Senior Director of HR

Description

Job Title:   Senior Director of HR 

Department:  Senior Management 

Location:  Albany Clubhouse (Primary), Troy Clubhouse (Secondary) 

Reports to:  Chief Executive Officer 

Salary:   $80,000-$85,000

Hours & Schedule: 40hrs/week

Benefits:  Vacation time and sick time, 401(K), health and dental insurance, life insurance, long-term disability, retirement benefits, employee assistants program (EAP) and eligibility for additional third-party discounts.

Organizational Values 

At the Boys & Girls Clubs of the Capital Area (BGCCA), you’ll find more than just a job. You’ll be part of realizing our mission to inspire and enable all young people, especially those who need us most, to realize their full potential as productive, responsible, and caring citizens. Our team works together to ensure that youth in the Capital Area are given an opportunity to succeed and flourish in today’s fast-paced environment.  

Overview of Your Role

The Senior Director of HR is responsible for developing and executing a comprehensive human resources strategy for the Organization, overseeing all aspects of the employee lifecycle including recruitment, hiring, performance management, compensation and benefits, employee relations, training and development, while ensuring compliance with employment laws and promoting a positive employee experience.

KEY ROLES (Essential Job Responsibilities): 

Leadership and Compliance

• In collaboration with the Chief Executive Officer (CEO) and Chief Operations Officer (COO), establish and implement policies and procedures for the effective management of BGCCA’s human resources.
• Ensure compliance with federal, state, and local regulations, as well as BGCCA’s mission, values, and operational standards, while staying current on legislative changes that impact HR practices. 
• Ensure adherence to all applicable employment laws and regulations, including anti-discrimination policies, workplace safety, wage and hour laws, and data privacy requirements.
• Provide information to leadership to support management decision making about policy issues, employee relations, staff development needs, compensation and benefits practices, costs and recruitment practices. 
• Prepare reports summarizing human resources programs, activities and KPIs.
• Develop and oversee internal audits of HR policies and practices to identify areas for improvement.
• Ensure proper documentation is gathered for all employee investigations, ensuring timely resolution while mitigating risks to the organization. 

Strategic Planning

• Contribute to operational strategic planning, providing perspective on staffing and employee development needs to support strategic directions. 
• Identify and evaluate opportunities to improve human resources policies, procedures and programs to ensure they meet BGCCA’s needs and motivate effective performance of staff. 
• Develop recommendations for implementation and modification of human resources management policies, procedures and programs to the Chief Executive Officer and Board of Directors.
• Establish measurable goals and benchmarks for HR initiatives and track progress to assess their effectiveness in supporting organizational objectives. 
• Partner with department heads to understand operational priorities and align HR strategies to achieve cross-departmental goals. 

Resource Management 

• Manage administrative and operational systems for maintaining all employment and personnel records, ensuring compliance with legal requirements. 
• Ensure a healthy and safe environment that complies with all OSHA and other regulatory requirements. 
• Ensure a productive work environment that encourages positive, effective working relationships and open communications, and that is respectful of the gender and cultural diversity of BGCCA’s staff, volunteers and members. 
• Take prompt, appropriate action to respond to conflicts between staff members. 
• Support the recruitment and selection of staff with the qualifications necessary for successful performance, recommending recruitment sources and strategies and assuring the recruitment process and associated records are maintained in compliance with regulatory requirements. 
• Support staff career development, identifying opportunities for training and skill building within budget limits. 
• Control expenditures against budget, particularly in the areas of recruitment, compensation, benefits and staff development. Encourages proactive strategies for responding to employee relations iss