Director of Human Resources

• Develops organizational goals and strategic plans for human resources to meet annual organizational growth deliverables in all areas including, but not limited to reinforcing culture, setting goals, developing policy, onboarding staff, employee development, and implementing strategic objectives.  Aligns organizational structure, roles, and responsibilities to achieve goals.  Plans and directs organizational development.
• Oversees talent management, including staff training and leadership development, employee retention, recognition, employee communication and career development.  Assesses and evaluates training and staff development needs, and develops programs to meet needs. 
• Develops organizational policies and structures that remove barriers and foster equity and inclusion for all.
• Defines and collects key performance metrics to enable accurate and valid measurement of workforce performance and to identify areas for improvement. Builds the Y’s human capital by instilling and reinforcing a strong employee development culture with programs supported by management.
• Develops and maintains performance management and appraisal programs.  Provides assistance and coaching to employees and supervisors with questions and workplace issues.
• Fosters the development of staff at all levels of the organization by engaging in ongoing feedback, coaching and providing resources and support for informal and formal learning at all levels.
• Oversees compensation, payroll, 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. 
• Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources to reduce organizational risk and manages relationships with compliance agencies and YMCA legal counsel. 
• Oversees investigations and response to legal claims in conjunction with legal counsel.
• Oversees HR 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.
• 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.
• Develops staffing strategies and implementation plans for operational programs.  Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs.
• Responsible for workforce planning to ensure YMCA customer needs are being met in the most efficient and effective manner.  In collaboration with Operations, analyzes staffing patterns on an on-going basis to determine appropriate hours of work, shift requirements, and peak periods.
• 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.
• Other duties as assigned.
• Act according to facility protocol to ensure safety of all staff and children which includes:
• Adhere to policies related to boundaries with staff and children.
• Attend required abuse risk management training.
• Report suspicious and inappropriate behaviors and policy violations.
• Follow mandated abuse reporting requirements.
• Follow employees and volunteers screening requirements and use screening tools to screen for abuse risk.
• Communicate to all employees and volunteers the organization’s commitment to protect children from abuse. 

Work Environment & 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 employee is regularly required to use a computer for extended periods of time and be able to communicate using a computer and phone/smart device. 
• The employee frequently is required to sit and reach, and must be able to move around the work environment.
• The employee must occasionally lift and/or move up to 10 pounds. 
• Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust.
• The noise level in the work environment is usually moderate.