Human Resources Director

Description

The Human Resources Director oversees and manages the organization’s human resources functions, including recruitment, compensation, benefits, safety, employee relations, performance management, and staff development. This role is responsible for determining strategic HR priorities, supporting the planning and evaluation of HR strategies, and performing complex administrative duties related to personnel functions. The Director provides advice and counsel to management in developing and implementing policies and practices that align with the organization’s mission, values, and regulatory requirements, while educating employees and the public on HR policies and procedures.

Key Roles (Essential Job Responsibilities)

Human Resources Administration and Compliance

• Define and implement procedures for retention, protection, retrieval, transfer, and disposal of employment and volunteer records.
• Manage administrative systems to maintain compliance with legal and regulatory requirements, including OSHA and other standards.
• Ensure consistent application of HR policies and adherence to local, state, and federal laws.
• Prepare and process payroll, including bi-weekly and off-cycle payroll, and oversee benefits programs such as pensions, retirement plans, and executive-level prerequisites.
• Monitor and control HR expenditures in recruitment, compensation, benefits, and staff development.

Talent Management and Development

• Support recruitment and selection of qualified staff, recommending effective strategies and maintaining compliant records.
• Develop and manage staff performance processes, incentive programs, and professional development opportunities.
• Identify and implement training and skill-building programs to support career growth within budget constraints.
• Foster a positive, inclusive work environment that encourages open communication and respects diversity.

Strategic Leadership and Planning

• Collaborate with the Chief Executive Officer and executive team to plan and forecast personnel needs and align HR policies with organizational goals.
• Contribute to operational strategic planning by addressing staffing and development requirements.
• Serve as part of the leadership team in organizational planning, policy development, and growth initiatives.
• Develop and implement recommendations for HR policy improvements to motivate staff and meet organizational objectives.

Employee Relations and Reporting

• Investigate and resolve employee issues and conflicts in accordance with established protocols.
• Provide management with insights and analysis through reports on staff attrition, turnover, trends, and operational indicators.
• Ensure a safe and productive workplace by addressing conflicts and fostering effective relationships.
• Engage with external organizations, vendors, and community partners to enhance HR practices and maintain public awareness of employment opportunities.

Additional Responsibilities

• Use computers and computer systems (including hardware & software) to enter data, and/or process information.
• Observe, receive, and otherwise obtain information from all relevant sources.
• Use relevant information & individual judgment to determine whether events or processes comply with laws, regulations, or standards.
• Perform special assignments and assist with special projects as directed by the Chief Executive Officer.
• Utilize effective communication skills and professional standards of conflict resolution should a conflict arise.
• Additional duties as assigned by supervisor

General BGCT Expectations

• Healthy Behavior Modeling: Teaching youth and teens the importance of living an active, healthy lifestyle is a BGCT priority.  As a result, all staff are expected to model healthy behavior while working with our Club members.
• Inclusive Environment: BGCT values creating child-friendly environments, where youth and teens of all abilities, races, and ethnicities can be successful and participate.  BGCT expects employees to embrace its focus on inclusion of all members.
• Continuous Learning: Building the capacity of staff is central to BGCT.  The organization requires all staff to participate in annual professional development opportunities to cultivate their skills in the youth development field.
• Safe Spaces: Every staff member shares the responsibility for ensuring BGCT is, and remains, an environment free of sexual, physical, or emotional abuse.

Qualifications

Knowledge / Skills Required

• Bachelor’s degree in human resources, Business Administration, or a related field.
• HR certifications such as PHR, SPHR, or SHRM-CP/SHRM-SCP.
• 5-10 years of progressive HR leadership experience, ideally in a non-profit setting.
• Experience in recruiting, benefits administration, and compliance. 
• Strong attention to detail
• Able to maintain strict confidentiality
• Microsoft Office skill set required
• Paycom HRIS experience preferred
• Self-motivated
• Ability to plan, organize and manage complex initiatives with varied deliverables
• Ability to cultivate and maintain positive relationships with individuals
• Strong communication skills, both oral & written
• Ability to deal effectively with conflict and discipline problems
• Demonstrated teamwork skills and collaboration to achieve successful outcomes
• Demonstrated independent work skills to guide effective decision making and positive results for the BGCT
• Acceptable KS Motor Vehicle Record (meets BGCT insurance standards)

Physical and Mental Requirements

• Ability to sit for extended periods of time
• Position operates in an office environment
• Occasional lifting of office supplies and materials (up to 20lbs)