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To apply for a posted position, e-mail your resume and cover letter to Upon receiving your resume, we will review your credentials and contact you if they are commensurate with the requirements of the position for which you are applying.

Unless otherwise identified, all job opportunities are based in downtown Los Angeles at MOCA's staff offices located at MOCA Grand Avenue. MOCA is an Equal Opportunity Employer.

Thank you for your interest in MOCA.

Director of Human Resources


MOCA is seeking a skilled, smart and adept leader to join our team as Director of Human Resources. The Director of Human Resources will play a key role in envisioning and ensuring the highest quality of human resources programs and services. Reporting to the Deputy Director, the Director of Human Resources is responsible for providing HR leadership for approximately 200-250 exempt and non-exempt employees in a variety of functions and ensuring that the museum's employment practices are legally sound and effective. This position serves as an advisor to executive management to help ensure that the museum operates in compliance with all federal, state, and local employment laws, and provides critical HR leadership particularly in times of change and growth. The Director of Human Resources manages all aspects of HR including but not limited to talent acquisition and retention; employee relations; compensation; benefits administration; payroll for approximately; employee training and development; performance management; and development of museum policies, systems, and procedures. A key function of this role will be to support the museum’s diversity, equity, accessibility, and inclusion initiatives.


  • At least 5 years of human resources experience in a leadership capacity
  • Successful track record of developing and implementing diversity and inclusion programs as well as creating and delivering internal training programs
  • Strong interpersonal skills; demonstrated experience and comfort managing difficult situations and a wide range of workplace situations and behaviors
  • Demonstrated knowledge of sound employment practices, and strong knowledge of California,  Federal, and local employment laws including but not limited to EEO/AA, DOL, ADA, FMLA, WC, FLSA, Title VII, etc.
  • Experience with organizational structure and restructuring; knowledge of workforce operating efficiencies
  • Experience processing payroll – strong proficiency with ADP Workforce preferred
  • Experience with seasonal employees and management of temporary and part-time staff
  • Strong problem solving, analytical, and organizational skills with proven follow-up and follow-through skills
  • Excellent written and verbal communication skills
  • Ability to successfully work in a fast-paced environment and handle highly sensitive issues while balancing employee advocacy, management demands, and museum objectives; demonstrated ability to proactively manage and resolve complex and sensitive human resource issues
  • Ability to work with a high sense of urgency and strong time management skills to be able to executive tasks efficiently and calmly
  • Successful track record of driving organizational change, building trust among staff at all levels, and fostering a positive workplace culture through emotional intelligence and driving employee engagement
  • Strong proficiency in Google and Microsoft Office products (Microsoft Word, Excel, and Outlook)
  • Bachelor’s degree in human resources, industrial relations, business management, or a related field
  • PHR/SPHR or SHRM-CP/SCP certification preferred
  • Proficiency with EaseCentral preferred
  • Experience in museums, other cultural or non-profit organizations, and/or the arts preferred


Essential Functions

  • Employment Law Compliance – ensure compliance with all federal, state, and local employment laws; develop and implement employment policies and procedures to ensure equity and legal compliance; update employee handbook as needed to ensure compliance with current law; represent museum at unemployment hearings; advise on independent contractor/consultant status and position classifications
  • Recruiting & Staffing – coordinate  recruiting and selection efforts for all museum positions; conduct organizational and departmental staffing analyses; create and revise job descriptions; interview and hire candidates; guide department heads/managers in the recruiting process
  • Employee Relations – counsel management and employees on employee relations issues; anticipate problems whenever possible; conduct internal investigations and respond to complaints and high-risk or sensitive employee relations issues; administer progressive discipline; perform grievance and conflict resolution; ensure fair and consistent enforcement of policies and practices; investigate employee workplace situations including claims of harassment, discrimination, and policy violations; provide advice and consultation for exempt and non-exempt employees on policy interpretation, performance coaching, conflict resolution, career development, etc.; provide recommendations to executive management involving employment legal matters; consult with legal counsel as needed
  • Compensation – conduct market data analysis; develop salary ranges for all positions; liaise with nonprofit institution HR colleagues regarding compensation ranges and best HR practices
  • Benefits Administration – in collaboration with benefits broker, administer group benefits plan, including but not limited to medical, dental, vision, life, and disability insurance programs, health savings accounts, COBRA, and other voluntary insurance with the benefits administration software EaseCentral; administer FMLA/CFRA and other leaves of absence; negotiate annual premium and plan renewals; manage annual open enrollment; process enrollments and terminations; process benefit billing and account reconciliation; work with benefits broker to ensure compliance in reporting procedures, ACA and 1094/1095; serve as 401(k) plan administrator and member of retirement plan committee; coordinate annual retirement plan audit
  • Budgeting – propose, revise, review, and manage HR departmental budget
  • Workers’ Compensation – manage workers’ compensation process; liaise with employee and claims adjustors; monitor open cases through the closure and Form DWC-1
  • Payroll and HRIS – process or supervise processing biweekly payroll for all staff and ensure all wage and hour compliance; manage HRIS database; compile reports and analyze HR metrics to support budgets, forecasts, and provide data for executive management review
  • Onboarding and termination – conduct new hire orientations; perform background investigations; ensure I-9 compliance; conduct exit interviews
  • Employment records – safeguard confidential employment records and health data; respond to all requests for verification of employment
  • Performance management – advise managers on individual/team goal setting and delivering constructive feedback; administer and manage the performance review process
  • Systems – proactively manage HR systems (both ADP and EaseCentral) in order to ensure data integrity; safeguard confidential employment records and respond to all requests for verification of employment
  • Management – manage the HR Generalist for all HR data entry, including but not limited to onboarding, new hire orientations, terminations, status changes, and other HR Generalist duties
  • Events – oversee all employee-related events (annual holiday party, employee celebrations, employee training, etc.) and staff fun committee

Physical Demands

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

While performing the duties of this job, the incumbent must be able to do the following: sit for extended periods; bend and reach for filing and other job-related functions; climb up and down stairs; bend, stoop, and lift to move and retrieve materials; pull, push, and lift; reach both above and below shoulder height. Specific visual abilities include close vision, color vision, depth perception, and the ability to adjust focus. Manual dexterity to operate a computer and other office equipment required. Heavy usage of computers and phones required. Must occasionally lift and/or move up to 20 pounds. 

The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made.


Please submit your resume and cover letter to