VP of Human Resources

About the role

The Y actively promotes a culture free from bias and injustice, dedicated to removing institutional and systemic barriers that result in oppression and racism. The organization is accountable to marginalized communities for creating equitable and sustainable environments where social justice is woven into every facet of programs, caring for communities in a culturally versatile and respectful manner.

YGS seeks a Vice President – Human Resources who will collaborate with the CEO and Senior Leadership Team to develop and execute the Association’s Human Resources plans and strategies across YGS and its branches and departments, driving organizational and cultural change and managing the delivery of HR services to all employees. The VP will provide a clear and actionable strategy to execute the organizational vision, build upon the organization’s success, and construct and fulfill assigned financial and operational objectives. This executive will operate with the highest levels of integrity, honesty, and personal standards and ethics.

Responsibilities

• Assesses, develops and implements comprehensive human resources strategies, systems, practices, plans and programs, including recruitment and retention, performance feedback, goal setting, pay for performance, compensation and benefits, diversity and inclusion, organizational planning, workforce planning and analysis, succession planning, staff learning and development, total rewards and recognition, employee relations and legal compliance, which result in the achievement of organizational goals.
• Stabilizes the HR function, develops, retains and attracts strong HR talent, and builds a strong rhythm, best practice, procedures, and culture for the HR team.
• Ensures the Human Resources strategic and tactical initiatives are aligned with the Y’s mission, vision and goals.
• Collaborates with and provides counsel to the President/CEO and senior leadership regarding strategic people initiatives, program development and operational issues impacting the employees of the YMCA.
• Streamlines HR operations, practices and procedures, reduces manual processes, and drives efficiencies through system consolidations, template development, and use of AI.
• Leads as a culture ambassador, manages employee resource groups, and serves as a champion for employees.
• Serves on the President/CEO’s senior leadership team.
• Works and collaborates with the CEO and other Association senior leadership team members to accomplish the Association mission and goals under a sustainable business model.
• Contributes to the evaluation of and adjustments to the sustainable business model from a financial and workforce perspective.
• Assesses the organization’s culture; recommends and implements changes to enhance the Y’s diverse workforce and achievement of the Y’s mission and values.
• Provides leadership and models partnership with others to instill the culture with the understanding that diversity and inclusion are integral to the Y’s aspirations for excellence.
• Provides overall leadership and management of the Human Resources team; hires, develops and directly manages the Human Resources department staff.
• Ensures strong succession planning and opportunities for career development within the Human Resources team.
• Develops, implements and ensures achievement of the Human Resources department goals, outcomes, budget and operations; drives measurement, outcome evaluation and continuous quality improvement of all Human Resources projects, activities and services.
• Models for the organization highly refined skills in critical thinking, analysis, problem solving, risk assessment and prevention, collaboration, diversity and inclusion, integration, stewardship, team building and development of leadership at all levels.
• Represents the YMCA locally, regionally and nationally, inside and outside the organization; actively engages in advocacy for the Y in support of goals.

Qualifications

• Bachelor’s Degree in Human Resources, or related field (Advanced degree is desirable).
• Minimum 8–10 years of progressive human resources executive management experience.
• Demonstrated competency and experience in managing all aspects of HR (e.g., employee relations, learning and development, recruitment/staffing, onboarding, employee services and compliance, benefits, HR systems, etc.).
• Demonstrated competence in building and leading an effective and cohesive HR team.
• Experience leading within an environment undergoing transformational change.
• Excellent communication skills (verbal and written).
• Appropriate balance between the strategic and tactical aspects of HR with vision for where the organization is going and how to get there.
• Strong interpersonal, organizational and leadership skills with ability to balance assertiveness with diplomacy.
• Specific depth in organizational development, leadership, diversity & inclusion, change management, coaching, compensation & benefits strategy, talent management, succession planning, learning and organizational effectiveness.
• Highly refined sense of cultural competence and awareness, with proven effectiveness and ease in communicating within a multicultural environment.
• Understanding of the importance and value of diversity that recognizes and embraces differences arising from varying backgrounds, life experiences, beliefs, and perspectives.
• Passion for the mission supporting youth development, healthy living and social responsibility, with ability to impel others to share in that commitment.
• Proven experience in handling highly confidential and sensitive matters.
• Competency in Windows-based programs including Word, Excel, PowerPoint and HR platforms (e.g., employee benefits, absences, etc.).
• Ability to relate effectively to diverse groups of people from all social and economic segments of the community; track record of building authentic, constructive relationships.
• Strong strategic planning skills including execution expertise.
• Demonstrated experience in financial planning, budgeting, and analysis.
• Demonstrated experience with attracting and developing high performance teams and a positive culture.
• Ability to partner and provide strategic level input to senior leadership and influence others at all levels of the organization.
• All employees and volunteers must adhere to abuse prevention policies, maintain appropriate boundaries, complete required training, report suspicious or inappropriate behavior, and comply with mandated reporting requirements; responsible for ensuring staff are properly screened, trained, supervised and held accountable to the organization’s abuse risk management standards.

Preferred: Bilingual with demonstrated experience working with diverse populations (language, culture, race, physical ability, sexual orientation, etc.).

Skills

Leadership and Collaboration

• Uses complex, coordinated influencing/negotiation strategies, adapted to people and/or the situation (e.g., networks).
• Delegates and leverages direct reports to facilitate increased collaboration across the organization, tapping their motivations and values to energize them.
• Builds partnerships based on a common agreement that acknowledges individual differences but creates a new commonality beyond root beliefs or culture.
• Systematically builds support at multiple levels and across groups.
• Builds ongoing partnerships with key stakeholders.
• Hands-on, team-oriented leader with highly developed interpersonal skills, adept as an influencer and negotiator.

Driving Results

• Enables higher performance by incrementally improving approaches based on internal and external feedback.
• Benchmarks own performance against industry best practices.
• Proactively seeks to improve community experience aligned with the organization’s mission.

Attributes

• Strengthens the Y’s culture by demonstrating the values of the Y – honesty, caring, respect, responsibility, and passion for excellence – in every aspect of work.
• Deep commitment to the mission of the YMCA, its members and the communities served.
• Proven champion of social responsibility, diversity, and inclusion; models cultural