Chief Human Resources & Administration Officer

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field.
• Minimum of ten years of progressively responsible leadership experience in human resources, organizational development, administration, legal compliance, risk management, or related functions.
• Demonstrated experience leading organizational change and strategic workforce initiatives.
• Strong knowledge of employment law, compensation practices, employee relations, organizational development, and risk management.
• Experience supporting executive leaders and governing boards.
• Preferred: Master's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or related field.
• SHRM-SCP, SPHR, JD, or other relevant executive-level certification.
• Experience in nonprofit, YMCA, healthcare, education, government, or mission-driven organizations.
• Experience overseeing shared services or multi-location operations.

Essential Functions

• Strategic Leadership & Organizational Effectiveness:
• Serve as a trusted advisor to the CEO, COO, Executive Leadership Teams, and Boards of Directors on workforce, culture, governance, risk, and organizational effectiveness.
• Develop and implement a multi-year people and culture strategy aligned with each association's strategic plan.
• Lead organizational design, succession planning, change management, and workforce planning initiatives.
• Partner with executive leadership to strengthen organizational capacity and support sustainable growth.
• Create strategies that position both associations to successfully navigate expansion opportunities, shared services initiatives, partnerships, and future organizational transformations.
• Foster a culture of accountability, collaboration, innovation, inclusion, and continuous improvement.
• Human Resources & Talent Strategy:
• Provide strategic oversight of all human resources functions across both associations.
• Lead talent acquisition and retention strategies to attract, develop, and retain high-performing employees.
• Develop workforce planning strategies that ensure the right talent is in place to achieve organizational goals.
• Establish succession planning processes for key leadership and mission-critical positions.
• Oversee employee onboarding, engagement, performance management, and recognition programs.
• Ensure compliance with all employment-related federal, state, and local laws and regulations.
• Oversee payroll department.
• Compensation, Benefits & Total Rewards:
• Develop and maintain a competitive compensation philosophy that supports recruitment, retention, equity, and financial sustainability.
• Conduct compensation studies, salary benchmarking, pay equity analyses, and market assessments.
• Recommend salary structures, pay practices, incentive programs, and executive compensation strategies.
• Oversee employee benefits programs and evaluate opportunities to enhance employee value while maintaining fiscal responsibility.
• Partner with finance leadership to forecast workforce costs and assess compensation-related trends and risks.
• Leadership Development & Organizational Learning:
• Design and implement leadership development strategies for supervisors, directors, vice presidents, and executive leaders.
• Create learning pathways that support employee growth, internal promotion, and succession readiness.
• Develop and oversee training programs related to leadership, communication, employee engagement, performance management, compliance, and organizational culture.
• Foster a culture of continuous learning and professional development throughout both associations.
• Identify future leadership talent and create opportunities to prepare employees for advancement.
• Employee Relations & Culture:
• Lead employee relations strategy and provide guidance on complex personnel matters.
• Ensure fair, consistent, and legally compliant employment practices.
• Support leaders in resolving workplace conflicts, conducting investigations, and addressing performance concerns.
• Measure and strengthen employee engagement, morale, and organizational health.
• Develop initiatives that promote diversity, equity, inclusion, belonging, and psychological safety.
• Champion a mission-driven culture that reflects YMCA values and supports exceptional employee and member experiences.
• Legal Affairs, Compliance & Governance:
• Serve as the primary liaison to external legal counsel.
• Oversee employment-related legal matters and organizational compliance efforts.
• Cover the review of contracts, leases, agreements, policies, and governance documents.
• Monitor emerging legal and regulatory developments that impact YMCA operations.
• Support board governance practices and ensure compliance with applicable laws, regulations, and accreditation standards.
• Advise executive leadership regarding legal risk and policy implications of organizational decisions.
• Risk Management & Safety:
• Lead enterprise-wide risk management initiatives across both associations.
• Develop and implement strategies to identify, assess, mitigate, and monitor operational, financial, legal, reputational, and safety risks.
• Oversee insurance programs, claim management, and risk financing strategies.
• Ensure compliance with YMCA Child Protection Standards, safety protocols, and regulatory requirements.
• Lead crisis preparedness, business continuity planning, and incident response efforts.
• Promote a proactive culture of safety, accountability, and risk awareness throughout the organization.
• Competencies:
• Strategic Leadership
• Talent Management
• Change Management
• Executive Coaching & Leadership Development
• Compensation & Workforce Planning
• Employee Relations
• Legal & Regulatory Compliance
• Risk Management
• Board Relations & Governance
• Collaboration & Influence
• Financial Acumen
• Communication & Relationship Building
• Diversity, Equity, Inclusion & Belonging
• Mission Advancement