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Aquatic Exercise

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Jewish Life

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Renard Lecture Series

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Westchester Circles with the UJA

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Human Resources Director

Human Resources Director

 

POSITION SUMMARY:

The JCC’s Director, Human Resources (“Director of HR”) is responsible for aligning the agency’s approach to employment relationships with its overall business and mission-oriented goals and objectives. S/he will lead the agency’s human resources function including the direction, coordination, management and implementation of HR strategy. S/he must be capable of understanding and managing the diverse HR-related needs of each department across the agency. And, s/he must be capable of integrating such diverse needs into comprehensive agency-wide HR policies and protocols.

The Director of HR should be a subject-matter expert, with excellent interpersonal skills and abilities to work both independently and as a team member. Maintaining up-to-date knowledge about HR rules and regulations is vital. Exceptional communication, analytical, and problem-solving skills are also essential. The Director of HR must demonstrate sound and consistent judgment and decision-making abilities, technical skills, with strong operational and execution focus. S/he must be able to effectively communicate across all levels of the organization. S/he should be able to work in a fast-paced environment, taking initiative and prioritizing multiple tasks with minimal supervision. S/he must be a trustworthy professional with strong organizational skills and attention to detail.

The Director, Human Resources will serve as a member of the JCC’s management team and functions in alignment with the JCC’s overall program and agency operations in their entirety.

The Director, Human Resources is a full-time, exempt role.

RESPONSIBILITIES & ESSENTIAL FUNCTIONS:

  • Drive Implementation of “Best-Practices” in all aspects of the Employment Cycle at the JCC
  • Maintain in-depth knowledge of applicable federal, state and local laws to reduce legal risks and ensure regulatory compliance, working with legal counsel as needed. Study existing, new and anticipated legislation; enforce adherence to requirements and advise on needed actions.
  • Develop, vet and implement:
    • HR policies & procedures, aligning with agency mission and objectives as directed by management;
    • Programs to address staff training & development, payroll, benefits and other employee focused programs as directed by management
  • Provide HR policy & procedure guidance and interpretation.
  • Provide and direct day-to-day support of the organization’s HR needs (including, without limitation, recruiting, on-boarding, leave management, holiday and vacation schedules, etc.)
  • Manage review processes, including systematic creation and/or review of job descriptions

Direct and Manage Employee Relations

  • Develop and foster effective working relationships between managers and employees to improve communication and build morale.
  • Manage employee relations issues, conduct thorough and objective internal investigations, identify resolutions (consulting with management and legal counsel as needed) and follow up periodically as appropriate.
  • Adapt management style and approach to specific situation(s) or person(s) to achieve desired results and performance.
  • Support supervisors & managers by assisting, counseling and/or coaching as needed on employee management practices, performance issues, disciplinary actions, and terminations.

Leadership

  • Support management by providing human resources advice, counsel, and decisions
  • Respond promptly to inquiries. Handle difficult or emotional employment-related situations.
  • Mentor staff; provide guidance, support and clarity
  • Demonstrate problem-solving capacity; see beyond the present to anticipate future needs and opportunities.
  • Manage up and share pertinent information with supervisor on a timely basis
  • Update job knowledge by participating in conferences, educational opportunities and professional organizations, reading professional publications, and maintaining personal networks.
  • Perform such other duties and tasks as may be assigned

QUALIFICATIONS AND REQUIRED CERTIFICATIONS:

  • College Degree and relevant training in HR is required.
  • Minimum 8-10 years progressive HR experience, preferably in a non-profit organization, with knowledge of:
    • Current Labor & Employment Laws
    • Diversity Programs
    • Manager & Employee Training
    • Employee Relations & Work Force Development
    • Compensation & Benefits
    • Recruitment & Retention
    • Org. Development & Strategic Business Planning
    • Performance Management
    • Policy Development & Execution
    • Knowledge of MS Office, various HRIS software &/or benefit/payroll management systems essential. Must be able to work with computers with minimal IT support.

PHYSICAL REQUIREMENTS:

  • Frequently required to stand, sit, and/or walk
  • Frequently required to type and use a computer
  • Frequently required to speak in-person, by phone and/or by video conference

 

WORK ENVIRONMENTS:

  • Mostly inside work
  • Occasional remote work upon supervisory approval

Apply for this position

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