Human Resources Manager

TITLE:                              Human Resources Manager- People Leader

DEPARTMENT:            Administration

REPORTS TO:                Chief Executive Officer

FLSA STATUS:              þ         Exempt                                          o             Non-Exempt

PRIMARY FUNCTION:

The Human Resource Manager is responsible for managing and administering Club human resources functions, including recruitment, compensation, benefits, safety, employee relations, performance management and staff development. Provides advice and counsel to management in the development and implementation of policies and practices that comply with all applicable regulations and are consistent with Boys & Girls Club mission and values.

KEY ROLES (Essential Job Responsibilities):

1.    In collaboration with the Chief Executive Officer and Board Led Human Resources Committee, establish and implement policies and procedures for the effective management of Club human resources, ensuring compliance with federal, state, and local regulations and community practice, as well as Boys & Girls Club mission and values.

2.    Provide information to staff and volunteer leadership to support management decision-making about policy issues, employee relations, staff development needs, compensation and benefits practices and costs and recruitment practices. Prepare reports summarizing human resources programs and activities.

3.    Manage the staffing process, including recruiting, interviewing, hiring, and onboarding

4.    Ensure job descriptions are up to date and compliant with all local, state, and federal regulations

5.    Develop training materials and performance management programs to help ensure employees understand their job responsibilities

6.    Create a compensation strategy for all employees based on market research and pay surveys; keeps the strategy up to date

7.    Investigate employee issues and conflicts and brings them to resolution

8.    Ensure the organization’s compliance with local, state, and federal regulations

9.    Use performance management tools to provide guidance and feedback to team

10. Ensure all company HR policies are applied consistently and are updated.

11. Maintain company organization charts and employee directory

12. Partner with management to ensure strategic HR goals are aligned with business initiatives

13. Maintain HR systems and processes

14. Conduct performance and salary reviews

15. Provide support and guidance to HR staff

16. Analyze trends in compensation and benefits

17. Design and implement employee retention strategies

Strategic Planning

18. Contribute to operational strategic planning, providing perspective on staffing and employee development needs to support strategic directions.

19. Identify and evaluate opportunities to improve human resources policies, procedures, and programs to ensure they meet Club needs and motivate effective performance of staff.

20. Develop recommendations for implementation and modification of human resources management policies, procedures and programs to the Chief Executive Officer and board.

Resource Management

21. Control expenditures against budget, particularly in the areas of recruitment, compensation, benefits, and staff development. Encourage proactive strategies for responding to employee issues to minimize potential expenses.

22. Manage administrative and operational systems for maintaining all employment and personnel records, ensuring compliance with legal requirements and HR grant requirements, i.e., background checks, e-verify, Georgia Hire letters, separation notices, and work force postings.

23. Ensure a healthy and safe environment in compliance with all OSHA and other regulatory requirements.

24. Ensure a productive work environment that encourages positive, effective working relationships and open communications, and is respectful of the gender and cultural diversity of Club staff, volunteers, and members. Take prompt, appropriate action to respond to conflicts between staff members.

25. Support the recruitment and selection of staff with the qualifications necessary for successful performance, recommending recruitment sources and strategies, and ensure recruitment process records are maintained in compliance with regulatory requirements.

26. Support staff career development, identifying opportunities for training and skill building within budget limits.

27. Manages annual medical renewals and works with broker to ensure the organization gets the best and affordable coverage.

Partnership Development

28. Develop collaborative partnerships with other Clubs, consultants, and vendors, as well as youth serving, professional and/or nonprofit organizations, to maintain professional credibility within the community.

29. Develop partnerships with local universities to establish a pipeline of volunteers, internships, and collaborations.

RELATIONSHIPS:

Internal: Maintain close, daily contact with Club staff (professional and volunteer), Club members, and supervisor to receive/provide information, discuss issues, explain guidelines/ instructions, instruct, and advise/counsel.

External: Maintain contact with other Clubs, vendors, consultants, organizations, government agencies and others to achieve objectives, manage costs, share information, and resolve problems.

SKILLS/KNOWLEDGE REQUIRED:

§ College degree or equivalent preferred in human resources and or related field.

§ At least five years progressively responsible experience in human resources management.

§ Computer literate, including database management

§ Knowledge of candidate recruiting.

§ Knowledge of regulatory requirements affecting human resources management

§ Current knowledge of best practices in human resources management

§ Strong administrative and organizational skills

§ Excellent interpersonal and conflict resolution skills

§ Scrupulous attention to detail and confidentiality

§ People oriented and results driven

§ Demonstrable experience with Human Resources metrics

§ Knowledge of HR systems and databases

§ Ability to architect strategy along with leadership skills

§ Excellent active listening, negotiation, and presentation skills

§ Competence to build and effectively manage interpersonal relationships at all levels of the company

§ In-depth knowledge of labor law  

Please evaluate and describe any physical skills, abilities or working conditions required to perform the essential duties of this position, as required by the Americans with Disabilities Act.

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.

Signed by:                                                                                                                                                     

                                                         Incumbent                                                              Date

Approved by:                                                                                                                                               

                                                         Supervisor                                                               Date

Reviewed by:                                                                                                                                               

                                                         Chief Executive Officer                                       Date