Sr. VP Human Resources

Job Title

Sr. VP, Human Resources

Department

Human Resources

Reports To

President & CEO

Status

Salaried – Exempt

Job Summary

The Sr. Vice President, Human Resources (SVP) is responsible for the development of a workplace culture and environment that reinforces BGCMA's values and attracts, develops, and retains top talent. The SVP has oversight of all HR matters including but not limited to compensation, benefits, employee relations, talent acquisition, talent development, risk mitigation, 401(k) administration, benefits administration, and performance management. As a member of the senior team, the SVP, Human Resources collaborates closely with senior leaders on behalf of BGCMA employees.

Essential Job Functions And Accountabilities

Talent

• Develop and implement best-in-class talent management strategies across the organization.
• Provide support and guidance to HR team, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations
• Work with the HR team to oversee employee disciplinary meetings, terminations, and investigations.
• Develop and lead talent acquisition plans and programs designed to attract and identify talent who are aligned with the organization's mission, values, and culture.
• Ensure that BGCMA is an employer of choice; providing strategic guidance on succession planning programs for key contributor and management positions.
• Provides leadership and direction to the organization with regard to HR policies and practices, and identifies, evaluates, and recommends opportunities for improvement.
• Ensure that performance management and staff development efforts are aligned with long-term talent retention objectives.
• Responsible for BGCMA’s compensation strategy, and fair pay practices.
• Collaborates with the Senior Staff and the HR Committee to develop and implement policies and procedures for the effective management of club human resources in support of the Boys & Girls Clubs of Metro Atlanta's strategic plans.
• Oversee efforts to streamline human resources management workflows, systems, and processes to optimize the efficiency of the function and the delivery model to the organization.
• Stay informed, up-to-date and ensures compliance with all applicable Federal, State, and local employment laws.
  
  

Lead and Drive People Operations

• Drive a culture of inclusion and accountability focused on leadership and collaborative excellence by developing and delivering world-class organization-wide human resources programs, policies, and protocols.
• Develop HR plans and strategies to support the achievement of the overall business objectives.
• Lead in developing and driving an inclusive culture that embraces diversity, equity, and inclusion. Fosters a secure environment for innovation and excellence.
• Serve as an advisor to the CEO & senior leadership team on all organizational, and human resources matters.
• Advise the leadership team on human resources related issues and oversee strategies/action steps for new or refined programs to enhance organizational effectiveness and workplace culture and to mitigate risk.
• Responsible for ongoing evaluation of BGCMA's comprehensive and progressive benefits programs including health and wellness benefits and 401(k) to maintain a competitive total rewards package.
  
  

Budget

• Develops, implements and controls department’s budgets and ensures staff understand and adhere to budget.
  
  

Department Management

• Manages HR department including recruiting qualified staff, training and developing staff, identifying performance objectives, and monitoring and providing feedback on performance.
• Coaches HR team to reach all goals.
• Fosters a culture of collaboration and inclusion and ensures staff accountability.
  
  

Education

EDUCATIONAL QUALIFICATIONS AND SKILLS:

• A BS/BA degree from an accredited college/university. MBA/MA/PHR or SPHR preferred
  
  

Experience

• Requires a human resources executive with a minimum of 10 years of experience, who will be able to strategically and tactically evaluate and implement sophisticated HR and Organizational Culture related programs and initiatives; be able to work with a variety of leadership to build consensus around HR strategy and tactics; have a demonstrated background in organizational development, talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.
  
  

Skills

• The selected executive must have the ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity. Superior interpersonal communication and presentation skills as well as proven organizational skills are required.
  
  

Environment & Working Conditions

• Normal internal office environment with frequent travel to Clubs, and the Support Center. Sporadic evening work to support normal Club hours and occasional weekends to support the organization’s fundraising events, special events, and activities. Frequent internal contact with employees throughout the organization is required. Physical requirements include walking, climbing stairs, and sitting for four-plus hours per day. Light work, exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently.
  
  

Employee Classification

• Exempt employees are not entitled, under the Fair Labor Standards Act (FLSA), to the protections of the wage and hour laws of the state or the FLSA. Exempt employees must always be paid on a salary basis and not be subject to reduction based on the quality or quantity of work performed.
  
  

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.