Director of Human Resources

TITLE: Director of Human Resources

OVERVIEW: The Director of Human Resources will be responsible for overseeing all aspects of human resources practices and processes. This includes but is not limited to policies and procedures, employee recruitment and onboarding, new hire and annual employee training, performance management systems and execution, compliance with legal requirements, and fostering a positive work environment.

REPORTS TO: Chief Executive Officer

CLASSIFICATION: Full-time, salaried exempt  

SALARY: $70,000-$82,000, commensurate with experience

BENEFITS INCLUDE:

• Health, dental, and vision insurance coverage (effective the 1st of the month after hire date).

• Basic life/AD&D insurance (100% employer paid).

• Short-term and long-term disability insurance (100% employer paid).

• Online mental health services (100% employer paid).

• Paid parental leave (100% employer paid).

• Paid personal leave and annual leave (accrued immediately upon hire).

• Paid time off for 11 BGCLK observed holidays.

• Retirement plan (3% employer match for employee contributions to a Boys & Girls Club of America-approved retirement plan).

COMMITMENT TO EQUITY:

BGCLK is committed to serving an inclusive population of youth in our communities by employing a diverse staff, maintaining ongoing training and education, and exploring various points of view.  BGCLK’s commitment to celebrating diversity, promoting equity, and increasing cultural aptitude is an active process that requires continuous education and awareness in all aspects of our organization.  We are dedicated to this process in order to enhance the program experience for our members, parents, families, and staff, as well as the community at large. 

VALUES:

The core values of BGCLK (i.e., PRIDE) are:

• Positive Role Models;

• Respect;

• Integrity;

• Diversity; and

• Empathy.

A BGCLK employee shall exemplify all values specifically by demonstrating behaviors and attitudes that positively inspire others, taking the time to build relationships and developing an appreciation for others, taking pride in every action (even when no one is watching), including and celebrating differences, and identifying with another person’s challenges and offering support.

ESSENTIAL FUNCTIONS:

Leadership 

• Lead and develop HR initiatives and strategies in collaboration with the CEO.

• Ensure compliance with employment laws and regulations.

• Manage the workforce planning and employment process.

• Oversee the employee benefits program.

• Manage employee training and performance management programs.

• Oversee payroll processing.

Strategic Planning

• Regularly assess the organization’s financial position and plan accordingly

• Workforce Planning and Talent Management: Developing strategies to attract, retain, and develop talent aligned with the organization's long-term goals.

• Organizational Development: Implementing initiatives that shape the company's culture and enhance employee engagement and productivity.

• Change Management: Leading and managing organizational change processes in response to strategic initiatives.

• Performance Management Systems: Designing and managing performance evaluation systems that align employee goals with organizational objectives.

• HR Policy Development and Implementation: Creating and implementing HR policies that support the strategic direction of the organization.

• Training and Development: Overseeing training programs that develop key skills aligned with business strategies.

• Succession Planning: Establishing plans for key position replacements and leadership continuity.

• Diversity and Inclusion: Promoting a diverse and inclusive workplace that aligns with organizational values and goals.

• HR Analytics: Using data and analytics to inform HR strategies and measure their impact on organizational performance.

• Stakeholder Engagement: Collaborating with various stakeholders to align HR strategies with business needs and employee well-being.

Additional Responsibilities

• May assist in managing and administering employee benefits programs.

• May maintain all personnel and payroll records.

• Attend committee meetings in an informative role, as requested.

• Assist Operations team in budget preparation and management, as requested.

• Act as back-up for Human Resources Manager duties.

Internal and External Relationships:

• Maintain close contact with Club staff and supervisor to receive/provide information, discuss issues, explain or interpret guidelines/instructions; instruct; and advise/counsel.   

Supervision:

• Supervise assigned staff and provide leadership to BGCLK HR focused positions.

• Oversee proper employee record keeping.

ADDITIONAL RESPONSIBILITIES:

• May assist in managing and administering employee benefits programs.

• May maintain all personnel and payroll records.

• Attend committee meetings in an informative role, as requested.

• Assist Operations team in budget preparation and management, as requested.

• Act as back-up for Human Resources Manager duties.

SKILLS/KNOWLEDGE REQUIRED:

• College degree in related field

• 5+ years in a leadership role

• Non-profit experience preferred

PHYSICAL REQUIREMENTS:

The physical requirements described below are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Some lifting, carrying, pushing and/or pulling; 

• Some stooping, kneeling, sitting, crouching, and/or crawling; 

• Significant finger dexterity. 

EQUAL EMPLOYMENT OPPORTUNITY:

BGCLK shall seek to ensure and provide equal opportunity for all persons seeking employment without regard to race, age, color, religion, gender, marital status, sexual orientation, military status, national origin, disability, or any other characteristic as established by law.

DISCLAIMER:

The information presented indicates the general nature and level of work expected of employees in this classification.  It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this position.