Human Resources Manager

Human Resources ManagerThe Human Resources Manager plays a critical leadership role in advancing the mission of the Boys & Girls Clubs of Central Florida by leading day-to-day HR operations and helping to build a positive, compliant, and high-performing workplace for all team members. This position manages core HR functions, including recruitment and onboarding, employee relations, performance management, benefits and leave administration, HR compliance, and HRIS data integrity. Reporting to the CHRO, the Human Resources Manager serves as a strategic support partner to leaders across 40+ sites, supervises two HR Generalists and one HR Intern, and ensures HR practices support staff engagement, retention, and alignment with BGCCF values.The Human Resources Manager is responsible for:Partnering with the CHRO to translate organizational goals into actionable HR priorities that support Club operations and outcomes for staff and members.Providing day-to-day management, coaching, and direction to HR Generalists and HR Interns, establishing clear service standards and promoting a responsive, solutions-focused HR function.Serving as a trusted advisor to supervisors on workforce planning, organizational policy, and change management, helping leaders navigate personnel and staffing needs across multiple Club sites.Managing full-cycle recruitment, including job description development, job postings, sourcing, screening, interviewing, reference checks, offer letters, and background checks, ensuring equitable, consistent hiring practices that align with Boys & Girls Clubs of Central Florida's mission and values.Partnering with hiring managers to clarify role requirements, develop structured interview tools and hiring rubrics, and define selection criteria that support timely, high-quality hires and a fair, consistent candidate experience.Overseeing all pre-employment and onboarding processes, including I-9/E-Verify completion, DCF youth-serving level two checks, new-hire documentation, and coordination with IT and Operations to ensure system access set-up, orientations, and all onboarding steps are welcoming, timely, and compliant.Ensuring quality onboarding and orientation for new hires, interns, and applicable volunteers, ensuring a consistent, engaging introduction to organizational culture, policies, and expectations.Managing offboarding processes, including preparation of separation documentation, systems access changes, final communications, and exit interviews; analyzing exit data to identify trends and recommend retention and engagement strategies.Maintaining compliant, accurate, and confidential personnel records and HRIS data for current and former employees, using standardized data entry practices and conducting regular file and system audits to ensure data integrity across HR and payroll systems.Staying current on federal, state, and local employment regulations and nonprofit youth-serving requirements, recommending updates to policies, procedures, and practices to maintain compliance and reduce risk.Leading the implementation, configuration, and ongoing optimization of HR systems (HRIS, ATS, performance management, and related payroll modules) in collaboration with the CHRO, Finance, and external vendors, including documenting workflows, procedures, and user guidance.Developing, maintaining, and enhancing HR reports and dashboards (e.g., turnover, vacancies, recruiting status, compliance, headcount, safety) to support data-driven decision-making by the CHRO, Finance, and executive leadership.Serving as an internal resource for benefits programs, ensuring employees and managers understand eligibility, enrollment, qualifying life events, and coverage changes throughout the employee lifecycle, and responding to escalated benefit and leave questions in collaboration with vendors and brokers as needed.Coordinating and overseeing day-to-day benefits administration in collaboration with brokers, carriers, and vendors (e.g., medical, dental, vision, life/disability, retirement, and related programs), ensuring accurate and timely processing of enrollments, changes, and terminations and maintaining accurate benefit data and file feeds in the HRIS.Supporting the annual Open Enrollment process, including system setup and testing, data audits, collaboration with brokers and carriers on plan and rate changes, and development of employee communications and an up-to-date Employee Benefit Enrollment Guide to support informed decision-making.Reconciling monthly benefit enrollments and carrier invoices, conducting routine benefits audits, managing the ACA dashboard, and providing necessary documentation to Finance for invoice approvals, payroll deductions, and compliance-related reporting.Administering and coordinating leave programs (FMLA, ADA accommodations, workers' compensation, and personal leaves), ensuring proper documentation, consistent tracking, clear communication with employees and managers, and close alignment with Payroll so that pay, status, and benefit changes are processed accurately and on time.Leading and monitoring the new hire and annual performance review process and developing systems to ensure it runs smoothly.Working closely with the CHRO to address and resolve employee relations concerns, including coaching managers on performance management, corrective action, investigation, and documentation.Conducting or supporting fact-finding for workplace concerns, ensuring fair, timely, and well-documented outcomes that are consistent with policy and organizational values.Advising and guiding managers and staff on a wide range of employee relations matters, including performance issues, conflict resolution, and workplace concerns; interpreting and applying HR policies, procedures, and best practices to support fair and consistent outcomes.Providing day-to-day performance management support to managers, including coaching, counseling, and assistance with employee development and performance improvement plans.Designing and delivering targeted development sessions for club and regional leaders to strengthen performance management, coaching, and compliance acumen.Partnering with leadership on engagement, recognition, and culture-building initiatives that strengthen retention, inclusion, and alignment with the Boys & Girls Clubs of Central FL's mission.Coordinating required HR-related reporting and audits (e.g., EEO, OSHA logs, workers' compensation, DCF audits, benefits/retirement filings) and periodically reviewing and recommending updates to the Employee Handbook, HR policies, procedures, and Standard Operating Procedures (SOPs) to ensure clarity, consistency, and alignment with BGCCF culture and legal requirements.Partnering with the CHRO to maintain up-to-date HR policies, procedures, and the Employee Handbook, recommending revisions to reflect legal developments, best practices, and organizational changes.Ensuring HR practices comply with federal, state, and local employment laws and regulations, including recordkeeping, required postings, and support for internal and external audits, and collaborating with Operations leaders to reinforce compliance with BGCCF's safety program and incident-reporting protocols.Coordinating responses to information requests from regulatory, funding entities, or auditors.Responding to requests for employee information, such as employment verifications, unemployment claims, and state and federal information requests, ensuring timely, accurate, and confidential handling consistent with policy and legal requirements.Analyzing HR processes and metrics to identify opportunities to streamline workflows & HR systems, improve employee experience, and enhance data quality and compliance.Leading or supporting special HR projects (e.g., HRIS upgrades, program implementation, process documentation, digital transformation) as assigned by the CHRO.Staying current with HR trends, technology, and regulatory changes and sharing relevant updates and recommendations with the CHRO and HR team.Supervising a team of two HR Generalists and one HR Intern, providing clear expectations, regular coaching, positive recognition, and timely corrective feedback to build a high-performing, accountable team.Advising the CHRO on hiring, training, performance, retention, and termination decisions for direct reports, and supporting robust performance management and professional development plans that foster a learning-oriented, service-focused culture within the department.Delegating work effectively across the HR team, implementing operational best practices that reduce administrative overhead while ensuring timely, high-quality HR service delivery to internal customers.Mentoring and developing team members through ongoing feedback, training, and stretch assignments to promote continuous growth, skill-building, and improved performance in alignment with organizational goals.Qualification Requirements:Education:Bachelor's degree in Human Resources or related field, or equivalent work experience, with at least five years of progressively responsible experience in multiple Human Resources functions.Experience:Five years of progressive human resources experience, including responsibility across multiple HR functional areas (e.g., recruitment, employee relations, benefits, HR technology, compliance, and training), with a focus on project management, employee relations, and investigations.Advanced user and administrator experience with HRIS systems and benefits administration platforms (ADP Workforce Now preferred), including configuration, reporting, and data integrity oversight.Expert understanding of HR policies and employment law, with hands-on compliance and policy advisory responsibilities, including interpreting regulations and advising leaders on risk-informed decisions.Demonstrated experience drafting, implementing, and maintaining HR policies, Standard Operating Procedures (SOPs), guidance documents, and training materials that translate technical, legal, and organizational requirements into clear, practical expectations for managers