices. Apply an equity lens to all HR strategies, including compensation, benefits, policies, and performance management. Talent Acquisition & Workforce Planning Design and implement recruitment and retention strategies that align with organizational priorities and attract highly qualified team members. Partner with the CODO to advance workforce planning and succession initiatives. Compensation & Benefits Recommend and implement compensation and benefits programs that support retention and market competitiveness. Monitor and evaluate incentive programs and appraisal systems for effectiveness. Performance Management & Development Design and administer CFB's performance management framework to ensure consistency and alignment with organizational goals. Collaborate with the CODO to integrate performance management with professional development and succession planning. Staff Member Relations Lead investigations into discrimination or policy violations, ensuring thorough, fair, and confidential resolution. Analyze exit interview data to identify trends and inform retention strategies; document and share findings appropriately. Establish and monitor service standards for all HR interactions, ensuring responsiveness and continuous improvement. Compliance & Risk Management Ensure compliance with employment, benefits, insurance, safety, and other regulatory requirements. Maintain accurate records and prepare reports for audits and compliance reviews. Metrics & Evaluation Track critical HR and talent indicators to evaluate organizational health, benchmark competitiveness, and enhance operational effectiveness and efficiency. Apply data-driven insights to inform strategic decisions and drive ongoing improvement. Innovation & Continuous Improvement Research and recommend innovative HR solutions to address emerging challenges and align with organizational strategy. Recommend policy and program modifications to enhance effectiveness and staff member experience. Professional Development Pursue ongoing professional development and networking to stay current on HR trends and best practices. Supervisory Responsibilities Supervise the HR team, including HR manager, generalist, or other specialists as assigned. Provide coaching, performance feedback, and professional development, ensuring alignment with organizational priorities and fostering collaboration across teams. Other Duties Perform other duties as assigned. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the staff member for this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Minimum: Minimum 7 years of progressive HR experience, including at least 3 years in a leadership role. Bachelor's degree in Human Resources, Business Administration, or related field. Preferred: Master's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM CP, or SHRM SCP certification. Experience in nonprofit or mission driven organizations. Bilingual English/Spanish. Skills & Knowledge Strong knowledge of employment law, HR best practices, and HRIS systems. Excellent communication, problem solving, and relationship building skills. Ability to lead with an equity lens and foster belonging. Strong analytical skills and ability to use data for decision making. Skilled in change management and organizational effectiveness. Commitment to belonging and inclusion. Results orientation and strategic thinking. Ability to identify, assess, and mitigate HR related risks to ensure compliance and organizational resilience. Core Competencies Leadership & Influence Collaboration & Relationship Building Communication & Facilitation Analytical & Problem Solving Skills Integrity & Confidentiality Commitment to Belonging and Inclusion Results Orientation Strategic Thinking Equivalent combination of education and experience may be considered if applicable and must be directly related to the functions and body of knowledge required to successfully perform the job. Physical Requirements: Light Work - ability to exert 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Expectations: CFB is dedicated to fostering a workplace where our Core Values of Dignity, Integrity, Collaboration, and Impact are actively demonstrated and supported in all aspects of our work. CFB works diligently to maintain a culture of fairness, responsibility, trustworthiness and teamwork to advance our mission: We change lives in the communities we serve by feeding the hungry today and building a healthy, hunger free tomorrow. CFB is a drug and tobacco free work environment. CFB is committed to having a workforce that reflects diversity at all levels and is an equal opportunity employer. Qualified applicants are considered for employment, and staff members are treated during employment without regard to race, color, religion, national origin, citizenship, age, sex, sexual orientation, gender identity, marital status, ancestry, physical or mental disability, veteran status, or any other characteristic protected under applicable law.

Created: 2026-03-04