Senior Director Of Human Resources

Under the supervision of the Chief Operating Officer, the Senior Director of Human Resources has responsibility for providing agency-wide leadership as the head of HR.  This position is charged with oversight of the Human Resources team and is directly responsible for the overall administration and coordination of the HR function, including employee relations, hiring and retention, performance management, and compliance with labor standards. The Human Resources Department is composed of the Senior Director of HR, Director of HR, Recruiter, and HR Manager (Learning & Development and Compliance). 

The Senior Director of HR actively interacts with the Board of Governors, specifically through the Human Resources Committee of the Board. The Senior Director of HR is the staff liaison to this committee. 

KEY ROLES (ESSENTIAL JOB RESPONSIBILITIES):

BGCSF Leadership - 25%

• Provide the leadership needed to tackle all day-to-day issues related to Human Resources, including managing risk, as well as ensuring that policies and procedures are up to date and adhered to. 
• Active participation as a leader in the organization, pushing for high standards, effective execution, and strong communication across the organization.
• Routinely visit Clubs and attend events in order to engage with staff, assess performance, and ensure adherence to policies, procedures, and safety standards.
• Represent the organization at community events, public events, and Clubhouse events, which include occasional evening and weekend events.   
• Develop a solid draft of the HR Committee’s annual goals that tie to the Strategic Plan, working with the COO and HR Committee to finalize and execute.
• Provide advice and counsel on future strategic plans, particularly related to HR matters. 
• Play an active role in BGCSF’s implementation of its Diversity, Equity, Inclusion, and Belonging initiative.
• Partner with the Marketing Department to promote our employment brand.

Management of HR Team - 20%

• Develop and effectively manage a high-functioning HR Department. 
• Manage and effectively communicate all aspects of a robust performance management system.
• Support staff career development, identifying opportunities for training and skill building.
• Provide oversight of onboarding and orientation processes. 

Employee Relations – 35%

• Take needed steps to build and maintain morale throughout the organization. 
• Assess management practices and recommend changes when required.
• Develop and implement metrics and solutions to employee relations trends.
• Implement best practices for staff retention and succession planning. 
• Create strategies and programs to enhance staff retention and performance, including coaching, change management, and conflict resolution.
• Ensure a productive work environment that encourages positive and effective working relationships and open communication.
• Ensure that BGCSF is always respectful of the gender and cultural diversity of Club staff, volunteers, families, and members.

Resource Management - 10% 

• Manage BGCSF’s relationship with our benefits brokers, specifically relating to handling claims, assessing when/where training could help lower risk exposure, and to offer training
• Partner with the Finance Department to develop budget and control expenditures, particularly in the areas of recruitment, compensation, and benefits. 

Compliance with Labor Standards - 10%

• Provide oversight of administrative and operational systems for maintaining all employment and personnel records, ensuring compliance with legal requirements.
• Advise/counsel management, interpret and analyze federal/state/local laws and regulations.
• Oversee administration of all leaves of absence in multiple states/jurisdictions (i.e. medical, FMLA, STD, LTD, military, and unpaid personal leave).
• Attend relevant training, workshops, meetings, and seminars to stay abreast of the latest laws, best practices, and trends in the field.
• Ensure the Employee Handbook is updated and policies are current.
• Work with the VP of Legal Affairs and senior leadership on legal issues, when necessary.

SKILLS/ KNOWLEDGE PREFERRED:

• Seven years of experience in a youth-serving non-profit, with proven success in human resources and staff management.
• Bachelor’s degree in Human Resources or related field or commensurate work experience.
• PHR or SPHR accreditation preferred
• Self-starter with the ability to create, communicate, and execute against goals in a strategic plan.
• Experience providing employee relations services including recruiting and hiring, benefits, compensation, leaves of absence, and employment practices.
• Ability to work with a diverse, multicultural workforce.
• Capacity to develop and maintain trust and build credibility within an organization.
• Ability to function as an internal coach or counsel to management and employees by helping them identify and resolve issues, encouraging management practices, anticipating internal organization issues, proposing solutions, and representing the employee perspective.
• Leadership skills, including negotiation, problem-solving, decision-making, and delegation.
• Excellent organizational skills, attention to detail, and ability to prioritize actions.
• Excellent oral and written communication skills.
• Ability to establish and maintain effective working relationships with members of the
• Board of Governors, staff, community groups, and other related agencies.
• Strong technology skills, including G-Suite, Word, Excel, and PowerPoint

PHYSICAL REQUIREMENTS/ WORK ENVIRONMENT:

• Must be able to lift 25 lbs.
• Must be able to stand for at least 1 hour
• Must be able to sit at a computer workstation for long periods

PAY:

The wage range for this role takes into account the wide range of factors that are considered in

making compensation decisions, including but not limited to skill sets, experience, and training;

licensure and certifications; and other business and BGCSF needs. At BGCSF, our decisions

are based on other factors and dependent on the circumstances of each position. Depending on

the need and requirement of the position, an individual could be hired at or near the entry-level,

mid-level, or top-of-the-range for their role and compensation. As such, a reasonable estimate of

the current range is $140,000 - $150,000 annually.

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 job.