Human Resources Director

YMCA
Salary
$68,000.00
$75,000.00
How to Apply
Apply Online
Provide leadership and assure an environment of trust, respect and welcoming for all.
Job Description

This position supports the mission and work of the Y, a leading nonprofit, charitable organization. The Human Resources Director at the YMCA of Central New York will be a critical part of the of the Human Resource (HR) department leading the organization by supporting with recruiting and on-boarding staff, managing benefits, all leave programs, educating employees and coaching supervisors on company policies and practices, being visible in branches and developing a welcoming culture. The Human Resources Director provides leadership and assures an environment of trust, respect, and welcoming for all.

Qualifications
  • Associate’s degree in Human Resources, Business Administration, or related field preferred.
  • SHRM-CP preferred
  • nimum of 3 years of experience in human resources or other equivalent experience required.
  • Proven ability to lead, coach and develop a high-performing team.
  • Excellent communication, interpersonal and presentation skills.
  • Strong analytical, problem-solving and decision-making skills.
  • Demonstrated ability to exercise discretion and maintain confidentiality.
  • Proficient in Microsoft Office Suite and HRIS systems.
Essential Functions

Models the YMCA core values of caring, honesty, respect, and responsibility. Developing and maintains positive relationships and trust with individuals and groups at all levels of the organization. 

Policy, Compliance & Risk Management 
• Know, lead, and communicate all YMCA policies, guidelines, regulations, and procedures, including those for compliance, safety, risk management, child abuse prevention, and staff expectations. 
• Ensure compliance with federal, state, and local safety and employment laws and regulations, reviewing and suggesting continuous improvement of policies and practices across the association. 
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. 


HR Operations & Administration 
• Partners with the HRIS Director to support HR systems, operational needs, and coordination of HR Administrator tasks related to the HR Director’s areas of responsibility. 
• Manage HR administrative processes, including mail, billings, and other related tasks. 
• Lead all procedures related to leave and benefit administration. 
• Process and manage workers’ compensation, unemployment, insurance, and disability claims as required. 

Employee Relations & Engagement 
• Strengthen employee engagement by helping staff and supervisors understand employment policies, procedures, retirement programs, leave management, and employee benefits. 
• Execute HR initiatives across all branches, serving as a liaison and resource to directors on matters including learning and development, compliance, performance management, recognition programs, onboarding, and employee relations. 
• Support employee feedback mechanisms such as surveys, focus groups, and exit interviews; analyze data to identify trends, issues, and opportunities for improvement. 

Other Responsibilities 
• Travel to all branches as required. 
• Attend all mandatory meetings and trainings. 

Cause-Driven Leadership Competencies
  • Change Leadership: Facilitates, co-creates, and implements equitable change for the good of the organization and/or community. 
  • Communication & Influence: Listens and expresses self effectively and in a way that engages, inspires, and builds commitment to the Y’s cause.
  • Critical Thinking & Decision Making: Makes informed decisions based on logic, data, and sound judgment.
  • Functional Expertise: Executes superior technical skills for the role Innovation: Creates and implements new and relevant approaches and activities that improve and expand the Y’s work and impact in the community.
  • Developing Self & Others: Develops self and supports others (e.g., staff, volunteers, members, program participants), both formally and informally, to achieve their highest potential. 
Required Certifications
  • Must complete annual safety, combating sexual harassment, and child abuse prevention trainings assigned by human resources prior to direct service.
  • SHRM-CP or PHR certification preferred but not required.
  • Valid drivers license required.