Vice President of Human Resources - Tampa Metropolitan YMCA

Strategic Leadership

• Develop and execute the Association's Human Resources strategy aligned with organizational priorities.
• Serve as executive advisor on workforce planning, organizational design, culture, engagement, and organizational effectiveness.
• Lead enterprise change initiatives and use HR analytics to guide strategic decisions.

Human Resources Leadership & Team Development

• Lead, coach, mentor, and develop a high-performing Human Resources team.
• Create succession plans, career pathways, and development opportunities for HR staff.
• Build the HR function into a strategic business partner focused on service excellence, accountability, and innovation 

Employee Relations & Employment Law

• Serve as the Association's executive expert on employee relations and employment law.
• Provide guidance on investigations, accommodations, leaves, discipline, performance issues, and conflict resolution.
• Partner with legal counsel to reduce organizational risk and ensure compliance with federal, state, and local employment laws.
• Develop and maintain compliant employment policies and coach leaders on consistent employment practices.

Talent Acquisition, Development & Workforce Planning 

• Develop and execute an innovative enterprise-wide talent acquisition strategy that attracts, engages, and retains a diverse, high-performing workforce.
• Leverage modern recruiting methods, including social media platforms, digital marketing, employer branding, employee referral programs, artificial intelligence tools, and strategic talent sourcing to expand candidate
• Partner with Marketing and Communications to strengthen the YMCA's employer brand, promoting the Association as an employer of choice throughout the community.
• Utilize workforce planning strategies to anticipate future staffing needs and develop proactive recruitment initiatives aligned with organizational growth.
• Establish recruiting performance metrics, including time-to-fill, quality of hire, source effectiveness, candidate experience, offer acceptance rates, and retention of new hires.
• Evaluate labor market trends, workforce demographics, and competitive hiring practices to ensure recruiting strategies remain innovative and effective.
• Foster strategic partnerships with colleges, universities, professional organizations, military transition programs, and community organizations to strengthen talent pipelines. 

Compensation & Benefits (Strategic Partner)

• Partner with Total Rewards leadership to support compensation philosophy and benefits strategy.
• Provide strategic recommendations using workforce and market data to support attraction and retention.

Performance Management

• Lead the Association's performance management philosophy and support leaders in coaching, accountability, and development.

HR Analytics & Workforce Intelligence

• Establish a culture of data-driven decision-making throughout the Human Resources function.
• Develop executive dashboards and workforce metrics that provide actionable insights to executive leadership and the Board.
• Analyze workforce trends including turnover, retention, engagement, absenteeism, promotions, succession readiness, diversity, recruiting effectiveness, and leadership bench strength.
• Utilize predictive analytics to identify workforce risks, forecast staffing needs, and recommend proactive talent strategies.
• Measure the effectiveness and return on investment of Human Resources initiatives through meaningful key performance indicators.
• Partner with Finance and operational leadership to analyze labor costs, productivity, overtime, vacancy trends, and workforce utilization.
• Present workforce insights through executive-level reports and recommendations that support strategic planning and organizational decision-making.
• Ensure HRIS and reporting systems produce accurate, timely, and meaningful workforce information to improve organizational effectiveness.
• Leverage technology and automation to improve HR processes, reporting, and the employee experience.

Safety & Risk Management 

• Adhere to all Federal, State, and local safety regulations, as well as all YMCA policies and procedures related to the safety, health, and welfare of members, participants, guests, and staff.
• Ensure that all Tampa YMCA standards, leading practices, and policies are implemented and consistently followed, including those related to emergency procedures, child abuse prevention, and appropriate supervision.
• Adhere to policies and procedures related to managing high-risk activities and supervising participants and boundaries with participants when applicable.
• Ensure implementation of and follows all training requirements including risk management and child abuse prevention training in addition to ensuring proper reporting of all incidents/accidents according to risk management procedures.
• Maintain a safe and healthy environment at all times, including performing daily safety checks of program areas, equipment, and supplies.
• Maintain proper records, including certifications, meetings and training.
• Maintain an emphasis on safety in all areas of responsibility as they relate to members and staff.
• Adhere to risk management training requirements including child abuse prevention.
• Front desk personnel—ensure member or association guest are properly signed in and signed out, ensures only authorized adults are allowed in the facility, etc. 
• Contribute to creating and maintaining a safe, positive, and respectful environment for members, guests, and staff.
• Promptly report any suspicious or inappropriate behavior, as well as policy violations, following established association procedures.

Miscellaneous 

• This position may require availability to work flexible hours, including evenings, weekends, and holidays, as needed.
• This position requires in-person availability and does not have a remote work option.
• Performs other duties as assigned.