Senior Director Of Human Resources And Leadership Development

YMCA OF GREATER SPRINGFIELD

GENERAL FUNCTION

Under the direct supervision of the CFO/SVP, the Senior Director of Human Resources (HR) is a hands-on leader that provides executive level leadership and guidance to the organizations HR operations. The Senior Director is responsible for setting, administering, and evaluating legally compliant Human Resources policies, procedures, best practices and identifying and implementing long range strategic talent management goals. The Senior Director will work in conjunction with the VP Executive Director of HR on sensitive and legal HR matters. The Senior Director will collaborate with the CEO, CFO, and Program Executive Directors to design HR systems that merge organizational requirements and needs with employee needs and motivation. The Senior Director will be responsible for the employee cycle, including recruiting, onboarding, development, and evaluations. S/he will reflect and display our core values of caring, honesty, respect and responsibility.

DUTIES AND RESPONSIBILITIES

• Maintains knowledge of laws, regulations and best practices in employment law, Human Resources, and talent management.

• Ensures compliance with employment, benefits, insurance, safety and other laws, regulations and requirements.

• Responsible for all HR reporting and filings; including but not limited to Federal, State, Audit and Grant.

• Maintain Personnel Policy. Collaborate with CEO and CFO to ensure policies are current and best practice.

• Evaluate insurance company and policies annually to ensure best service, coverages, cost and effectiveness for the organization.

• Develops and oversees implementation of recruiting and retention strategies (talent management), processes and tools to ensure the Association attracts and retains high performing talent to support the mission.

• Oversees administration of Association’s wage/compensation program to ensure salaries are not only competitive, but that the wage/compensation wage equity plan is appropriately understood and implemented.

• Creates a culture of development by helping individual stake holders, directors, and leaders understand their role in linking business strategy to business results, and by providing a common language to talk about individual, business unit, and Association-wide Leadership Development.

• Identifies the competencies Association leaders must demonstrate to be highly effective leaders and oversees/participates in training/development activities to build leadership competencies.

• Creates training and development plans/identifies required and optional training and development needs (safety and certification, legal compliance, management and Leadership, personal development) and makes training and development available to all employees.

• Participates in Project Teams and serves as a contributor to the design and delivery of training sessions (e.g., for Education, Membership, Health and Wellness, Aquatics, Day Camps, Fundraising).

• Oversees the design and administration of the Association’s performance appraisal process to ensure employees are evaluated on job-related factors (clear goals and critical competencies), and that the process is administered properly, fairly and in a timely manner.

• Develops a positive organizational culture. Monitors organizational climate (through climate surveys, environmental scans, focus groups), and makes and implements recommendations to improve organizational culture.

• Develops and implements Association staff appreciation plan including recognitions and assess celebrations.

• In collaboration with Family Center Executives and Operations, evaluates and modifies organizational structures to support the needs of the Association and Family Centers.

• Oversees all leaves, benefit management, litigation, and strategic partnerships regarding staff.

• Work directly with Exec Dir of HR on employee issues involving discrimination and harassment complaints as well as employee terminations.

• Back up for Payroll Processes (HR Director of Payroll & Benefits)

JOB REQUIREMENTS

EDUCATION, TRAINING AND EXPERIENCE

• A bachelor’s degree in Human Resources, Business Administration or related field, Master’s degree preferred

• 5-8 years’ experience in HR leadership capacity

• May consider equivalent combination of education and experience

• SHRM CP/SCP and/or PHR/SPHR certification preferred

• Experience managing the human resource function at multi-locations preferred

• Consulting experience required in the area of performance management, mediation of employee issues, investigating and resolving discrimination and harassment complaints

• Experience in the plan design and implementation of employee benefits and compensation programs

• Y-USA Organizational Leader

KNOWLEDGE, ATTITUDE, SKILLS AND HABITS

• Excellent interpersonal and communication skills (verbal, written, presentation, and facilitation)

• Strong influencing ability combined with a balance of analytical and pragmatic approach

• Computer proficiency including word processing, spreadsheet management, presentation, and reporting software

• Must be highly self-motivated requiring little or no supervision and discriminating judgment required

• Must be capable of working under pressure in a somewhat disruptive environment while remaining professional and exhibiting an upbeat attitude

• Must be able to multi-task and work under time constraints

• Must have attention to detail

• Must have a working knowledge of state and federal funding programs and procedures

PHYSICAL ABILITIES

• May be required to sit for extended periods of time while demonstrating manual dexterity in order to accurately work on the phone, computer keyboard, and other equipment

• Must possess auditory, verbal and visual capabilities in order to adequately communicate via phone and in person

DISCLAIMERS

• Must complete successful criminal background check

• All of the above duties and responsibilities are essential job functions subject to reasonable accommodation. The YMCA promotes an equal employment opportunity workplace which includes reasonable accommodation of otherwise qualified disabled applicants and employees. Please see your manager should you have any questions about this policy or these job duties.

• This job description may not be all-inclusive, and employees are expected to perform all other duties as assigned and directed by management. Job descriptions and duties may be modified when deemed appropriate by management.