State Director - CA - TalentRemedy

Organization Overview: Our client envisions a nation where marginalized children flourish, leaders prioritize their well-being, and communities wield the power to ensure they thrive. The Organization builds community so young people grow up with dignity, hope, and joy. We serve and advocate for the largest, most diverse generation in America: the 74 million children and youth under the age of 18 and 30 million young adults under the age of 25, with particular attention to those living in poverty and communities of color. CDF partners with policymakers, aligned organizations and funders in this service. The organization is the only national, multi-issue advocacy organization working at the intersection of child well-being and racial justice by wielding the moral authority of programmatic proximity and community organizing to inform public policy. 

Position Summary: The primary responsibility of this leadership position is developing an effective public policy advocacy and program strategy to advance child well-being in the state of California. The leader is responsible for creating multi-year human capital, fund development and program plans to execute the strategy and managing staff and volunteer teams in pursuit thereof. The secondary responsibility of the role is facilitating alignment between the strategic, programmatic, and operational efforts of California State Office and other settings of the organization. The ideal candidate will have a successful track record of executive leadership and/or senior management in the social sector, commitment to child well-being and racial equity, and fundraising experience.

Requirements

Responsibilities Leadership and Strategy

• Work with National Director of Movement Building to execute and monitor program plans in California.
  
• Lead the coordination of state and local efforts in California to align with organizations vision.
  
• Provide volunteer management for California Advisory Council.
  
• Identify and build coalitions with key partners and constituencies within the State.
  
• Remain current and serve as in-house expert on child well-being trends in California.
  
• Serve on Organizations Leadership Team to maintain organizational communications and cohesion.
  
• In collaboration with the Communications team, act as State spokesperson leveraging proactive, earned media approach to advance our vision and strategy.
  

 

Program Management and Evaluation

• Develop and lead the pursuit of the State Office’s multi-year policy advocacy and research agenda.
  
• Direct grassroots organizing and collaboration with organizations and coalitions with the State.
  
• Manage protocols and policies for leadership development and mobilization in targeted constituencies.
  
• Oversee the development, tracking, and reporting of goals, outcomes, and performance metrics for State Office.
  
• Collaborate with Public Affairs team to develop, implement, and improve policy advocacy strategy.
  
• Collaborate with Organization Freedom Schools team to coordinate direct service partnerships in the State.
  
• Participate and steward team participation in organizational development efforts.
  

 

Operations and Administration

• Work with National Director of Movement Building to budget and monitor Office to ensure sound fiscal and system management.
  
• Develop human capital plans to achieve program and operations objectives, then hire, deploy, and support staff.
  
• Develop and retain a team of high-performing staff to execute the strategy and key functions.
  
• Coordinate with Institutional Advancement to plan and implement an integrated fundraising program to meet the State Office and organization’s fundraising goals.
  

 

Education And/or Experience

• A minimum of five (5) years of senior management or executive leadership. A minimum of a bachelor's degree. Master’s degree in social work, Public Policy, Public Administration, or related field is preferred. Years of education may be considered for experience.
  
• Track record of earned leadership and trust among diverse constituencies.
  
• Expertise in one or more of the following areas: cultural organizing, community organizing (youth, faith community, or parents is a plus), policy advocacy, racial equity, or base-building.
  
• Successful experience managing a high-performing team of staff and community members.
  
• Working knowledge of program planning, organizational structure, budgeting, and administrative operations.
  
• Nuanced understanding of the fundamentals and challenges of the non-profit sector.
  

Strategy • Build relationships with key stakeholders and promote HR services across the organization • Partner with the leadership team to develop, implement and evaluate strategic HR initiatives aligned with organizational goals and vision to ensure a positive and compliant workplace.` • Assess current organizational culture and develop strategies to strengthen and promote a positive workplace environment. • Foster effective communication channels across all levels of the organization to ensure transparency and alignment. • Lead cultural initiatives that foster CDF’s values and promote diversity, equity, and inclusion (DEI) within the workplace. • Provide coaching and mentorship to leadership, managers, and employees to enhance performance and career development opportunities. • Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career path development, and promoting a cohesive and inspiring organizational culture. • Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g. benefits enrollment), facilitates delivery of effective HR services, securely stores employee data, and supports people-related decisions. Administration • Oversee and administer all human resources programs including, but not limited to, compensation, benefits and leave; disciplinary matters; disputes and investigations; legal compliance; payroll; performance and talent management; productivity, recognition and morale; occupational health and safety; and training and development. • Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained. • Manage and review payroll to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other pays and deductions. Ensure accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates. • Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps. Ensure regular updating of job descriptions, core competencies, salary banding, standards of performance and performance evaluation instruments. • Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the organization. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning. • Work with COO and managers to align and implement company-wide, team, individual and position-focused training and development. • Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations. Education and/or Experience • A minimum of 10 years of HR leadership experience. • A minimum of 10 years of experience with HR compliance and building HR systems. • At least 10 years of employee relations experience. • A bachelor’s degree in HR, Business or related field is preferred. Years of experience may be considered for education and/or years of education above the BA/BS degree may be considered for years of experience. Preferred Qualifications • Extensive experience building HR Systems. • Experience with DEI Initiatives • Experience leading executive level staff strategically • SPHR Preferred Competencies • High level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact, and diplomacy. • Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. • Excellent written and verbal communications and negotiation skills. • Highly professional demeanor and presentation skills. • Excellent organizational skills and attention to detail. • Excellent time management skills with a proven ability to meet deadlines. • Experience managing a hybrid workforce and coaching others about managing hybrid employees. • Experience leading organizational change and transformation. • Strong analytical and problem-solving skills with high ethical standards. • Strong supervisory and leadership skills. • Ability to adapt to the needs of the organization and employees. • Ability to prioritize tasks and to delegate them when appropriate. • Thorough knowledge of employment-related laws and regulations. • A self-directed individual who is an independent thinker and a team player • Analytical ability is required to gather and summarize data for reports as well as find solutions to business challenges.