Director of Human Resources at Greater Burlington YMCA

Burlington, Vermont, United States -

Full Time

Start Date

Immediate

Expiry Date

08 Jun, 26

Salary

0.0

Posted On

10 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Recruitment, Retention, Onboarding, Employee Relations, Compensation, Compliance Reporting, Professional Development, HR Strategy, HRIS Management, Talent Management, Employment Law, Performance Management, Conflict Resolution, Employee Engagement, Policy Management, Data Analysis

Industry

Non-profit Organizations

Description

Description The Director of Human Resources is responsible for a broad range of functions to include recruitment, retention, onboarding, employee relations, compensation, compliance reporting, professional development, and other related duties as assigned. The Director of Human Resources serves as a strategic partner to organizational leadership, ensuring HR initiatives align with and support the mission and strategic goals of the organization. ESSENTIAL FUNCTIONS: HR Strategy and Planning: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Collaborate with senior leadership to identify and address organizational missions and goals. Conduct research and analysis of organizational trends, including review of reports and metrics from the HRIS or talent management system. Conduct regular reviews of compensation and benefits to ensure competitiveness and alignment with organizational goals. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law; communicate changes to upper management. Work with senior leadership to help execute the strategic plan. HRIS Management: Work with other department staff to help ensure the functionality of the HRIS is maximized and personnel records are maintained electronically. Generate and analyze HR metrics and reports to support data-driven decision-making. Recruitment and Employee Lifecycle: Manage the full recruitment lifecycle, from job posting and candidate sourcing to interviewing and selection. Coordinate the onboarding process to ensure a smooth transition for new hires. Document, implement, and improve processes related to the employee lifecycle. Assist with conducting exit interviews and track trends in terminations. Partner with hiring managers and Marketing to develop and coordinate talent sourcing, recruitment, and hiring strategies. Employee Relations: Conduct investigations when employee issues or concerns arise, partnering with leadership, external support, staff, and/or legal counsel as needed. Serve as a point of contact for employee inquiries and concerns, providing guidance and support. Maintain a comprehensive approach for handling employee complaints or concerns, serving as a coach and mentor to improve performance. Handle complex employee relations matters, investigations, and conflict resolution, maintaining a positive and respectful work environment. Provide a safe environment for confidential conversations while supporting the needs of employees and the organization. Employee Engagement: Develop and implement initiatives to enhance employee engagement and satisfaction. Plan and execute employee events to promote staff appreciation and strengthen teams. Create and manage employee committees to oversee various tasks. Build support systems for diversity and inclusivity within the company. Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs within the non-profit sector. Performance Management: Work with department heads and directors to ensure the performance management appraisal process occurs at appropriate intervals and is documented. Provide guidance and partner with staff as needed. Identify and implement training and professional development opportunities for employee and operational growth. Compliance and Policy Management: Ensure compliance with federal, state, and local employment laws and regulations. Develop, update, and communicate HR policies and procedures. Monitor the organization's compliance with employment laws and regulations globally and recommend best practices; review and modify policies and practices to maintain compliance. Create and/or update employee handbooks as necessary. Maintain accurate and up-to-date employee records. Advise executive leadership on employee relations risk, corrective action, terminations, and organizational precedent. Consult with legal counsel on employment matters as appropriate. Requirements Bachelor’s Degree in Human Resources, Human Relations, Communications, or related field. Human Resources Certification, PHR, SPHR, SHRM-CP, or SHRM-SCP, preferred. At least five (5) years of human resources management or similar work. Familiar with Human Resources best practices, policies, and procedures and how to effectively implement organizational systems and practices. Knowledge of federal and state (Vermont) employment and labor laws. An understanding of Worker’s Compensation and safety laws including OSHA regulations. An understanding of compensation analysis and philosophy. Excellent interpersonal skills with the ability to communicate clearly and directly with all levels of employees. Excellent organizational and time management skills with the ability to prioritize and multitask. Proficiency with Microsoft Office including Word, Excel, PowerPoint, HRIS and other modern technologies

Responsibilities

The Director of Human Resources develops and implements HR strategies aligned with business goals, overseeing functions like recruitment, employee relations, compensation, and compliance. This role serves as a strategic partner to leadership, ensuring HR initiatives support the organization's mission and strategic objectives.