Human Resources Manager

Human Resources Manager

US-CA-Oakland

Job ID: 2026-1504
Type: Regular Full-Time
# of Openings: 1
Category: Human Resources and Executive Offices
Oakland Museum of CA

Overview

OAKLAND MUSEUM OF CALIFORNIA (OMCA) MISSION
We inspire understanding and empathy with stories and experiences of California’s art, history, and
natural environment to build more equitable and connected communities.

OAKLAND MUSEUM OF CALIFORNIA (OMCA) VISION
We envision a just and vibrant future where our communities value and honor one another and the world
around us.

POSITION SUMMARY
The Human Resources Manager is responsible to manage the daily operations of the HR department,
aligning workforce strategies with strategic goals. This position will manage recruitment, labor and
employee relations, performance management, training and development, and compliance with labor
laws to foster a positive workplace. Serving as a partner for the Sr. Director of People the HR Manager
will participate in providing guidance, support, training and counsel to staff and supervisors in employee
and labor relations, compliance, policies & procedures, performance management and other employment
legal matters. Additionally, they will help to create programs and initiatives that support positive relations
between union and non-union staff, the union itself, and the organization with the goal of promoting
employee engagement and satisfaction. The responsibilities of this role include proactive and responsive
employee and labor relations, workplace investigations, management consultations, employee
mediations, and other complex employee and labor relations matters. 
In this role, you will function as a connector who builds bridges and works collaboratively with OMCA’s
Labor Management Committee and union leadership to develop, plan and implement effective employee
relations practices.  You will handle issues involving members of OMCA’s union, management, and
confidential employees and ensure that labor relations matters and activities are conducted in a manner
consistent with OMCA’s mission, labor relations and legal strategies, operational guidelines, and strategic
objectives.

Responsibilities

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following reflects OMCA’s definition of essential functions for this position but does not restrict the
tasks that may be assigned. OMCA may assign or reassign duties and responsibilities to this position at
any time due to reasonable accommodation or other reasons.

INSTITUTIONAL RESPONSIBILITIES

• Support the Museum’s mission, values, vision, and core commitment to the visitor experience,
  community engagement, and institutional relevancy for the future
• Contribute to and support the OMCA strategic plan, annual priorities, and institutional initiatives
  such as diversity advancement
• Contribute to a positive organizational culture based on mutual respect, a spirit of collegiality,
  cooperation, and openness to many perspectives
• Participate in a culture of ongoing learning, collaboration, innovation, creativity, and community
  engagement
• All positions will have core functional responsibilities, cross functional team activation and
  learning and development as a core function of each role.

 

POSITION DUTIES AND RESPONSIBILITIES

 

Employee Relations

• Establish credibility throughout the organization and foster generative relationships with union
  leaders and members, supervisors, and all staff so that you can be an effective listener and
  problem solver of people issues
• Support the implementation of the antiracism and equity goals of the strategic plan
• Manage employee relations matters to ensure that confidential personnel information,
  organization processes and procedures meet internal and external audit requirements.
• Serve as a bridge between management and employees. Mediate conflicts, handle grievances,
  and administer disciplinary actions fairly.
• Act as a back-up HR liaison, to Senior Director of People, for any employee relations issues
  Employment Lifecycle
• Manage full cycle recruiting process utilizing both internal and external resources to ensure a
  positive experience to internal stakeholders and candidates.
• Collaborate with Senior Director of People on initiatives and processes focused on employee
  recruitment and retention by promoting a high level of employee satisfaction and engagement
• Partner with external recruiter to strategize and implement best practices related to a best-in-
  class talent acquisition lifecycle.
• Manage exit interview process, including analysis of survey results and action plans to address
  retention strategies.
• Partners with Senior Director of People to manage institutional internship/volunteer program as
  needed

Coaching and Training

• Develop core supervisor training programs that advance organizational mission, pro-union values
  and antiracist ways of working in a unionized environment and that ensure consistent and
  equitable application of the CBA
• Train and support supervisors in managing through the probationary period and in performing
  performance check-ins and supervisor 360 reviews
• Support managers in the progressive discipline process including development and review of
  corrective actions and related documentation.

Strategy and Analysis

• Work with the Senior Director of People to administer, follow-up, and provide support to create
  solutions-based strategies to address organizational risks
• Track and monitor employee statistics to support the creation of the annual diversity report and
  staff presentation, developed in collaboration with the Labor Management Committee
• Monitor employee complaints and grievances for trends and ideate training, policy or protocol
  improvements to decrease complaints
• Monitor employee climate to identify issues/trends; recommend proactive solutions based on
  business needs / best practices and counsels’ leadership on identifying issues and implementing
  corrective actions

Compliance

• Maintain in-depth knowledge of applicable employment and labor laws, reducing risk and
  ensuring regulatory compliance
• Manage timely response to all state and federal reporting.
• Responsible for coordination of annual job description review process in compliance with Federal
  guidelines
• Partner with Director of Facilities and Safety to ensure annal compliance of required trainings
  (Unlawful Harassment, Workplace Violence Prevention, Safety, etc.)

Administrative

• Implement HR process workflows and establish a continuous improvement cycle ensuring human
  resource operations remain accurate, efficient, and legally compliant
• Manages and tracks leaves throughout the organization and corresponds with staff as needed
• Manage all incoming correspondence ensuring timely responses and proper document retention
  and filing
• Responsible for workers compensation administration
• Maintains contracts for HR system vendors
• Assists Senior Director of People with new initiatives as needed
• Perform other duties as required or assigned which are reasonably within the scope of the duties in this job
  classification.

Qualifications

EXPERIENCE

• Ability to display and encourage visitor and internal customer service, take and share
  responsibility and treat others with respect
• 3-5 years related human resources experience, ideally in a social justice non-profit or labor union
  environment.
• SHRM-CP or PHR preferred
• English language proficiency in both spoken and written form
• Working knowledge of document, spreadsheet, slides, and project management software
  required, preferably those in the Google Suite and Asana
• Strong understanding and working knowledge of applicable labor and employment laws and
  regulations at the state and federal level, including NLRA, FLSA, Title VII, ADA and FMLA
• In-depth understanding of and the ability to apply technical principles, theories, and concepts of
  the labor relations field
• A track record as a successful change agent who can help lead a transformation in culture
• A highly collaborative work style with the ability to partner with and influence key organizational
  leaders and build high functioning teams
• Ability to conduct a thorough and comprehensive investigation and strong mediation and conflict
  resolution skills.
• Ability to interface and work well with all levels of management and staff
• Demonstrated ability to maintain the highest ethical standards, including confidentiality and
  handling sensitive situations and information with the utmost discretion and diplomacy
• Demonstrated ability to make recommendations to effectively resolve problems or issues by using
  judgment that is consistent with policies, regulations, and government law
• Demonstrated ability to objectively coach employees and supervisors through issues that may be
  complex, difficult and emotional
• Outstanding work management, interpersonal, teamwork, and collaboration skills
• Exceptional written and verbal communication skills
• Excellent organizational skills and attention to detail
• Commitment to ideals of justice, equity, diversity and inclusion
• Commitment to fostering an anti-racist work culture and to anti-racist principles and learning
• Invested in creating a positive and collegial unionized work environment that reflects equity
  across union and non-union employees
• Excellent relationship-builder with the ability to successfully work collaboratively with all levels of
  employees, the union, management, and external partners
• Ability to communicate effectively verbally and in writing
• Flexibility and excellent organizational skills
• An ambitious self-starter with exceptional communication skills

 

WORK ENVIRONMENT
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of the job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions. The environment may include:

• Museum environment involves both indoor and outdoor working conditions
• Ability to travel between OMCA locations, and other travel as required by position responsibilities

 

EEO STATEMENT
The Oakland Museum of California is dedicated to diversity, inclusion, accessibility and equity. We are an
equal opportunity employer and all qualified applicants will receive consideration for employment without
regard to age, race, color, religion, sexual orientation, gender identity, national origin, ability/disability
status, protected veteran status, or any other characteristic protected by law. We highly encourage our
diverse community to apply for available employment, internship, fellowship and volunteer positions at the
Museum, as we aim to ensure our staff reflects the diversity of our visitors and surrounding community. In
compliance with the Americans with Disabilities Act, OMCA will provide reasonable accommodations to
qualified individuals with disabilities.

 

COMPENSATION: $95,408

Equal employment opportunity, including veterans and individuals with disabilities.

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