Director of HR and Operations (Interim) at California Housing Partnership – San Francisco, California

REPORTS TO: President & CEO
STATUS: Temporary. Non-Exempt / Part-time (Approximately 20 hours per week on average, with flexibility to increase hours during heavier operational periods)
PAY: $95 - $130/hour (Dependent on experience)
POSITION SUMMARY
The Interim Director of HR and Operations (Director) will provide leadership and oversight of the Partnership’s internal operations during a temporary leadership leave of absence. This role ensures continuity of key administrative functions including human resources operations, financial processes, operational systems, compliance, and organizational infrastructure that enable the organization’s mission-driven work.

Working in close partnership with the President & CEO, the Director ensures that the organization’s existing internal structures, policies, and systems continue to function effectively. The role focuses on supporting staff responsible for day-to-day operations, coordinating with external consultants and vendors, and elevating operations issues to leadership as appropriate.

ESSENTIAL DUTIES & RESPONSIBILITIESOrganizational Leadership & Operational Strategy

• Provide oversight and management of the organization’s operational infrastructure, including human resources, finance, compliance, operations/IT and administrative systems.
• In consultation with the CEO, ensure existing operational systems continue to support the organization’s strategic priorities and programmatic work.
• Ensure continuity of internal operational policies, procedures, and systems that strengthen organizational effectiveness and accountability.
• Identify operational issues that may require CEO attention and elevate them to the CEO during regular weekly meetings.

Human Resources & Organizational Culture

• Ensure continuity of the organization’s human resources functions, including recruitment, onboarding, performance management, and professional development.
• In partnership with team managers, provide leadership on employee relation issues, including performance improvement, disciplinary processes, and conflict resolution in coordination with legal counsel when appropriate.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Ensure compliance with the organization’s Personnel Policy Manual and make updates related to any new legal requirements in consultation with the CEO and team managers.
• Oversee the administration of employee benefits, leave programs, and workplace accommodations.
• Maintain coordination with HR vendors, benefits providers, and legal counsel to support HR compliance and operational needs.
• Support staff in navigating HR policies and procedures.
• Oversee the planning and facilitation of January 2027 annual staff retreat to promote cross-team collaboration, recognize staff contributions, and strengthen team cohesion.

Financial Leadership & Organizational Risk Management

• Ensure continuity of the organization’s financial management, including budgeting, financial planning, and fiscal monitoring.
• Oversee and provide direction to external accounting consultant to ensure accurate financial operations, monthly statements and compliance with applicable regulations and accounting standards.
• Review financial reports and flag issues or variances for the CEO as appropriate. Provide financial analysis and guidance to support CEO in organizational decision-making and long-term sustainability.
• Participate in fiduciary oversight of the organization’s 403(b) retirement plan.
• Oversee payroll operations and retirement plan administration, including coordination with external payroll providers and 403(b) plan administrators to ensure accurate processing and regulatory compliance.
• Ensure organizational compliance with regulatory and governance requirements, including Fair Political Practices Commission (FPPC) rules and state and federal lobbying disclosure and reporting obligations for staff and board.
• Oversee organizational insurance policies and risk mitigation strategies, including professional liability, employment practices liability, and other operational coverage.
• Manage vendor and contractor agreements to support operational needs and sound financial management.

Operations, Technology & Organizational Infrastructure

• Ensure continuity of the organization’s operational systems and administrative processes that support staff productivity and organizational effectiveness.
• Support staff responsible for grants administration and communications, ensuring coordination of tracking and reporting, external communications, and related activities.
• Manage relationships with external vendors and consultants, including technology providers and IT support.
• Maintain oversight of organizational technology systems and troubleshoot operational issues in coordination with team members and external IT support as necessary.
• Ensure staff have access to the operational tools, systems, and support needed to perform their work effectively.
• In partnership with team managers, ensure consistent operational practices across office locations and remote work environments.

Team Leadership & Organizational Support

• Provide leadership and supervision to the Operations team and related administrative staff including weekly check in meetings to ensure team members are on track.
• Support team members in workload management, professional development, and performance evaluation.
• Continue to foster a collaborative and accountable team culture that supports effective cross-team coordination.

QUALIFICATIONS
The ideal candidate is a seasoned HR and operations leader with experience serving in interim, consulting, or fractional leadership roles, and who is comfortable stepping into an established organization to provide steady, part-time leadership across HR and operational functions. This person brings strong HR leadership experience, particularly in employee relations, leave administration, benefits, and HR compliance, along with experience overseeing organizational operations such as finance, administration, and organizational systems. This person is highly organized, practical, and solutions-oriented, and is able to quickly learn existing systems, support staff and consultants, maintain continuity of operations, and work collaboratively with senior leadership while operating with a high degree of independence. Experience working in a nonprofit, public sector, or mission-driven organization is strongly preferred.

We recognize that each applicant for this role will bring unique skills, knowledge, experiences, and background to this position. We welcome diverse experiences and perspectives in our applicant pool, and at a minimum are seeking candidates who possess the following:

• At least 13 years of experience successfully supporting an organization in an operations generalist or subject matter specialist capacity (e.g., HR, finance, administration, compliance, IT/administrative systems, or organizational operations leadership).
  • A master’s degree in a related field may substitute for up to one year of direct experience.
• Minimum of five years of experience supervising staff in organizational operations such as HR, finance/accounting, payroll, compliance, or administrative systems, and/or managing consultants in these areas.
• Significant experience overseeing HR functions, including employee relations, benefits administration, leaves of absence, performance management, and HR policy implementation.
• Strong knowledge of California employment laws and HR compliance requirements.
• Experience handling complex employee relations matters, performance issues, investigations, and leave management in a leadership or advisory capacity.
• Experience developing, implementing, or maintaining HR policies, employee handbooks, and organizational policies and procedures.
• Experience working with organizational systems such as HRIS, payroll systems, accounting software, project management tools, or CRM systems.
• Advanced proficiency with Microsoft Office and strong experience using Google Workspace tools.

The Partnership also offers a robust benefits package to all permanent employees working 20 or more hours per week, including:

• Medical Benefits:
  • 100% employer-paid medical, dental, and vision insurance
  • 80% premium coverage for dependents
  • Medical waiver subsidy for employees who opt out of health insurance
  • Employer-paid Health Reimbursement Account (HRA) covering up to $1,200/year for out-of-pocket medical expenses
• Workplace Support:
  • Hybrid work model
  • Employer-funded Specialty Reimbursement Account of up to $500 for home office equipment in the first year and $250 annually thereafter
  • Cell phone and home internet reimbursement
  • Office commuter subsidy of up to $220 per month
• Financial Wellness:
  • 403(b) retirement plan with employer contributions based on years of service
  • Dependent Care Flexible Spending Account (FSA)
• Time Off & Support:
  • Immediate paid time off (PTO) accrual and usage with no waiting period
  • Access to an Employee Assistance Program (EAP) for mental health and personal support

ABOUT THE CALIFORNIA HOUSING PARTNERSHIP

The Partnership is a dynamic nonprofit “think and do tank” providing critical technical assistance, training, applied research and policy leadership to increase the production and preservation of affordable and sustainable homes serving Californians who are low-income.

To achieve this mission, the Partnership’s three technical assistance teams (finance, clean energy, applied research) work closely with a network of more than 60 mission-driven nonprofit and government housing agencies throughout California, as well as the nonprofit associations who represent them.

A deep commitment to racial equity and inclusion grounds the Partnership’s work and policies – click here to learn more about our core equity values. An Equity Policy Advisory Board ensures that the perspectives and experiences of low-income renters also grounds our work – click here to learn more about this board.

EQUAL OPPORTUNITY EMPLOYER

The California Housing Partnership is an equal opportunity employer and is committed to creating a diverse, equitable, and inclusive workplace. We strongly encourage people of diverse backgrounds and identities to apply. For more information about the Partnership, visit our website at calhousingpartnership.org.