VP/Chief Human Resources Officer

The YMCA of Northwest North Carolina is seeking a VP/Chief Human Resources Officer (CHRO).

Job Description

The VP/Chief Human Resources Officer (CHRO) provides executive-level leadership and guidance to the organization’s multifaceted staff development department. Provides strategic leadership to attract, develop and retain the best talent available and to position the YMCA as an "employer of choice." Oversees the development and implementation of talent management/human resources policies, plans and services, including recruitment, selection, legal compliance, employee benefits, compensation, onboarding, employee relations, risk, employment practices and procedures, employee communications and events. Directly supervises three HR team members tasked with staff onboarding and experience, benefits/risk management and administrative functions. Creating strategy and vision with regard to team building, talent strategy, and organizational-culture initiatives. This position has budget ownership and will directly supervise a staff team, work with other staff through task forces, as well as provide leadership to a committee of volunteers focused on our staff experience.

This strategic role blends the foundation of Human Resources with today’s evolving workforce. The CHRO is growth-minded and our champion for the employee experience—where our team members can grow their careers, feel a high sense of belonging, and understand the impact they make to our members, program participants, volunteers, and community. We want a leader to help chart our course, build new capabilities and inspire others to achieve in a high-performing, diverse work environment.

Supervisory Responsibilities

The VP/Chief Human Resources Officer has budget ownership and will directly supervise a team of HR, Talent Strategy, and/or Risk professionals.

Vision Statement For Serving All

The Y is a place where common ground thrives and people of all walks of life can belong. We approach service through the Christian principles of love, compassion, kindness, and respect. The YMCA of Northwest North Carolina will promote and exemplify togetherness. We value, encourage, and nurture the contributions that each person makes to our association and the communities we serve.

Our public charge is to “Love All and Serve All”.

Qualifications

• Bachelor’s degree in Human Resources, Business Management or related field
• 10+ year’s progressive management experience in Human Resources
• SPHR and/or SHRM-SCP certification preferred
• Experience leading staff and volunteers
• Critical Thinking Skills
• Conflict Resolution
• Understanding of business financials
• Knowledge of, and previous experience, working with a broad range of populations
• Strong interpersonal, organizational and communication skills
• Energetic, devoted, mission-driven, team-oriented individual
• Shares authority and demonstrates courage and humility
• Knowledge and professional experience in planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
• Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources
• Proficiency in business and human resources related computer applications, which may include talent management systems, time and attendance systems, etc.
• Strong ability to promote a positive team atmosphere
• Exemplifies a proactive, hands-on approach, as well as a professional work ethic
• Ability to work a non-traditional schedule including some nights and weekends
• Ability to direct assigned operations including staff and volunteer development, supervision of staff, development and monitoring of budgets, utilize multiple communication channels to recruit and engage team members, and program development
  
  

Physical Demands

• Sufficient strength, agility and mobility to perform essential functions of position.
  
  

Essential Functions

Executive Leadership - Actively participate as an effective part of the senior leadership team; the CHRO will be an agent for continuous improvement and leadership development. Work to create and ensure a welcoming and inclusive work environment. Remain abreast of trends in the workplace, Talent Development, Talent Acquisition, and Human Resources. Promote consistency and trust.

Human Resources Operations - Provide leadership, inspiration, guidance, and counsel to the human resources team. Ensure compliance of HR policy/procedure, applicable local/state/federal labor laws and required reporting obligations. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. Manages relationships with compliance agencies and YMCA legal counsel. Lead and drive a service-centered department focused on creating exceptional staff experiences that lead to amazing customer service. Ensure Employee Relations matters are fully supported, investigated, documented, and resolved in a fair and consistent manner. Perform data analysis and reporting related to human capital. Collaborate with senior leadership to insure compensation and benefits are benchmarked, equitable and consistent with the association's long-term goals. Oversees compensation and benefit programs, including job descriptions and classifications, salary structure and salary adjustments. Oversees benefit plan communications, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes.

Leadership Development - Promote effective coaching, mentoring, communication and change processes. Provide guidance and coaching for staff on career development. Manage the training budget and opportunities for staff to match their training plan. Create and maintain an effective onboarding process. Establish qualitative and quantitative measures of the employee experience. Develop strategies for career development engaging career-minded staff and staff who serve in part time roles. Facilitate teen employment by creating an environment where teens are successful and can learn what it means to be a dependable, valuable employee.

Talent Acquisition Strategy - Work with all leadership to position the YMCA of NWNC to be known as a place where people love to work and grow. Lead Talent Strategy staff to develop and drive an association-wide strategy for attracting and retaining top quality talent in all departments for full time, part time and seasonal staff. Ensure that all talent acquisition strategies represent. Work directly with leaders of various departments to ensure that creative recruiting strategies address the needs across the organization.

Workforce Planning - Oversee annual performance management processes; lead a dynamic talent assessment and succession planning process to meet future needs. Continually work with leadership to help assess the organization for talent gaps. Assure that employees understand our mission, cause, culture, organizational structure, practice, and how their role is vital to our success. Lead standardized goal creation and monitoring process for all full time employees.

Risk Management – Works with branch leadership to proactively ensure that our operations are safe for staff and members. Works with insurance representatives on claims. Oversees management of member/guest incidents for optimal outcomes for injured individuals and the Y. Oversees administration of Worker's Compensation program, ensuring effective injury prevention and incident management measures are in place to keep employees safe and minimize lost work time.

Champion of Positive Culture - Understand the end-to-end employee experience and the drivers of engagement, retention and growth. Provide strategies and tools designed to maintain a high level of motivation and morale to leadership staff, including conflict resolution, performance management, cause and culture training. Promote cross-organizational communication and training. Serves as a resource and participates as a leader/member of various staff committees and leadership groups.

Foster Excellence – Work with supervisors to provide the tools needed to create a thriving team of people focused on excellent customer service and program delivery.

Cause-Driven Leadership Competencies

Mission Advancement: Incorporates the Y's mission and values into the organization's vision and strategies. Ensures community engagement; promotes the global nature of the Y. Leads a culture of volunteerism ensuring engagement, inclusion, and ownership. Supports a culture of philanthropy.

Collaboration: Makes cross-organizational collaboration an organizational priority. Creates effective, sustainable, organization-wide collaborations. Engages in collaborations with openness and desire to share leadership. Creates processes to identify and manage collaborations effectively. Initiates the development of relationships with influential leaders to impact and strengthen the community. Is recognized as an inspirational community leader who communicates to engage and inspire people within and outside the YMCA.

Communication and influence: Creates and clearly communicates a compelling, cause-driven vision. Creates and implements effective communication strategies with compelling messages that inspire others to accomplish the mission and cause with maximum impact. Navigates complex issues with ease. Remains neutral always representing YMCA values and build trust with all. All messaging is neutral as the YMCA is an apolitical organization. Advocates for staff to advance the Y's cause. Proactively communicates during critical and important situations. Gets things done through others by effectively reading and interpreting the culture, decisions, networks, and politics in the organization.

Innovation: Champions an environment conducive to developing new approaches and ideas. Provides oversight to improvement efforts and leads the integration and alignment of improvements so that strategic goals can be met. Invests resources-time, people, and funding-in well-designed Innovation Initiatives. Effectively drives change by leveraging resources and creating alignment to expand organizational opportunities.

Developing Self and Others: Creates a vibrant cause-centered culture for staff and volunteers. Fosters the development of staff and volunteers at all levels in the organization by engaging in ongoing feedback and coaching, creating succession plans, and providing resources and support for informal and formal learning at all levels. Ensures the organization creates and prioritizes a staff development strategy that is consistent with CAUSE-DRIVEN LEADERSHIP. Seeks out personal learning that is aligned with or preparatory for anticipated changes in the organization. Champion of and accountable for equitable staff hiring, promotion, and development. Guides others on how to strengthen knowledge, skills, and competencies that improve organizational performance.