Head of Recruiting & HR

About COA Youth & Family Centers
COA Youth & Family Centers(COA) nurtures children, supports families, and builds strong and resilient communities— one child, one family, one community at a time.

COA’s programs are designed to meet the needs of Amani and Riverwest families through the advancement of our three core areas of focus: early education, youth development, and community development.

The Human Resources Director plays a vital role in building and sustaining a strong, engaged workforce that is essential for fulfilling the mission of COA. The position, in partnership with the senior leadership team and supported by the executive director, is responsible for all tactical and strategic human resources activities including but not limited to ensuring compliance with legal requirements, promoting employee engagement, and supporting the organization’s mission by overseeing the following functional areas: recruitment and staffing, employee relations, performance management, benefits administration, and compliance with federal, state, and local employment laws. This position is also a member of the senior leadership team and is expected to participate in broad strategic initiatives to forward the mission of COA by providing insights and recommendations based on human resources analytics and best practices to support operational and compliance needs, and to develop and execute strategic human resources initiatives that align with the organization’s business objectives.

Recruitment and Staffing

Oversee the full-cycle recruitment process, including job postings, interviews, and onboarding for new hires, while developing and implementing strategies to attract and retain top talent aligned with the organization’s long‑term staffing needs.

Employee Relations

Act as the primary point of contact for employee issues, conducting investigations and implementing resolutions, while fostering a positive work environment through guidance, coaching, and enhancing overall employee relations and organizational culture.

Performance Management

Guide managers & supervisors through the performance review process, including goal setting, feedback, and resolution of performance issues, and develop and implement performance management strategies to support organizational goals and continuous improvement.

Administer and manage employee benefits programs and compensation structures, ensuring accuracy, compliance, and alignment with organizational goals, and recommend enhancements to maintain competitiveness and employee satisfaction. Oversee FMLA and other leave of absence processes, ensuring compliance with applicable laws and regulations, and support employees through the leave process.

Policy Development and Compliance

Implement and enforce comprehensive personnel policies and procedures, ensuring compliance with federal, state, and local regulations while aligning with organizational values and addressing evolving legal and industry standards.

Maintain human resources documentation, including job descriptions and records, and handle administrative tasks such as coordinating with the insurance broker and 403 (b) plan administration, while recommending and implementing improvements to HR functions and processes.

Maintain and utilize the HRIS to ensure accurate data entry, generate reports and analytics, and inform strategic human resources decisions, recommending system enhancements.

Track and document safety training and incidents to ensure compliance with safety regulations and enhance workplace safety.

Support the Finance Department in payroll processing, ensuring accurate and timely management.

Identify training needs and implement development programs to enhance employee skills and support career growth, while designing and promoting training initiatives that align with organizational objectives and support long‑term development.

Help plan and manage events and activities to boost employee morale and foster a positive workplace culture, while developing and implementing strategies to enhance engagement and align with the company’s values and goals.

Minimum of 4 years of progressive human resources experience is required with at least 1 year leading human resources functions for a non‑profit organization with at least 50 FTEs.

Associate’s degree in human resources (or a related field) or professional human resources certification (e.g., Knowledge of human resources activities, employment laws, and regulatory requirements within a non‑profit organization.

High attention to detail and ability to handle sensitive and confidential information with discretion.

Ability to manage multiple and often changing priorities efficiently and appropriately.

Proficiency in HRIS systems and G Suite.

Strong problem‑solving skills and ability to interpret and apply laws, regulations, and company policies to various HR scenarios.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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