Similar Positions
SVP, People Strategy, Culture & Risk
YMCA of Greater Brandywine
HR Generalist
Somerville YMCA
Chief People and Culture Officer
YMCA Southcoast
Join our Y as HR Director — empower people, build culture, strengthen lives and grow with local community.
Job Description
The Human Resource Director plays a pivotal role in supporting the Beaufort-Jasper YMCA of the Lowcountry’s mission by overseeing and executing critical HR functions, including recruitment, onboarding, training, benefits administration, compliance, training and development, HR Systems, and employee relations. As a strategic partner, the HR Director collaborates with leadership on workforce planning, employee relations, and initiatives that enhance employee experience and operational efficiency, while fostering a positive workplace culture. This position ensures HR operations are conducted in alignment with organizational goals, policies, and employment laws.
Reporting to the CEO, the HR Director will help develop and implement HR strategies, policies, and programs that foster an engaging and high-performing work environment. The individual in this role will also provide guidance and support to leadership and staff, ensuring compliance with federal and state regulations, while promoting a workplace culture that reflects the Y’s core values of caring, honesty, respect, and responsibility.
Additionally, the HR Director will manage HR systems and reporting, leads process improvements, oversee employee training initiatives, contribute to workforce planning and talent development, aiding to shape HR strategy in support of organizational growth. This role requires a high level of confidentiality, interpersonal skills, and leadership, as well as the ability to navigate HR technology systems and data-driven decision-making.
Through a proactive and service-oriented approach, the HR Director will play a key role in strengthening the YMCA’s workforce, ensuring an inclusive and supportive work environment, and driving strategic HR initiatives that align with the Y’s commitment to strengthening community impact.
Qualifications
· Bachelor’s degree in Human Resource Management, Business Administration, or a related field (or equivalent combination of education and experience).
· SHRM-CP or PHR certification strongly preferred.
· 3–5 years of progressive HR experience, with at least 1 year in a supervisory or leadership capacity preferred.
· Knowledge of HR practices including recruitment, compliance, benefits, employee relations, and training.
· Solid understanding of HR and payroll is also a must.
· Strong communication, organization, and project management skills.
· Demonstrated practice in the following leadership attributes: Accountability, Managerial Courage, Ownership, Team Player, and Discipline.
· Proficiency in HR systems such as Paylocity, iCIMS, or similar HRIS/ATS platforms, and Microsoft Office Programs.
· High level of integrity and ability to manage sensitive and confidential information/situations and documentation.
· Good to excellent spelling, grammar, written and verbal communication skills.
· Ability to prioritize and manage multiple tasks in a fast-paced, evolving mission-driven environment.
· Exhibits initiative, responsibility, flexibility and leadership.
· Ability to maintain a flexible attitude and approach towards assignments.
· Ability to read, analyze and interpret common financial reports, Employment Law, and/or government regulations.
· YMCA experience and bilingual proficiency are a plus.
Essential Functions
1. Strategic HR Leadership & Workforce Planning
- Lead strategic HR initiatives that support organizational goals, including workforce planning, talent development, and organizational culture.
- Contribute to the development and implementation of HR policies, systems, and strategies that promote a high-performing, inclusive, and value-driven workplace.
- Actively support the onboarding and planning for new YMCA locations or strategic initiatives.
2. Talent Acquisition & Onboarding
- Lead full-cycle recruitment efforts for all exempt, non-exempt staff, seasonal and leadership roles including job fairs, school partnerships, recruitment vendors, and job postings.
- Oversee new hire processes including offer letters, background checks, onboarding logistics, and compliance documentation.
- Support talent pipeline initiatives such as Counselor in Training internships and community outreach partnerships.
- Collaborate with marketing and program leaders to create strategic recruitment campaigns that align with workforce needs and seasonal hiring demands.
3. Training, Development & Performance Management
- Develop & maintain a yearly training calendar, including but not limited to CPR, New Staff Orientation, and All Staff meetings.
- Design & Facilitate training for employees, including Policies & Procedures, New Staff Orientation, and Human Resource Information System (HRIS) & Applicant Tracking System (ATS).
- Provide structured training, coaching, and ongoing professional development to the HR Admin Coordinator and support staff.
- Support performance management processes including feedback delivery, performance documentation, and disciplinary actions as needed.
- Manage training newsletters, training evaluations, and survey data, as needed.
- Monitor training effectiveness and professional development programs through evaluations and feedback mechanisms.
4. Benefits Administration & Employee Wellness
- Support benefits strategy and vendor management including the evaluation, selection, and transition of brokers, TPAs, and administrators.
- Manage benefit administration, including claims resolution, change reporting, and communicating benefit information to employees.
- Assist with the renewal process and assess plan performance in collaboration with the CFO and the CEO.
- Lead Open Enrollment planning and employee education efforts, including Benefit Summits and onboarding benefit overviews.
- Provide support leave management including short-term disability, FMLA, Workers’ Compensation, and accommodations.
- Able to support with preparation of Workers’ Compensation paperwork.
- Support employee financial wellness and well-being programming through community partnerships.
5. HR Compliance & Policy Management
- Ensure compliance with federal and state labor laws and regulations and maintain accurate documentation and reporting.
- Oversee key compliance initiatives including background checks, MVR processing, and Praesidium Accreditation requirements.
- Assist with HR audits and government reporting including ACA, OSHA, and Census filings.
- Participate in developing department goals, objectives, and systems.
- Develop and assist in the development, recommendation, implementation, preparation, and maintenance of personnel policies and procedures.
- Keep up with changes in employment law and leads internal audits
6. HR Systems, Reporting & Analytics
- Manage HRIS and ATS data, workflows, and reporting to support organizational metrics and compliance tracking.
- Provide analytical interpretation of HR data to the CFO and the CEO to identify trends in turnover, recruitment, and employee engagement, and provide actionable insights to leadership.
- Maintains HRIS records and compiling reports from the database.
- Collaborate with vendors and platform partners to ensure system optimization and efficiency.
7. Employee Relations & Culture Engagement
- Supervise and support HR Admin Coordinator and Support Staff, particularly on matters related to employee relations concerns and/or employee engagement initiatives.
- Provide guidance and support to employees and managers on employee relations, conflict resolution, and engagement strategies.
- Partner with leadership on organizational culture initiatives, including DEIB, mental health training, conflict resolution, and employee engagement initiatives.
- Foster a positive work environment aligned with the YMCA’s mission.
- Participate in administrative staff meetings and attend other meetings, seminars, and conferences.
- Uphold YMCA values through communication, confidentiality, and ethical decision-making.
8. Budgeting & Financial Stewardship
- Support HR department budgeting and forecasting by tracking recurring expenses and helping plan financially responsible initiatives.
- Monitor cost-effective use of department funds and assist with planning for training, events, and recruitment efforts.
9. General HR Support & Strategic Contributions
- Participate in cross-functional committees, staff meetings, and professional development conferences.
- Maintain up-to-date knowledge of employment law, HR best practices, and YMCA-specific policies.
- Serve as backup for Payroll processing functions in the absence of designated staff:
- Ensure accurate and timely execution of weekly contractor payroll, onboarding tasks, compensation entries, and background check processing.
- Maintain uninterrupted contractor HR workflows, acting as the sole point of continuity during extended absences in the department.
- Demonstrate adaptability and leadership by stepping into critical operational responsibilities during high-volume and high-impact periods.
- Perform other duties as assigned in support of the mission of the Beaufort-Jasper YMCA of the Lowcountry.
10. Other Responsibilities
- Adhere to policies related to boundaries with consumers
- Attend/complete required abuse risk management training
- Adhere to procedures related to managing high-risk activities and supervising consumers
- Follow mandated reporting requirements
- Adhere to job-specific abuse risk management responsibilities
- Follow employees and volunteers’ screening requirements and use screening instruments to screen for abuse risk.
- Provide employees and volunteers with ongoing supervision and training related to abuse risk.
- Provide employees and volunteers with regular feedback regarding their boundaries with consumers.
- Require employees and volunteers to adhere to policies and procedures related to abuse risk.
- Respond quickly to policy and procedure violations using the organization’s progressive disciplinary procedures.
- Respond seriously and confidentially to reports of suspicious and inappropriate behavior.
- Follow mandated reporting requirements.
- Communicate with all employees and volunteers the organization’s commitment to protect their consumer from abuse.
- Report essential abuse risk management information to the board of directors.