Board Member – Human Resources (Voting Director)

Overview

The Board Member – Human Resources serves as a voting member of the Bloom Again Foundation Board of Directors and provides strategic oversight and guidance related to organizational culture, people operations, talent management, and compliance with employment regulations.

This role strengthens the Board’s governance capacity by ensuring sound human resources practices, ethical employment standards, risk mitigation, and alignment between personnel policies and the organization’s mission and strategic plan.

This is a volunteer governance position. The Human Resources Board Member does not function as staff HR but provides high-level advisory support, policy review, and strategic insight in alignment with board responsibilities.

Role Purpose

To strengthen Bloom Again’s internal infrastructure by supporting strong people systems, compliant employment practices, inclusive culture-building, and leadership sustainability.

Core Governance Responsibilities

• Uphold fiduciary duties of care, loyalty, and obedience.
• Participate in board votes and strategic deliberations.
• Maintain confidentiality regarding personnel matters.
• Support fundraising and ambassadorial responsibilities.
• Meet the annual 'Give or Get' contribution requirement.

Primary Human Resources & Governance Responsibilities

1. Organizational Structure & Workforce Planning

• Advise on organizational structure and role clarity as Bloom Again grows.
• Support development of position descriptions for staff and contractors.
• Provide strategic input during Executive Director recruitment and onboarding.

1. Employment Policy & Compliance Oversight

• Review and advise on employee handbook and HR policies.
• Support compliance with federal and California employment laws.
• Advise on independent contractor classifications and volunteer agreements.
• Identify potential HR-related risk exposure and mitigation strategies.

1. Culture, Equity & Inclusion

• Support development of inclusive hiring and retention practices.
• Advise on equitable compensation philosophy and performance evaluation frameworks.
• Promote workplace culture aligned with Bloom Again’s mission and values.

1. Risk Management & Employee Relations (Advisory Level)

• Provide high-level guidance on conflict resolution processes.
• Advise on grievance procedures and documentation standards.
• Recommend when outside employment counsel should be engaged.

1. Leadership Development & Succession Planning

• Support development of leadership succession plans.
• Advise on board and staff leadership development strategies.
• Ensure performance evaluation processes are fair, documented, and mission-aligned.

Collaboration

The Board Member – Human Resources collaborates closely with the Co-Presidents, Governance Chair, Treasurer, and Executive Director (upon appointment). HR-related updates and strategic workforce considerations are incorporated into board planning discussions and annual governance reviews.

Qualifications

• Experience in Human Resources leadership, employment law, organizational development, or talent strategy.
• Knowledge of nonprofit HR best practices and California employment regulations preferred.
• Strong understanding of performance management, culture-building, and compliance.
• Commitment to ethical leadership and mission-driven service.
• High discretion and confidentiality.

Term of Service

Standard board term of 2–3 years, renewable upon board approval, as defined in the Bylaws.

Expected time commitment: 6–10 hours per month, including meetings, preparation, and policy review.

Performance & Accountability

• Evaluated annually as part of the Board’s self-assessment process.
• Expected to maintain active participation and governance engagement.
• Contribute to strengthening Bloom Again’s organizational sustainability and workforce integrity.

Strategic Plan Alignment (2025–2028)

Goal 1: Expand and Strengthen Program Impact

• Advise on staffing structure for health advocacy and financial literacy expansion.

Goal 2: Build Board Capacity & Operational Infrastructure

• Clarify board roles and commitments to reduce burnout and role ambiguity.

• Support recruitment of diverse members and male allies.

• Strengthen onboarding and succession systems.

Goal 3: Improve Internal Processes for Efficiency

• Support streamlined meeting structures and performance accountability.

• Advise on knowledge transfer systems.

Goal 5: Foster Recognition & Legacy Building

• Support development of formal appreciation systems for board and volunteers.