Director of Human Resources

Frost Valley YMCA•Town of Neversink, NY

5d•$70,000 - $80,000

About The Position

The Director of Human Resources is Frost Valley YMCA's senior HR leader within the Business Operations department and owns the full employee life cycle for year-round staff and a large seasonal camp workforce. The role is accountable for safe hiring and screening, legal compliance, fair and confidential employee relations, accurate people data for payroll, and equipping managers to lead and develop their teams. The Director has one direct report, the HR Generalist, who supervises a part-time HR Administrative Assistant and seasonal HR staff during peak hiring. The Director works closely with the Chief Business Officer on the personnel budget while keeping employee relations matters confidential within HR. Concerns involving the Chief Business Officer or senior leaders are escalated directly to the CEO. The Director sets HR processes, oversees team work, reviews its accuracy and compliance, and is accountable for all results described in the posting.

Requirements

Seven or more years of progressive HR experience, including at least three years supervising HR staff or leading an HR function.
Working knowledge of federal and New York State employment law, benefits, and leave administration.
Experience conducting workplace investigations and advising managers on complex employee relations matters.
Experience working with Finance on payroll inputs, benefits billing, and personnel budgets.
Proficiency with an HRIS and Google Workspace.
Sound judgment and the highest standard of confidentiality.
Clear written and verbal communication with staff at every level.

Nice To Haves

Bachelor's degree in human resources, business, or a related field, or equivalent experience.
SHRM-CP or SHRM-SCP, or PHR or SPHR certification.
Experience with high-volume seasonal hiring, camps, outdoor education, hospitality, or youth-serving organizations.
Familiarity with American Camp Association standards and YMCA practices.
Experience implementing a competency model or performance management system.

Responsibilities

Advise the Chief Business Officer and leadership team on workforce planning, organizational design, staffing levels, and succession planning.
Partner with the Chief Business Officer on the annual personnel budget, salary structure, and benefits strategy.
Lead organizational change efforts and communicate clearly with staff during transitions.
Supervise, develop, and evaluate the HR Generalist.
Plan HR capacity for seasonal hiring, including staffing levels, timing, budget, hiring-manager responsibilities, and self-service tools.
Lead employee engagement and recognition efforts.
Analyze turnover, hiring, seasonal staffing, and engagement data and recommend actions to leadership.
Conduct objective and confidential investigations into complaints, grievances, and concerns; recommend actions consistent with policy and law; and maintain complete records.
Advise managers on discipline, terminations, accommodations, and other sensitive matters.
Escalate concerns involving the Chief Business Officer or senior leaders to the CEO, and engage outside counsel or investigators when needed.
Set recruitment strategy for year-round and seasonal hiring with hiring managers.
Own youth-safety screening standards under New York State children's camp regulations, American Camp Association standards, and YMCA child-protection requirements; review and decide on concerning background-check results.
Oversee the HR team's job postings, interview scheduling, offer letters, new-hire paperwork, background-check processing, I-9 verification, certification collection, onboarding logistics, and orientation scheduling.
Lead the performance management process and train supervisors to apply the competency model consistently across employment categories and levels.
Identify training needs and build development opportunities for staff and supervisors; implement a professional development structure.
Approve job descriptions and their placement in the salary structure.
Maintain the salary structure and recommend pay ranges using market data in line with New York pay transparency requirements.
Lead benefits renewals and plan decisions with the broker and Chief Business Officer, including the YMCA Retirement Fund.
Decide complex leave and accommodation cases and oversee the HR team's benefits enrollment, eligibility, benefits questions, open-enrollment logistics, deduction reconciliation with Finance, and routine leave paperwork.
Review and approve every payroll change entered by the HR Generalist before it is sent to Finance, and maintain separation of duties between HR employee records and Finance payment records.
Oversee HRIS data entry, personnel files, and payroll change reports sent to Finance by each cutoff.
Ensure HR policies and practices comply with federal, New York State, and local employment law; maintain the employee handbook and HR policies, including the policy on where hybrid and remote staff may live and work.
Monitor legal changes, support audits, and work with outside counsel.
Oversee workers' compensation and unemployment claim filings, wage notices, required postings, routine compliance filings, standard HR reports, routine employee questions, and exit interviews.
Perform other duties as assigned.