Senior Manager, People and Culture

Job Title: Senior Manager, People and Culture Reports to: Chief Financial Officer Want to play your part in protecting our local communities from the impacts of climate change? Ready to roll up your sleeves to help achieve tangible results? Want to be part of a talented, deeply committed, and national award-winning conservation organization? Then please read on! Sonoma Land Trust (SLT) is looking for a Senior Manager, People and Culture to oversee all aspects of Human Resource (HR) administration for SLT’s staff of approximately 48 full-time employees including: recruiting, onboarding, employee relations, benefits administration, compliance, and learning and professional development. SLT serves a diverse audience with broad cultural heritages, socioeconomic backgrounds, genders, and orientations. We encourage applications from candidates who reflect and value the audiences and populations we serve. Overview The Senior Manager, People and Culture plays a mission-critical role in this work by collaborating with SLT Leadership to nurture the people and culture of Sonoma Land Trust (SLT). Reporting to the Chief Financial Officer this role is responsible for the full employee lifecycle: recruiting, onboarding, employee relations, benefits administration, compliance, and learning and professional development. The Senior Manager, People and Culture partners closely with the leadership team to foster a healthy, equitable, and high-performing workplace culture, and serves as a trusted resources for staff at all levels. Primary Responsibilities PEOPLE AND CULTURE - Champion an organizational culture grounded in the mission, equity, transparency, and staff wellbeing. - Design and run engagement initiatives, including staff surveys, all-staff gatherings, and recognition programs. - Lead the administration of the annual employee engagement survey and engage in process improvement work with the Leadership Team. - Serve as a first point of contact for employee questions, concerns, and conflicts; conduct workplace investigations as needed with discretion and care. - Advise managers on performance management, coaching, and corrective action. RECRUITMENT AND ONBOARDING - Facilitate SLT’s full recruitment process including job description development, recruiter sourcing (where needed), screening, interview coordination, background checks, and compensation negotiation. - Partner with hiring managers to build inclusive and structured interview processes. - Lead onboarding to ensure new hires are well oriented to SLT’s mission, role expectations, policies, and culture. TRAINING AND DEVELOPMENT - Manage the individual objective setting, professional development, and performance review processes. - Build and maintain a learning and staff development program that includes offerings for both supervisors and staff. - Coach managers on giving feedback, setting goals, and developing their teams. BENEFITS AND COMPENSATION - Administer the employee benefits program (medical, dental, vision, retirement, EAP, ancillary benefits), including open enrollment, employee education, and vendor management. - Process leaves of absence and accommodations (FMLA/CFRA, PDL, ADA accommodations) with managers and external administrators. - Collaborate in updating the compensation framework in partnership with the Chief Financial Officer: job leveling, job grades, salary bands, and periodic market benchmarking with third-party consultants. COMPLIANCE - Maintain compliance with California and federal employment law, including FEHA, CFRA, PFL, paid sick leave, meal and rest break requirements, wage and hour rules, exempt classification testing, workplace violence prevention, and harassment prevention training mandates. - Support Leadership and Board in HR policy development, maintain the employee handbook, and ensure timely updates as laws evolve. - Oversee personnel recordkeeping, I-9 administration, EEO reporting, workers' compensation claims, and required postings. - Coord…