Director of Human Resources

Director Of Human Resources

Boys & Girls Club of Rochester is committed to advancing equity in its work. We invite applications from underrepresented and historically marginalized groups. People of all races, ethnicities, sexualities, identities and abilities are encouraged to apply.

The Director of Human Resources is responsible for creating, leading, and implementing Club human resources functions, including recruitment, compensation, benefits, safety, employee relations, performance management and staff development, as well as managing compliance, legal, and risk management concerns. Provide advice and counsel to management in the development and implementation of policies and practices that comply with all applicable regulations and are consistent with Boys and Girls Club of Rochester mission and values. Foster a positive, equitable, and inclusive workplace culture.

Responsibilities

Key Roles (Essential Job Responsibilities):

• In collaboration with the Chief Executive Officer, establish and implement policies and procedures for the effective management of Club human resources, ensuring compliance with federal, state and local regulations and community practice, as well as Boys and Girls Club of Rochester mission and values.
• Ensure equitable and inclusive policy and practice through consistent engagement of employees at all levels, data analysis, and continuous improvement processes.
• Provide information to staff and volunteer leadership to support management decision-making about policy issues, employee relations, staff development needs, compensation and benefits practices and costs and recruitment practices. Prepare reports summarizing human resources programs and activities.

Strategic Planning

• Contribute to operational strategic planning and organizational development priorities, providing perspective on staffing, employee development, and succession planning to support strategic directions.
• Identify and evaluate opportunities to improve human resources policies, procedures and programs to ensure they meet Club needs and motivate effective performance of staff.
• Develop recommendations for implementation and modification of human resources management policies, procedures and programs to the Chief Executive Officer and Board.

Resource Management

• Control expenditures against budget, particularly in recruitment, compensation, benefits and staff development. Encourages proactive strategies for responding to employee relations issues to minimize potential expenses.
• Manage administrative and operational systems for maintaining all employment and personnel records, ensuring compliance with legal requirements.
• Ensure a healthy and safe environment that complies with all OSHA and other regulatory requirements, not limited to unemployment, worker's compensation, disability, and retirement regulations.
• Ensure a productive work environment that encourages positive, effective working relationships and open communications, and that is respectful of the gender and cultural diversity of Club staff, volunteers and members. Take prompt, appropriate action to respond to conflicts between staff members.
• Support the recruitment and selection of staff with the qualifications necessary for successful performance, recommending recruitment sources and strategies and assuring the recruitment process and associated records are maintained in compliance with regulatory requirements.
• Oversee and facilitate completion of required onboarding processes and documentation, including new hire paperwork, orientation, and new-hire training.
• Support staff career development, identifying opportunities for training and skill building within budget limits.

Partnership Development

• Develop collaborative partnerships with other Clubs, consultants and vendors, as well as youth serving, professional and/or not-for-profit organizations, to maintain professional credibility within the community.

Marketing and Public Relations

• Develop and maintain public relations to promote awareness of the Club and stimulate interest in employment opportunities with Boys and Girls Clubs.

Relationships:

Internal: Maintain close, daily contact with Club staff (professional and volunteer), Club members, and supervisor to receive/provide information, discuss issues, explain guidelines/instructions; instruct; and advise/counsel.

External: Maintain contact with other Clubs, vendors, consultants, organizations, government agencies and others to achieve program goals and objectives, manage costs, share information and resolve problems.

Qualifications

Skills/Knowledge Required:

• College degree or equivalent. PHR or SHRM certification preferred.
• At least five years of progressively responsible experience in human resources management.
• Computer literacy, including database management.
• Knowledge of regulatory requirements affecting human resources management.
• Current knowledge of best practices in human resources management.
• Strong administrative and organizational skills.
• Excellent interpersonal and conflict resolution skills.
• Scrupulous attention to detail and confidentiality.
• A working understanding of policy impacts on racial justice and issues of equity for persons identifying with historically marginalized groups.

Physical Requirements/Work Environment:

Self-motivated, and self-directed. High energy level, comfortable performing multi-faceted tasks in conjunction with day-to-day activities. Superior interpersonal abilities. Ability to get along with diverse personalities, tactful, mature and flexible. Good reasoning abilities and sound judgment. Excellent oral and written communication skills.

On-site work is required, primarily at the Boys & Girls Club of Rochester main office – currently located at The Place (1026 E. Center Street, Rochester MN 55904). 40 hour work week, typically between 8am and 5pm Monday – Friday. Limited remote work is possible, as arranged with the CEO.

Disclaimer: The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job.