Vice President of Human Resources - Tampa Metropolitan YMCA

Executive Leadership Team Shape the future of a mission-driven organization as the Tampa Y’s next VP of HR—leading people, culture, and impact in Florida. Job Description Reporting to the Chief Executive Officer, the Vice President of Human Resources provides strategic leadership for the Association's Human Resources function, ensuring that people strategies support the YMCA mission, strategic priorities, and long-term organizational success. The Vice President serves as a trusted advisor to executive leadership on workforce planning, organizational effectiveness, employee engagement, culture, change management, employee relations, and employment law. A primary responsibility of this role is to develop a high-performing Human Resources team through coaching, mentoring, succession planning, and professional development. The Vice President builds an HR department that serves as a trusted strategic business partner across the Association. The Vice President serves as the Association's executive subject-matter expert in employee relations and employment law and partners closely with the Senior Director of Total Rewards to advance enterprise-wide people strategies, while those functions retain operational ownership. Key Relationships Chief Executive Officer – Supervisor Executive Leadership Team Senior Director of Total Rewards – Strategic Partner & Direct Report Legal Counsel – Strategic Partner Qualifications Bachelor’s degree in human resources, Business Administration, or related field required; Master's degree preferred. Minimum 10 years of progressive HR leadership experience with at least 5 years in a senior HR leadership role. Demonstrated success developing high-performing HR teams. Recognized expertise in employee relations, workplace investigations, and employment law. Experience partnering with executive leadership to drive organizational strategy. Strong business acumen, executive presence, communication, coaching, and analytical skills. Experience in using HRIS and workforce analytics. Thought Leadership: Translate external trends into innovative and creative practices. Market Insight: A strong understanding of how the competitive landscape and innovation trends affect the Y in both the Non-Profit and For-Profit Tampa labor markets. Results Orientation: A commitment to demonstrably improve and maintain retention. Proactivity to support growth strategy. Customer Impact: A passion for serving our clients and the Y mission. Collaboration & Influence: Proactive cross-functional partnerships to work effectively with peers and partners in and outside of the Y. Requires a valid driver’s license and a satisfactory driving record. Employment will end if at any time the driving standards during employment per the Tampa YMCA driving policies are not met. Ability to travel throughout the association as needed. Results Orientation: A commitment to demonstrably improve and maintain retention. Essential Functions Strategic Leadership Develop and execute the Association's Human Resources strategy aligned with organizational priorities. Serve as executive advisor on workforce planning, organizational design, culture, engagement, and organizational effectiveness. Lead enterprise change initiatives and use HR analytics to guide strategic decisions. Human Resources Leadership & Team Development Lead, coach, mentor, and develop a high-performing Human Resources team. Create succession plans, career pathways, and development opportunities for HR staff. Build the HR function into a strategic business partner focused on service excellence, accountability, and innovation Employee Relations & Employment Law Serve as the Association's executive expert on employee relations and employment law. Provide guidance on investigations, accommodations, leaves, discipline, performance issues, and conflict resolution. Partner with legal counsel to reduce organizational risk and ensure compliance with federal, state, and local employment laws. Develop and maintain compliant employment policies and coach leaders on consistent employment practices. Talent Acquisition, Development & Workforce Planning Develop and execute an innovative enterprise-wide talent acquisition strategy that attracts, engages, and retains a diverse, high-performing workforce. Leverage modern recruiting methods, including social media platforms, digital marketing, employer branding, employee referral programs, artificial intelligence tools, and strategic talent sourcing to expand candidate Partner with Marketing and Communications to strengthen the YMCA's employer brand, promoting the Association as an employer of choice throughout the community. Utilize workforce planning strategies to anticipate future staffing needs and develop proactive recruitment initiatives aligned with organizational growth. Establish recruiting performance metrics, including time-to-fill, quality of hire, source effectiveness, candidate experience, offer acceptance rates, and retention of new hires. Evaluate labor market trends, workforce demographics, and competitive hiring practices to ensure recruiting strategies remain innovative and effective. Foster strategic partnerships with colleges, universities, professional organizations, military transition programs, and community organizations to strengthen talent pipelines. Compensation & Benefits (Strategic Partner) Partner with Total Rewards leadership to support compensation philosophy and benefits strategy. Provide strategic recommendations using workforce and market data to support attraction and retention. Performance Management Lead the Association's performance management philosophy and support leaders in coaching, accountability, and development. HR Analytics & Workforce Intelligence Establish a culture of data-driven decision-making throughout the Human Resources function. Develop executive dashboards and workforce metrics that provide actionable insights to executive leadership and the Board. Analyze workforce trends including turnover, retention, engagement, absenteeism, promotions, succession readiness, diversity, recruiting effectiveness, and leadership bench strength. Utilize predictive analytics to identify workforce risks, forecast staffing needs, and recommend proactive talent strategies. Measure the effectiveness and return on investment of Human Resources initiatives through meaningful key performance indicators. Partner with Finance and operational leadership to analyze labor costs, productivity, overtime, vacancy trends, and workforce utilization. Present workforce insights through executive-level reports and recommendations that support strategic planning and organizational decision-making. Ensure HRIS and reporting systems produce accurate, timely, and meaningful workforce information to improve organizational effectiveness. Leverage technology and automation to improve HR processes, reporting, and the employee experience. Safety & Risk Management Adhere to all Federal, State, and local safety regulations, as well as all YMCA policies and procedures related to the safety, health, and welfare of members, participants, guests, and staff. Ensure that all Tampa YMCA standards, leading practices, and policies are implemented and consistently followed, including those related to emergency procedures, child abuse prevention, and appropriate supervision. Adhere to policies and procedures related to managing high-risk activities and supervising participants and boundaries with participants when applicable. Ensure implementation of and follows all training requirements including risk management and child abuse prevention training in addition to ensuring proper reporting of all incidents/accidents according to risk management procedures. Maintain a safe and healthy environment at all times, including performing daily safety checks of program areas, equipment, and supplies. Maintain proper records, including certifications, meetings and training. Maintain an emphasis on safety in all areas of responsibility as they relate to members and staff. Adhere to risk management training requirements including child abuse prevention. Front desk personnel—ensure member or association guest are properly signed in and signed out, ensures only authorized adults are allowed in the facility, etc. Contribute to creating and maintaining a safe, positive, and respectful environment for members, guests, and staff. Promptly report any suspicious or inappropriate behavior, as well as policy violations, following established association procedures. Miscellaneous This position may require availability to work flexible hours, including evenings, weekends, and holidays, as needed. This position requires in-person availability and does not have a remote work option. Performs other duties as assigned. Required Certifications SHRM-SCP or SPHR preferred. CPR and First Aid certification within 30 days of employment. Maintain all required YMCA certifications. WORK ENVIRONMENT And PHYSICAL DEMANDS While performing the duties of this job, the employee is regularly required to use a computer for extended. periods of time and be able to communicate using a computer and authorized work phone/smart device. Ability to perform all physical aspects of the position, including but not limited to, walking, standing, bending, reaching, and lifting. The employee frequently is required to sit and reach, and must be able to move around the work environment. Ability to lift and move a minimum of 30 pounds. Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust. Ability to work in a variety of environments, specifically those subject to extreme humidity/dampness, heat and cold. The noise level in the work environment is usually moderate. This position may require availability to work flexible hours including evenings, weekends, and holidays as needed. #J-18808-Ljbffr YMCA of the USA