Director of Human Resources

Director of Human Resources

Reports to: General Manager and Controller/Director of Finance
Department: General & Administrative FLSA Classification: Exempt

Job Summary

The Director of Human Resources oversees the recruitment, selection, and retention of high-quality staff in line with the Club’s strategic plan. This role involves collaborating with department managers to develop and implement best practices for sourcing and retaining employees who align with the Club's needs. The Director of Human Resources works closely with department heads and the General Manager to update and convey policies, maintain job descriptions, conduct evaluations, and set performance goals for staff. This position plays a critical role in ensuring a productive, compliant, and engaged workforce.

Supervisory Role:

Yes

Duties/Responsibilities:

Maintains and updates job requirements and job descriptions for all positions in coordination with the Department Head and third-party HR partner.

Maintains a recruiting process that includes job advertising, screening, and interviewing.

Writes and posts job ads across various platforms, including the club’s intranet, job boards, and relevant networks. Actively seeks out top-tier candidates to meet the Club’s staffing needs.

Ensures that reference and background checks are conducted on potential applicants. In coordination with third-party HR partner.

Confirms education credentials when applicable.

Prepares and sends response letters to declined applicants via HRIS portal.

Proofs offer letters for management and ensures letters are in compliance with all federal, state, and local laws.

Maintains current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the American with Disabilities Act.

Gathers information for, prepares, and files annual EEO-1 Report based on EEO guidelines. Participates in other mandatory surveys as required.

Ensures compliance with all state and federal regulations and laws on hiring and testing.

Conducts new hire orientation with new employees and discusses key highlights of the employee manual, including the attendance policy, harassment and discrimination (particularly regarding reporting procedures), drug and alcohol-free workplace, additional disciplinary offenses provision, and workplace violence.

Ensures new hires understand that they should carefully review the handbook and ask any questions to the Director of Human Resources or HR Administrator. New hire signs and acknowledges the policies via HRIS portal. Files acknowledgement in employee personnel files.

Schedules job performance reviews via HRIS portal.

Ensures planning, monitoring, and appraisal of employee work results by training manager to coach and discipline employees; hearing and resolving employee grievances; counseling employee and supervisors.

Maintains employee benefits programs and informs employees of benefit packages during onboarding and during open enrollment.

Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records.

Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Relays new policies, policy changes and policy reminders to employees through the HRIS portal.

Maintains personnel records by keeping all records up to date. Monitors record retention guidelines and updates appropriate files.

Maintains professional and technical knowledge by attending educational workshops; reviewing professional publication; establishing personal networks; participating in professional societies.

Counsels and disciplines employees as needed.

Attends and witnesses employee disciplinary actions and/or termination when needed.

Handles verification of employment requests and provide employment references according to Club policy.

Keeps up with appropriate required forms and other related human resource materials.

Ensures that all new hires have completed onboarding, have all appropriate paperwork filed, and have initial new hire or rehire status forms signed by the appropriate department heads and the General Manager prior to starting work.

Follows CCM mission and values, including providing the best quality service possible. “Service with a Smile” is a key element in providing a positive experience.

Other duties as assigned.

Benefits offered for full-time employees only (working 30 or more hours every week) after 60-days of employment, to include health, dental, life, vision, critical illness and disability insurance, 401k after 1,000 hours worked with enrollments at April 1 and October 1 and paid personal leave.

An Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity and that selection decisions be based on job-related factors.

Required Skills/Abilities:

Pragmatic problem-solving skills.

Articulate communicator and ability to interpret and explain written data to a wide range of audiences.

High standard of attention to detail.

Expert Microsoft Office skills to include Word, Outlook, Publisher, and Excel.

Ability to manage time and prioritize work based on the sense of urgency of the staffing needs in the departments.

Education and Experience:

Bachelor’s degree or equivalent from a four-year college or university (preferably with degree in Human Resources Management).

3 Years of progressive Human Resources experience or seven years related experience and/or training. (equivalent combination of education and experience is also valid).

SHRM (Society of Human Resources Management) Certified HR Professional

Physical Requirements:

Prolonged periods of time sitting and working on a computer.

Must be able to lift up to 15 pounds at times, with or without accommodation.