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Resource Director Jobs in San Ramon, CA (NOW HIRING)

Beloved Ones

Human Resource Generalist

Antioch, CA · On-site

$70K - $80K/yr

Partner with maintaining, updating, and writing s with the hiring manager or HR Director. * Work with HR team and administrator to screen resumes and conduct phone and in-person interviews. * Assist ...

Onigilly Inc

Director Of Human Resources

San Mateo, CA · On-site

Description We're looking for a highly driven, organized, and personable Director of Human Resources to play an important role on our team. You'll be responsible for the business administration ...

Zinier Inc

Director of Human Resources

Burlingame, CA · On-site

Being in the driver's seat of human resource, you will be leading all HR and Recruitment related ... Direct outreach through recruitment portals and own recruitment network for hiring of critical ...

Zinier Inc

Director of Human Resources

Burlingame, CA · On-site

Being in the driver's seat of human resource, you will be leading all HR and Recruitment related ... Direct outreach through recruitment portals and own recruitment network for hiring of critical ...

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Resource Director information

What is a resource director?

Resource Directors are professionals responsible for overseeing the allocation, management, and optimization of an organization's resources, such as personnel, finances, equipment, or materials. Their main goal is to ensure that resources are used efficiently to meet project or organizational objectives. Resource Directors often collaborate with various departments to balance workloads, forecast future resource needs, and resolve conflicts over resource allocation. They play a vital role in strategic planning and operational success within companies, especially in industries like healthcare, education, and project-driven businesses.

How does a resource director balance competing demands from different departments while ensuring optimal resource allocation?

Resource Directors often face the challenge of managing requests from multiple departments with limited resources. They use strategic planning, prioritization frameworks, and regular cross-departmental meetings to understand project needs and timelines. Collaboration and effective communication are key, as is maintaining transparency about resource availability and constraints. This role requires both strong negotiation skills and the ability to adapt plans quickly as organizational priorities evolve.

What are the key skills and qualifications needed to thrive as a resource director, and why are they important?

To thrive as a Resource Director, you need strong organizational, strategic planning, and leadership skills, typically supported by a degree in business administration, management, or a related field. Familiarity with resource management software, budgeting tools, and project management systems like Microsoft Project or Smartsheet is commonly required. Outstanding communication, negotiation, and problem-solving abilities help a Resource Director effectively allocate resources and manage stakeholder expectations. These skills ensure optimal utilization of resources, efficient project delivery, and alignment with organizational goals.

What is the difference between Resource Director vs Resource Manager?

AspectResource DirectorResource Manager
CredentialsTypically requires a bachelor's degree in business, management, or related field; certifications like PMP or PMI-ACP are commonSimilar credentials as Resource Director, often with project management certifications
Work EnvironmentStrategic planning, overseeing multiple projects or departments, high-level decision makingManaging specific projects or teams, operational focus, day-to-day resource allocation
Employer & Industry UsageUsed in large organizations across industries like IT, construction, and healthcareCommon in organizations of all sizes, especially in project-driven industries
Search & Comparison IntentUnderstanding strategic resource planning and leadership rolesManaging resources for specific projects or teams

The Resource Director focuses on strategic oversight and high-level resource planning across departments, while the Resource Manager handles day-to-day resource allocation within projects. Both roles require similar credentials but differ in scope and responsibilities.

Do you need a degree to be a resource director?

A resource director typically does not require a specific degree, but many employers prefer candidates with a bachelor's degree in business, management, or a related field. Relevant experience, leadership skills, and knowledge of resource management tools are often more important than formal education for this role.

What are the most commonly searched types of Resource jobs in San Ramon, CA?

The most popular types of Resource jobs in San Ramon, CA are:

What are popular job titles related to Resource Director jobs in San Ramon, CA?

For Resource Director jobs in San Ramon, CA, the most frequently searched job titles are:

What job categories do people searching Resource Director jobs in San Ramon, CA look for?

The top searched job categories for Resource Director jobs in San Ramon, CA are:

What cities near San Ramon, CA are hiring for Resource Director jobs?

Cities near San Ramon, CA with the most Resource Director job openings:

Resource Director jobs near you
Infographic showing various Resource Director job openings in San Ramon, CA as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution.

Senior Director, Human Resources

SF Health Plan

San Francisco, CA • Hybrid

$225K - $260K/yr

Full-time

Medical, Dental, Retirement, PTO

Posted 15 days ago

Key responsibilities

  • Lead the Human Resources function and represent it to the Executive Team, providing counsel and workforce reporting.

  • Direct organizational design programs, workforce transitions, and compliance obligations.

  • Oversee talent acquisition, compensation, benefits, and employee relations strategies and programs.

Job description

The Senior Director, Human Resources leads San Francisco Health Plan's (SFHP) Human Resources function, unifying workforce strategy. You will counsel executive and organizational leaders on workforce strategy, organizational design, and workforce risk, and represent HR to executive leadership. You will direct the full portfolio of Human Resources programs that span talent acquisition, L&D, total rewards, employee relations, HR policy, and HR Operations.

Please note that while SFHP supports a hybrid work environment, you are required to be onsite and in-office a minimum of 4 days per month. This is a hybrid position, based in our Downtown San Francisco office.

This position requires the incumbent to reside within the State of California and be able to report to our Downtown San Francisco office as required.

Salary: $225,000 to $260,000 annual

WHAT YOU WILL DO:

  • Lead the Human Resources function and represent it to the Executive Team, providing counsel and recurring workforce reporting to executive leaders.
  • Set the Human Resources function's strategy and annual roadmap with enterprise priorities, and conduct quarterly reviews of progress, priorities, and team capacity.
  • Counsel executive and organizational leaders on workforce strategy, organizational design, leadership effectiveness, and workforce risk.
  • Direct organizational design programs and workforce transitions, including selection governance, adverse impact review, and associated compliance obligations, and route binding legal determinations to employment counsel.
  • Lead our readiness for change, and guide the workforce through evolving business conditions while maintaining stability and engagement.
  • Direct the Human Resources operating model and service delivery standards, and evaluate and improve the function's processes, systems, and services to meet organizational needs.
  • Develop our compensation architecture, including the leveling framework, salary structure, market benchmarking methodology, and pay program design, and direct the periodic refresh of salary ranges.
  • Oversee and directly support the administration of compensation programs, approve exceptions to established salary ranges and program guidelines, and ensure pay decisions maintain internal equity, market alignment, and compliance with pay equity requirements.
  • Direct benefits strategy and approve material changes to benefit programs and costs, balancing market competitiveness, internal equity, and fiscal responsibility.
  • Design the annual performance review framework and philosophy.
  • Lead action planning on engagement survey results and interventions addressing systemic culture trends; translate enterprise values and culture into Human Resources programs.
  • Be the escalation point for complex employee relations matters below the executive level; conduct or direct sensitive investigations and approve outcomes for serious corrective action and separations.
  • Direct our response to employment claims and litigation in partnership with employment counsel, escalating matters involving executive leadership through established governance.
  • Direct enterprise workforce planning, including position management and headcount governance in partnership with Finance; establish succession plans and talent pipelines.
  • Direct talent acquisition strategy and set offer and negotiation standards.
  • Set Learning & Development strategy, aligning development investment with future capability needs, and design executive leadership programming.
  • Develop and maintain Human Resources policies, draft and approve new policies and material revisions, and ensure policies remain current, legally compliant, and consistently applied across the organization.
  • Select and direct enterprise Human Resources technology, including the HRIS, and direct HRIS data integrity, workforce analytics, and recurring workforce reporting to the Executive Team.
  • Propose the annual Human Resources budget, manage the function within the approved envelope, and direct vendor and consultant relationships, including benefits brokers, survey providers, and outside counsel.
  • Prepare board-level human capital reporting materials and present to the Governing Board.
  • Direct the Human Resources team. Set challenging goals, delegate ownership, and provide coaching to help them grow. Conduct performance reviews and establish growth paths for staff. Additionally, carry a personal share of the function's most complex work.
  • Ensure compliance with federal and California employment law, and maintain audit readiness for regulatory reviews involving workforce matters.
  • Ensure workforce and staffing decisions account for obligations under DHCS, DMHC, and NCQA frameworks, including required safeguards for the independence of designated functions.

WHAT YOU WILL BRING:

  • Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience required.
  • Ten or more years of progressive experience within Human Resources, including five or more years in senior leadership roles with accountability for a full-service Human Resources function.
  • Demonstrated experience leading Human Resources through organizational change, including periods of growth and structural realignment.
  • Expertise as a working leader in a lean function, balancing team leadership with substantial direct execution.
  • Experience developing high functioning HR teams.
  • Experience in the latest HR technologies adoption.
  • SPHR, SHRM-SCP, or comparable senior Human Resources certification.
  • Experience in California and federal employment law, including wage and hour, protected leave, WARN and Cal-WARN, and anti-discrimination and harassment prevention requirements.

WHAT WE OFFER:

  • Health Benefits
    • Medical: You'll have a choice of medical plans, including options from Kaiser and Blue Shield of California, heavily subsidized by SFHP.
    • Dental: You'll have a choice of a basic dental plan or an enhanced dental plan which includes orthodontic coverage.
    • Vision: Employee vision care coverage is available through Vision Service Plan (VSP).
  • Retirement Employer-matched CalPERS Pension and 401(a) plans, 457 Plan.
  • Time off 23 days of Paid Time Off (PTO) and 13 paid holidays.
  • Professional development: Opportunities for tuition reimbursement, professional license/membership.

ABOUT SFHP:

Established in 1997, San Francisco Health Plan (SFHP) is an award-winning, managed care health plan whose mission is to provide affordable health care coverage to the underserved low and moderate-income residents in San Francisco County. SFHP is chosen by eight out of every ten San Francisco Medi-Cal managed care enrollees and its 175,000+ members have access to a full spectrum of medical services including preventive care, specialty care, hospitalization, prescription drugs, and family planning services.

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