YMCA of the USA
Vice President of Human Resources and Risk Management
YMCA of the USA, Fort Lauderdale, Florida, us, 33336
Vice President of Human Resources and Risk Management
Job Description
The YMCA of South Florida is seeking a dynamic, collaborative individual as Vice President of Human Resources & Risk Management. Under the direction of the President & CEO, the Vice President is responsible for the strategic leadership, development, and implementation of Human Resources and Risk Management strategies for YMCA of South Florida. This includes recruitment and hiring, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications, and employee events. The individual oversees the day-to-day operations of the Human Resource and Risk Management Department, including contract compliance, assessing levels of risk for the organization, and making recommendations to safeguard the organization. This role serves as an internal consultant to the senior management team, supervisors, and staff members on issues affecting staff performance and business relationships, fostering a workplace environment consistent with the values and mission of the organization.
Qualifications
Bachelor's degree in human resources preferred or relevant work experience required.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus.
Minimum of twenty years of senior Human Resources management experience or executive level experience in an organization of similar or larger size, with responsibility for functional and strategic aspects of Human Resources and Risk Management.
Departmental staff assessment, management, and development of an HR staff of four to ten members.
Leadership and organizational development.
Minimum of ten years of supervisory experience, leading a department of approximately ten staff members.
Minimum of five years’ Risk Management experience.
Demonstrated capability with building and maintaining effective relationships with all departments and employees in a collaborative environment.
Prior experience with multi‑site, multi‑functional organizations.
Detail oriented, logical, and methodological approach to problem solving.
Excellent communication skills, both written and verbal.
Experience effectively addressing all levels within the organization, including ability to resolve disputes and maintain confidentiality.
Demonstrated ability to mentor and develop staff.
Excellent interpersonal skills; ability to relate with individuals at all levels.
Excellent computer skills (Microsoft Word and Excel).
Spanish speaking a plus but not required.
Ideal Candidate Profile
Dynamic individual with outgoing, energetic, and collaborative personality.
Strategic and visionary approach to work.
Analytical, organized, driven by attaining results.
Comfortable with public speaking.
Emotionally mature, able to initiate, conduct and navigate difficult conversations with individuals at all levels.
Innate ability to develop and motivate staff by setting examples, coaching, and mentoring them.
Essential Functions Strategic Leadership
Collaborates with Senior Management to define the organization's long‑term goals and identifies ways to support the goals through talent management.
Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
Develops, plans, implements, and evaluates the Association's human resource and risk management functions and performance.
Ensures that the organization is following all federal, state, and local laws related to employment, training, employee benefits, and compensation.
Develops, implements, and enforces human resources policies and procedures of the Association through systems that improve overall operation and effectiveness.
HR Operations
Directs and provides leadership to the HR Team responsible for hiring and onboarding new hires.
Oversees the day‑to‑day operations of the recruitment and onboarding processes, supervising a team of four (two HR Representatives in Miami and two based in Ft. Lauderdale office) to ensure new hires are onboarded efficiently and in compliance with YMCA, State, and Local guidelines.
Builds and maintains a strong functional team through effective coaching, training, team building, and succession planning.
Works with HR Team to ensure volunteers are cleared and onboarded in a timely manner.
Creates a plan for the HR Department to manage peak hiring months, including hiring temporary staff if necessary.
Partners with Director of Financial Systems Administration and Payroll Management to discover proactive approaches to recruiting and onboarding needs using the HRIS platform.
Reviews daily workflows in UKG ensuring information is accurate and job descriptions are uploaded and compliant with YMCA procedures.
Risk Management
Partners with AVP of Risk Management to develop and implement Risk Management strategies that protect the organization while complying with state and federal laws related to safety and risk management.
Partners with AVP of Risk Management in overseeing the handling of lawsuits and acts and liaison with attorneys.
Educates and trains leadership and staff on the risk management program and their respective responsibilities.
Staff Recognition and Retention
Implements and leads staff recognition and retention strategies.
Coordinates annual staff rallies and holiday events to recognize staff tenure and celebrate successes.
Organizes logistics of venue, runs annual staff anniversary reports and orders service awards in recognition of staff tenure.
Succession Planning
Meets with Senior Leadership to identify internal candidates for future openings.
Creates development plans for identified individuals to prepare them for these roles.
Meets semiannually to review development plan progress.
Staff Development
Creates training plans supporting organizational staff development at all levels.
Cause‑Driven Leadership Competencies Mission Advancement Reinforces the Y’s values within the organization and the community. Effectively communicates the benefits and impact of the YMCA’s efforts for all stakeholders. Implements effective systems to develop volunteers at program and fundraising leadership levels.
Collaboration Develops strategies to ensure staff and volunteers reflect the community. Builds and nurtures strategic relationships to enhance support for the YMCA. Communicates for influence to attain buy‑in and support of goals. Provides tools and resources for the development of others.
Operational Effectiveness Integrates multiple thinking processes to make decisions. Involves members and community in the development of programs and activities. Ensures execution of plans. Institutes sound accounting procedures and financial controls. Assigns clear accountability and ensures continuous improvement.
Personal Growth Fosters a learning environment embracing diverse abilities and approaches. Creates a sense of urgency and positive tension to support change. Anticipates challenges that can sidetrack or derail growth and personal learning. Demonstrates up‑to‑date knowledge and skills in technology.
Required Certifications SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus.
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Qualifications
Bachelor's degree in human resources preferred or relevant work experience required.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus.
Minimum of twenty years of senior Human Resources management experience or executive level experience in an organization of similar or larger size, with responsibility for functional and strategic aspects of Human Resources and Risk Management.
Departmental staff assessment, management, and development of an HR staff of four to ten members.
Leadership and organizational development.
Minimum of ten years of supervisory experience, leading a department of approximately ten staff members.
Minimum of five years’ Risk Management experience.
Demonstrated capability with building and maintaining effective relationships with all departments and employees in a collaborative environment.
Prior experience with multi‑site, multi‑functional organizations.
Detail oriented, logical, and methodological approach to problem solving.
Excellent communication skills, both written and verbal.
Experience effectively addressing all levels within the organization, including ability to resolve disputes and maintain confidentiality.
Demonstrated ability to mentor and develop staff.
Excellent interpersonal skills; ability to relate with individuals at all levels.
Excellent computer skills (Microsoft Word and Excel).
Spanish speaking a plus but not required.
Ideal Candidate Profile
Dynamic individual with outgoing, energetic, and collaborative personality.
Strategic and visionary approach to work.
Analytical, organized, driven by attaining results.
Comfortable with public speaking.
Emotionally mature, able to initiate, conduct and navigate difficult conversations with individuals at all levels.
Innate ability to develop and motivate staff by setting examples, coaching, and mentoring them.
Essential Functions Strategic Leadership
Collaborates with Senior Management to define the organization's long‑term goals and identifies ways to support the goals through talent management.
Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
Develops, plans, implements, and evaluates the Association's human resource and risk management functions and performance.
Ensures that the organization is following all federal, state, and local laws related to employment, training, employee benefits, and compensation.
Develops, implements, and enforces human resources policies and procedures of the Association through systems that improve overall operation and effectiveness.
HR Operations
Directs and provides leadership to the HR Team responsible for hiring and onboarding new hires.
Oversees the day‑to‑day operations of the recruitment and onboarding processes, supervising a team of four (two HR Representatives in Miami and two based in Ft. Lauderdale office) to ensure new hires are onboarded efficiently and in compliance with YMCA, State, and Local guidelines.
Builds and maintains a strong functional team through effective coaching, training, team building, and succession planning.
Works with HR Team to ensure volunteers are cleared and onboarded in a timely manner.
Creates a plan for the HR Department to manage peak hiring months, including hiring temporary staff if necessary.
Partners with Director of Financial Systems Administration and Payroll Management to discover proactive approaches to recruiting and onboarding needs using the HRIS platform.
Reviews daily workflows in UKG ensuring information is accurate and job descriptions are uploaded and compliant with YMCA procedures.
Risk Management
Partners with AVP of Risk Management to develop and implement Risk Management strategies that protect the organization while complying with state and federal laws related to safety and risk management.
Partners with AVP of Risk Management in overseeing the handling of lawsuits and acts and liaison with attorneys.
Educates and trains leadership and staff on the risk management program and their respective responsibilities.
Staff Recognition and Retention
Implements and leads staff recognition and retention strategies.
Coordinates annual staff rallies and holiday events to recognize staff tenure and celebrate successes.
Organizes logistics of venue, runs annual staff anniversary reports and orders service awards in recognition of staff tenure.
Succession Planning
Meets with Senior Leadership to identify internal candidates for future openings.
Creates development plans for identified individuals to prepare them for these roles.
Meets semiannually to review development plan progress.
Staff Development
Creates training plans supporting organizational staff development at all levels.
Cause‑Driven Leadership Competencies Mission Advancement Reinforces the Y’s values within the organization and the community. Effectively communicates the benefits and impact of the YMCA’s efforts for all stakeholders. Implements effective systems to develop volunteers at program and fundraising leadership levels.
Collaboration Develops strategies to ensure staff and volunteers reflect the community. Builds and nurtures strategic relationships to enhance support for the YMCA. Communicates for influence to attain buy‑in and support of goals. Provides tools and resources for the development of others.
Operational Effectiveness Integrates multiple thinking processes to make decisions. Involves members and community in the development of programs and activities. Ensures execution of plans. Institutes sound accounting procedures and financial controls. Assigns clear accountability and ensures continuous improvement.
Personal Growth Fosters a learning environment embracing diverse abilities and approaches. Creates a sense of urgency and positive tension to support change. Anticipates challenges that can sidetrack or derail growth and personal learning. Demonstrates up‑to‑date knowledge and skills in technology.
Required Certifications SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus.
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