Vice President of Human Capital

The YMCA of Western NC is seeking an experienced human resources leader with multi-unit experience.
Job Description

The Vice President of Human Capital and Talent Development is an essential member of the senior leadership team focused on supporting the Association’s strategic vision and mission. This position supports the work of the Y, a leading nonprofit, charitable organization committed to strengthening community through youth development, healthy living and social responsibility. The Vice President of Human Capital and Talent Development serves on the COO’s senior leadership team and oversees the development and implementation of talent management/human resources policies, benefit plans and employee services, recruitment, selection, legal compliance, employee benefits, compensation, employee relations, diversity and inclusion, employment practices and procedures, employee communications and events. The Vice President of Human Capital and Talent Development also positions the Y as a community convener and collaborator to address critical social issues.  In addition, other support functions, in areas not specifically mentioned above, should be expected provided they ultimately impact YMCA operations. 

Qualifications
  • Bachelor's degree in business, human resources or equivalent; Master’s degree preferred
  • YMCA Organizational Leader certification preferred
  • Eight or more years of professional experience in all aspects of human resources management and staff development and/or equivalent combination of education and experience
  • Knowledge and professional experience in planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
  • Ability to relate effectively to diverse groups of people from all social and economic segments of the community
  • Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources
  • Proficiency in business and human resources-related computer applications, which may include talent management systems, time and attendance systems, etc.
Essential Functions

 

  1. Contributes to the overall Y mission of strengthening communities through youth development, healthy living and social responsibility with association-level responsibility for compliance with Association personnel policies.
  2. Represents the YMCA with key community organizations and events
  3. Collaborates with service line leaders and staff to ensure excellence and consistency in service through daily high-touch care of members, program participants and volunteers
  4. Works closely with other members of the leadership team to ensure the effective management, coordination and integration of strategic priorities and their operational function
  5. Drives synergy and continuity throughout the association through effective leadership of their assigned focus areas
  6. Performs quality work within given deadlines and expectations with or without direct supervision
  7. Interact professionally with other employees, members, program participants, volunteers, and other individuals within the community, always being mindful of the YMCA’s four core values of caring, honesty, respect, and responsibility
  8. Serves effectively as a team contributor on all assignments
  9. Manages the staff members on the Human Capital team
  10. Creates a vibrant cause-centered culture for staff and volunteers
  11. Participates in strategic planning for the organization. Provides leadership and consulting support to executives and management on matters of reinforcing culture, setting goals, developing policy, and implementing strategic objectives. Aligns organizational structure, roles, and responsibilities to achieve goals
  12. Develops and executes human capital strategy in service of the Y mission
  13. Fosters the development of staff and volunteers at all levels in the organization by engaging in ongoing feedback and coaching, creating succession plans, and providing resources and support for informal and formal learning at all levels
  14. Oversees talent management, including staff training and leadership development, retention, recognition, employee communication and career development. Assesses and evaluates training and staff development needs and develops programs to meet needs
  15. Works with senior leaders to create organizational policies and structures that remove barriers and foster equity and inclusion for all
  16. Plans, develops, organizes, implements, directs and evaluates the association’s human capital function and performance
  17. Develops and maintains performance management and appraisal programs. Aids employees and supervisors with questions and workplace problems
  18. Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes
  19. Advises association leadership on employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel
  20. Oversees HRIS systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc.
  21. Works directly with assigned committees of the board to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board
  22. Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs
  23. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets
  24. Provides direct leadership to Employee Resource Groups and leads the Association’s efforts to advance diversity and inclusion
  25. Works effectively to respond to employee issues and provides regular training to improve the performance of leaders throughout the organization
  26. Regularly reviews and makes recommendations to the COO for improvement of policies and practices about human capital and inclusion matters
  27. Performs all other duties as assigned
Required Certifications
  • Senior human resources certification (SPHR or equivalent) preferred