Human Resources Manager

The Human Resources Manager is a hands-on leadership role responsible for managing the full recruiting and onboarding cycle for assigned product lines, while supervising a team of HR Generalists. This position carries its own product line partners alongside the team, ensuring timely, high-quality hiring across a multi-site, high-volume workforce environment with significant seasonal fluctuations. The HR Manager oversees daily team operations including workload distribution, quality control, and process consistency, and partners with program leaders to meet staffing needs across the Association.

• Staff Management: Responsible for the supervision, growth, development and performance of the HR Generalists to ensure effective talent strategies for a mostly part-time, hourly workforce and seasonal hiring surges.
• Talent Acquisition: Provide oversight and direction for the full recruitment lifecycle, workforce planning and targeted candidate sourcing for the team of HR Generalists as well as their own assigned product line (client group).
• Onboarding & Offboarding: Design structured orientation frameworks for high-volume hires and conduct/manage Exit Interview electronic surveys to include building reports and identifying trends.
• HRIS Administration: Maintain data integrity within internal HR systems to drive metric-based reporting.
• Employee Relations: Mediate workplace conflicts, lead workplace investigations and manage disciplinary protocols.
• Compliance & Policy Management: Monitor adherence to federal, state, and local labor standards and regulations, such FMLA, ADA, EEO, DCF, and FDLE. Participate in drafting of policies and operational protocols.
• Performance Management: Administer the annual appraisal system, goal-setting mechanisms, and improvement frameworks.
• Training & Development: Identify workforce educational gaps and coordinate professional development programs.
• Employee Engagement: Develop and implement engagement strategies that align with the organization’s culture, values, and goals. This includes creating policies and programs that promote inclusion, recognition, and career growth.
• Benefits: Copartner with Benefits Director to assist in the benefits enrollment process and/or selection of health and wellness programs.
• Compensation: May assist in the evaluation of salary structures and incentive programs.
• Performs other duties as assigned.

Mission Advancement: Reinforces the Y’s values within the organization and the community. Effectively communicates the benefits and impact of the YMCA’s efforts for all stakeholders. Implements effective systems to develop volunteers at program and fundraising leadership levels.

Collaboration: Develops strategies to ensure staff and volunteers reflect the community. Builds and nurtures strategic relationships to enhance support for the YMCA. Communicates for influence to attain buy-in and support of goals. Provides tools and resources for the development of others.

Operational Effectiveness: Integrates multiple thinking processes to make decisions. Involves members and community in the development of programs and activities. Ensures execution of plans. Institutes sound accounting procedures and financial controls. Assigns clear accountability and ensures continuous improvement.

Personal Growth: Fosters a learning environment embracing diverse abilities and approaches. Creates a sense of urgency and positive tension to support change. Anticipates challenges that can sidetrack or derail growth and personal learning. Has the functional and technical knowledge and skills required to perform well; uses best practices and demonstrates up-to-date knowledge and skills in technology.

• Bachelor’s degree in Human Resources, Business Administration or related field/equivalent work experience.
• Minimum of 5 years of progressive experience in HR management with a multi-site, mid- to large-size employer; at least 2 years in a dedicated supervisory or managerial HR leadership role.
• Experience in high-volume recruiting and working with hourly/seasonal staff in the child care industry a plus.
• Strong knowledge of HR policies, employment laws (Federal, State, County) and HR best practices.
• Professional HR credentials (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) are highly desirable.
• Experience coordinating with client groups or managing client relationships is preferred.
• Exceptional written/verbal communication, interpersonal, and organizational skills.
• Ability to manage multiple priorities while maintaining attention to detail.
• Ability to handle confidential information with professionalism and discretion.
• High proficiency in MS Office Suite and specialized ATS/HRIS platforms; experience with UKG preferred.
• Bilingual English/Spanish a plus.

The work environment characteristics described here are representative of those that must be must met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Primary works in an office environment, however occasionally visits outdoor program sites.
• While performing the duties of this position, the employee travels by automobile and is exposed to changing weather conditions.
• Will be required to drive often for meetings and other work-related duties

The physical demands described here are representative of those that must be met by an employee to success perform the essential functions of this job.  Reasonable accommodation may be made to enable individuals with disabilities.

Being in good physical health with full range of body motion, including manual and finger dexterity and eye/hand coordination.  Requires corrected vision and hearing to normal range.  Occasionally requires working under stressful conditions or working irregular hours.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification.  They are not intended to be construed, as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

Employment at the YMCA is at-will. It is purely voluntary, based upon the consent of both the Association and the staff member. No expressed or implied contractual rights should be inferred from this job description.