Human Resources Manager

The Human Resources Manager is a hands‑on leadership role responsible for managing the full recruiting and onboarding cycle for assigned product lines, while supervising a team of HR Generalists. This position carries its own product line partners alongside the team, ensuring timely, high-quality hiring across a multi‑site, high‑volume workforce environment with significant seasonal fluctuations. The HR Manager oversees daily team operations including workload distribution, quality control, and process consistency, and partners with program leaders to meet staffing needs across the Association. Essential Functions / Job Duties Staff Management : Responsible for the supervision, growth, development and performance of the HR Generalists to ensure effective talent strategies for a mostly part‑time, hourly workforce and seasonal hiring surges. Talent Acquisition : Provide oversight and direction for the full recruitment lifecycle, workforce planning and targeted candidate sourcing for the team of HR Generalists as well as their own assigned product line (client group). Onboarding & Offboarding : Design structured orientation frameworks for high-volume hires and conduct/manage Exit Interview electronic surveys to include building reports and identifying trends. HRIS Administration : Maintain data integrity within internal HR systems to drive metric‑based reporting. Employee Relations : Mediate workplace conflicts, lead workplace investigations and manage disciplinary protocols. Compliance & Policy Management : Monitor adherence to federal, state, and local labor standards and regulations, such FMLA, ADA, EEO, DCF, and FDLE. Participate in drafting of policies and operational protocols. Performance Management : Administer the annual appraisal system, goal‑setting mechanisms, and improvement frameworks. Training & Development : Identify workforce educational gaps and coordinate professional development programs. Employee Engagement : Develop and implement engagement strategies that align with the organization’s culture, values, and goals. This includes creating policies and programs that promote inclusion, recognition, and career growth. Benefits : Copartner with Benefits Director to assist in the benefits enrollment process and/or selection of health and wellness programs. Compensation : May assist in the evaluation of salary structures and incentive programs. Performs other duties as assigned. Qualifications, Skills and Abilities / Position Requirements Bachelor’s degree in Human Resources, Business Administration or related field/equivalent work experience. Minimum of 5 years of progressive experience in HR management with a multi‑site, mid‑to large‑size employer; at least 2 years in a dedicated supervisory or managerial HR leadership role. Experience in high‑volume recruiting and working with hourly/seasonal staff in the childcare industry a plus. Strong knowledge of HR policies, employment laws (Federal, State, County) and HR best practices. Professional HR credentials (e.g., SHRM‑CP, SHRM‑SCP, PHR, or SPHR) are highly desirable. Experience coordinating with client groups or managing client relationships is preferred. Exceptional written/verbal communication, interpersonal, and organizational skills. Ability to manage multiple priorities while maintaining attention to detail. Ability to handle confidential information with professionalism and discretion. High proficiency in MS Office Suite and specialized ATS/HRIS platforms; experience with UKG preferred. Bilingual English/Spanish a plus. The work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Primary works in an office environment, however occasionally visits outdoor program sites. While performing the duties of this position, the employee travels by automobile and is exposed to changing weather conditions. Will be required to drive often for meetings and other work‑related duties. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities. Being in good physical health with full range of body motion, including manual and finger dexterity and eye/hand coordination. Requires corrected vision and hearing to normal range. Occasionally requires working under stressful conditions or working irregular hours. The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. As a condition of employment, you will be required to submit to and satisfactorily clear a thorough Level II fingerprint background screening. As a Drug‑Free Employer, all new hires must successfully complete a drug test. Please note Medical Marijuana cards are not accepted and do not exempt you from successfully passing your drug test. The YMCA of South Florida is committed to the policy of Equal Opportunity prohibiting discrimination in the workplace because of race, color, religion, national origin, sexual orientation, political affiliation, age or disability. In accordance with House Bill 531 (2025) the Department of Children and Families require employers to make the “Care Provider Screening Clearinghouse Education and Awareness” website link: available to all potential candidates receiving a background check via the Clearinghouse. Employment at the YMCA is at‑will. It is purely voluntary, based upon the consent of both the Association and the staff member. No expressed or implied contractual rights should be inferred from this job description. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr