HR Specialist

at  YMCA

GSCY is seeking a a dynamic HR professional looking to further their career in a leading nonprofit.
Job Description
An exciting opportunity to join the team of a progressive YMCA located in vibrant Somerset County, New Jersey. The YMCA is one of the nation’s leading nonprofit organizations dedicated to strengthening communities through youth development, healthy living and social responsibility. With a 150-year-old history, Greater Somerset County YMCA (GSCY) is a pillar of the community and has seven locations across three counties, which collectively serve upwards of 30,000 individuals. GSCY has 100 full-time and 950 part-time employees along with operating revenues to $22+ million.
The Y empowers everyone—no matter who they are or where they are from. To fulfill our purpose of strengthening community for all, GSCY is committed to being an inclusive organization and leveraging our collective impact to address social inequities. To learn more about GSCY, visit our website: http://gscymca.org
Greater Somerset County YMCA’s Association Office is currently seeking a Human Resources Specialist. The HR Specialist reports to the SVP/Chief HR Officer, responsible for the day-to-day administration and operation function including HRIS, HR metrics and reports, staff sourcing, recruitment and onboarding, employee relations, compliance and governance, internal audits, employee engagement, and supporting the GSCYMCA’s HR Strategy.

Qualifications

• Bachelor’s degree in business, human resources or related field
• Five or more years of professional experience in human resources administration or equivalent combination of education and experience.
• Knowledge and professional experience in staffing, recruiting, benefits administration, and HRIS.
• Ability to relate effectively to diverse groups of people from all social and economic segments of the community.
• Current knowledge and understanding of regulations, current practices, and applicable laws regarding human resources.
• Proficiency in business and human resources related computer applications including Microsoft Office, Excel, PowerPoint, payroll, HRIS.
• SHRM-CP/PHR certification preferred; YMCA Team Leader certification preferred.

Essential Functions

• Manages the HRIS and administration of employee records to ensure accuracy and improves the overall operations and effectiveness of the organization.
• Leads and facilitates the employee relations program and related function.
• Investigates problems such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to departmental officials and individuals.
• Oversees the development and implementation of employee relations activities, surveys and engagement/retention efforts.
• Develops and pursues new goals and objectives for improvement in areas of employee relations.
• Communicates with employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
• Directs assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.
• Responsible for timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc.
• Provides staff recognition and employee engagement opportunities.
• Counsels employees on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.
• Assists managers and supervisors in understanding and implementing company policies related to performance, discipline, and related topics.
• Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management
• Responsible for all retirement, worker’s compensation plan communication, enrollment and administration.
• Evaluates, or reviews performance evaluations of, all department employees.
• Effectively recommends hiring, promotion, termination, disciplinary and commendatory actions of all assigned personnel.
• Performs other related duties as assigned.

Cause-Driven Leadership Competencies
Advancing Mission and Cause: Ensures programs and services meet community needs. Proactively positions volunteerism as a central context of being cause-driven and a way of being socially responsible. Educates staff, volunteers, and members about the charitable nature of the Y. Provides resources, removes barriers, and acts as an advocate for those initiating change.
Building Relationships: Addresses behaviors and practices that do not support inclusion in positive and equitable ways. Writes clearly and concisely, using correct grammar, vocabulary, and appropriate tone for the message or audience. Identifies and builds relationships with internal and/or external partners or key stakeholders to support programs or projects.
Leading Operations: Actively looks for and incorporates different points of view when making decisions. Translates organizational goals into executable plans with accountable staff and volunteers by defining tasks, milestones, and priorities for programs or projects. Prepares budgets and interprets balance sheets, income statements, cash flow statements, and forecasts.
Developing and Inspiring People: Regulates behavior based on assessment of situation, personal feelings, strengths, and limitations. Recruits and hires diverse staff and volunteer teams across multiple dimensions of diversity.

• Manages the HRIS and administration of employee records to ensure accuracy and improves the overall operations and effectiveness of the organization.
• Leads and facilitates the employee relations program and related function.
• Investigates problems such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to departmental officials and individuals.
• Oversees the development and implementation of employee relations activities, surveys and engagement/retention efforts.
• Develops and pursues new goals and objectives for improvement in areas of employee relations.
• Communicates with employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
• Directs assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.
• Responsible for timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc.
• Provides staff recognition and employee engagement opportunities.
• Counsels employees on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.
• Assists managers and supervisors in understanding and implementing company policies related to performance, discipline, and related topics.
• Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management
• Responsible for all retirement, worker’s compensation plan communication, enrollment and administration.
• Evaluates, or reviews performance evaluations of, all department employees.
• Effectively recommends hiring, promotion, termination, disciplinary and commendatory actions of all assigned personnel.
• Performs other related duties as assigned