Human Resources Director - Full Time at YMCA of Central New York

Syracuse, New York, United States -

Full Time

Start Date

Immediate

Expiry Date

15 Jun, 26

Salary

75000.0

Posted On

17 Mar, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Recruiting, On-boarding, Benefits Management, Leave Programs, Policy Education, Supervisory Coaching, Compliance, Risk Management, HRIS Management, Employee Relations, Engagement, Change Leadership, Communication, Critical Thinking, Functional Expertise, Developing Others

Industry

Health;Wellness & Fitness

Description

Description $68,000 - $75,000/year A Career with a Cause We are welcoming: we are open to all. We are a place where you can belong and grow. We are genuine: we value you and embrace your individuality. We are hopeful: we believe in you and your potential to become a catalyst in the world. We are nurturing: we support you in your journey to develop your full potential. We are determined: above all else, we are on a relentless quest to make our community stronger beginning with you. Position Summary: This position supports the mission and work of the Y, a leading nonprofit, charitable organization. The Human Resources Director at the YMCA of Central New York will be a critical part of the of the Human Resource (HR) department leading the organization by supporting with recruiting and on-boarding staff, managing benefits, all leave programs, educating employees and coaching supervisors on company policies and practices, being visible in branches and developing a welcoming culture. The Human Resources Director provides leadership and assures an environment of trust, respect, and welcoming for all. Essential Functions: Models the YMCA core values of caring, honesty, respect, and responsibility. Developing and maintains positive relationships and trust with individuals and groups at all levels of the organization. Policy, Compliance & Risk Management • Know, lead, and communicate all YMCA policies, guidelines, regulations, and procedures, including those for compliance, safety, risk management, child abuse prevention, and staff expectations. • Ensure compliance with federal, state, and local safety and employment laws and regulations, reviewing and suggesting continuous improvement of policies and practices across the association. • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. HR Operations & Administration • Partners with the HRIS Director to support HR systems, operational needs, and coordination of HR Administrator tasks related to the HR Director’s areas of responsibility. • Manage HR administrative processes, including mail, billings, and other related tasks. • Lead all procedures related to leave and benefit administration. • Process and manage workers’ compensation, unemployment, insurance, and disability claims as required. Employee Relations & Engagement • Strengthen employee engagement by helping staff and supervisors understand employment policies, procedures, retirement programs, leave management, and employee benefits. • Execute HR initiatives across all branches, serving as a liaison and resource to directors on matters including learning and development, compliance, performance management, recognition programs, onboarding, and employee relations. • Support employee feedback mechanisms such as surveys, focus groups, and exit interviews; analyze data to identify trends, issues, and opportunities for improvement. Other Responsibilities • Travel to all branches as required. • Attend all mandatory meetings and trainings. YMCA Leadership Competencies: • Change Leadership: Facilitates, co-creates, and implements equitable change for the good of the organization and/or community. • Communication & Influence: Listens and expresses self effectively and in a way that engages, inspires, and builds commitment to the Y’s cause. • Critical Thinking & Decision Making: Makes informed decisions based on logic, data, and sound judgment. • Functional Expertise: Executes superior technical skills for the role Innovation: Creates and implements new and relevant approaches and activities that improve and expand the Y’s work and impact in the community. • Developing Self & Others: Develops self and supports others (e.g., staff, volunteers, members, program participants), both formally and informally, to achieve their highest potential. Requirements Experience, Education, and Qualifications: • Associate’s degree in Human Resources, Business Administration, or related field preferred. • SHRM-CP preferred • Minimum of 3 years of experience in human resources or other equivalent experience required. • Proven ability to lead, coach and develop a high-performing team. • Excellent communication, interpersonal and presentation skills. • Strong analytical, problem-solving and decision-making skills. • Demonstrated ability to exercise discretion and maintain confidentiality. • Proficient in Microsoft Office Suite and HRIS systems. Trainings & Certifications: • Must complete annual safety, combating sexual-harassment, and child abuse prevention trainings assigned by human resources prior to direct service. • SHRM-CP or PHR certification preferred but not required. • Valid drivers license required. Physical Requirements: The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. • Prolonged periods of sitting at a desk and working on a computer. • Must be able to lift up to 15 pounds at times. Work Environment: This job operates in a professional office environment. This role routinely uses standard office equipment. At times, employees may be exposed to undesirable working conditions, communicable infectious diseases, and risk of injury from others. All employees are required to always follow the preventative health policies of the YMCA. The noise level in the work environment is moderate.

Responsibilities

This role supports the YMCA mission by leading HR functions including staff recruitment, benefits administration, leave management, and coaching supervisors on policies and practices. The Director ensures a welcoming culture by providing leadership and maintaining an environment of trust and respect across all branches.