Director of Human Resources

Description

The Director of Human Resources is Frost Valley YMCA's senior HR leader and leads Human Resources within the Business Operations department. The Director owns the full employee life-cycle for a workforce that includes year-round staff and a large seasonal camp staff each summer.

The role succeeds when Frost Valley hires and screens staff safely, stays compliant, handles sensitive matters fairly, sends accurate people data to payroll, and has managers equipped 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. For concerns involving the Chief Business Officer or senior leaders, the Director has a direct line to the CEO.

How accountability works in this role

The Director is accountable for every result in this description, whether the Director does the work or oversees it.

• •Led directly: The Director sets direction, makes judgment calls, and personally handles sensitive matters.
• •Carried out by the team: The HR Generalist leads day-to-day transactions and records and assigns tasks to the HR team. The Director sets the process, reviews the work, and answers for its accuracy and compliance.
• •Shared with Finance: The Director approves all people data that feeds payroll, and Finance processes payroll. HR manages employee records and Finance manages payment, with neither able to edit the other's records.

Requirements

1. People strategy and leadership

Accountable for: a workforce plan, organizational design, and HR capacity that meet Frost Valley's year-round and seasonal needs within budget.

• •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, including clear communication to staff during transitions.
• •Supervise, develop, and evaluate the HR Generalist.
• •Plan HR capacity for the seasonal hiring surge, including the number, timing, and budget of seasonal HR staff, hiring-manager responsibilities, and self-service tools.
• •Lead engagement and recognition efforts.
• •Analyze turnover, hiring, seasonal staffing, and engagement data and recommend action to leadership.

2. Employee relations and investigations

Accountable for: complaints and sensitive employee matters being handled objectively, confidentially, consistently with policy and law, and with complete records.

• •Conduct thorough, objective, and confidential investigations into complaints, grievances, and concerns, and recommend actions consistent with policy and law.
• •Keep complete records of interviews, findings, and outcomes.
• •Advise managers on discipline, terminations, accommodations, and other sensitive matters.
• •Escalate concerns involving the Chief Business Officer or senior leaders directly to the CEO, and engage outside counsel or investigators when needed.

3. Talent acquisition and youth safety

Accountable for: year-round and seasonal hiring that meets Frost Valley's staffing needs and youth-safety screening standards.

Led directly by the Director

• •Set recruitment strategy for year-round and seasonal hiring with hiring managers.
• •Own Frost Valley's 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 any background check result that raises a concern.

Overseen by the Director, carried out by the HR team

• •Job postings, interview scheduling, offer letters, and new hire paperwork.
• •Background check processing, I-9 verification, and collection of certifications for year-round and seasonal staff.
• •Onboarding logistics and new hire orientation scheduling.

4. Performance and Professional Development

Accountable for: a performance management process that supervisors apply consistently, and development opportunities that meet identified staff and supervisor needs; implement a professional development structure

• •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.
• •Approve job descriptions and their placement in the salary structure.

5. Compensation, benefits, and leave

Accountable for: a current, market-informed salary structure and accurate, compliant administration of benefits and leave.

Led directly by the Director

• •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 the Chief Business Officer, including the YMCA Retirement Fund.
• •Decide complex leave and accommodation cases.

Overseen by the Director, carried out by the HR team

• •Benefits enrollment, eligibility, staff benefits questions, and open enrollment logistics.
• •Reconciling benefits deductions with Finance.
• •Routine leave paperwork, including FMLA, New York Paid Family Leave, and disability.

6. HR data and payroll controls

Accountable for: accurate people data reaching Finance by each payroll cutoff, with separation of duties maintained.

Led directly by the Director

• •Review and approve every payroll change the HR Generalist enters before it goes to Finance.
• •Maintain separation of duties between HR employee records and Finance payment records.

Overseen by the Director, carried out by the HR team

HRIS data entry, personnel files, and the payroll change report sent to Finance by each cutoff.

7. Compliance, policy, and reporting

Accountable for: HR policies and practices that comply with federal, New York State, and local employment law, and timely required filings and reports.

Led directly by the Director

• •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.

Overseen by the Director, carried out by the HR team

• •Workers' compensation and unemployment claim filings.
• •Wage notices, required postings, and routine compliance filings.
• •Standard HR reports, routine employee questions, and exit interviews.

Perform other duties as assigned.

Qualifications:

Required

• •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.

Preferred

• •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.

Work environment and physical demands

• •Occasionally lift and move up to 15 pounds.
• •Prolonged periods of sitting and computer work.
• •Must be able to access and move around all Frost Val