Chief Human Resources Officer
: Job Details :

Leading the Change in Youth Development

At Boys & Girls Clubs of King County, we are a premier youth development organization, providing a safe, affordable place for kids and teens during critical out-of-school time. At the heart of our success is our exceptional staff. Investing in our staff is a key strategic priority. We are working to reach more youth by creating a youth-centric Club experience through culturally relevant, inclusive, and equitable programming.

If you are passionate about youth development, love to connect with people, have a proven track record of results with youth, and want to be part of an extraordinary team, Boys & Girls Clubs of King County is for you!

Opportunity Overview: Chief Human Resources Officer

The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy that supports the Reach More Youth strategic priorities of the Boys & Girls Clubs of King County (BGCKC) specifically in the areas of recruiting, talent management, succession planning, change management, risk management, organizational and performance management, training and development, compensation, and driving the DNA Culture Code throughout BGCKC. The CHRO prioritizes a multicultural workforce that is sensitive to challenges and opportunities for staff & families and recognizes and honors the diversity of background, experience, and perspectives that each person brings to the organization. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, leadership team, and the board of directors. The CHRO supports through the HR team and key leadership daily HR functions. This role reports to the CEO and is a part of the Executive Leadership Team and Board of Directors. Physical presence in the Clubs, in the office, and at events is a priority for this role.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Develop and implement HR efforts that effectively communicate and support the organization's Mission, Values, Vision, DNA Code, and Strategic Priorities of Reaching More Youth.
• Be in the Clubs often to support, guide, and identify areas of opportunity and improvement to support Mission, Values, Vision, DNA Code, and Reaching More Youth.
• Work closely with Executive Director of Race, Equity, Diversity, and Inclusion to integrate equity into all aspects of HR practices.
• Develop HR plans and strategies to support and invest in the workforce who are passionate about serving youth.
• Advise and problem-solve complex personnel issues with executive management team and board of directors.
• Function as a strategic business advisor to the executive/senior leadership of each business unit or specialty group regarding key organizational and management issues.
• Advise organization's executive management to establish a sound plan of leadership succession that corresponds to the strategy and objectives of the organization.
• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs.
• Monitor the performance of employee health plans.
• Monitor status of unemployment and Labor and Industries claims.
• Process all FMLA and Shared leave applications.
• Develop and maintain employee handbook and other personnel-related policies and procedures.
• Develop and facilitate a cost-effective employee wellness program.
• Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective for the organization.
• Provide overall leadership and guidance to the HR function by overseeing organization-wide talent acquisition, career development, succession planning, retention, training, leadership development, risk management, and compensation and benefits.
• Develop and ensure compliance with BGCA standards of operations and compliance with all BGCKC administrative and operational policies and procedures, including employee health and safety and broader risk management assurance. Ensure compliance with all applicable federal, state, and local laws.
• Facilitate and encourage sharing of resources, best practices, and quality improvement initiatives organization-wide.
• Develop, implement, and administer compensation program; develop scope and processes for personnel studies such as classification and compensation analyses and salary and benefits surveys; lead or oversee conduct of such studies.
• Manage and implement employee benefits programs and oversee Workers Compensation program.
• Provide executive coaching as needed.
• Support or manage relationships with HR and Payroll vendors.
• Coordinate, develop, and/or lead training on a variety of human resource management topics for employees and managers, including onboarding and executive onboarding.
• Maintain and improve the quality and relevancy of HR content in ClubShare and Positiveplace.org.
• Assist with the design of and implementation of new HR services and programs.
• Provide direct supervision of HR Business Partners and HR Systems Administrator.
• Leverage partnerships with other Boys & Girls Clubs and Community Partners to provide high-quality training opportunities for staff in a cost-effective manner.

RELATIONSHIPS:

Internal: Frequent contact with Club level management, executive leadership, and other staff. Communicate daily to receive and provide information, discuss HR issues, explain or interpret HR policies and practices, and provide direction and support to all staff in regards to HR issues.

External: Regular contact with stakeholders, vendors, and professional associates.

KNOWLEDGE, SKILLS AND ABILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Knowledge of:

• Principles and practices of human resources management.
• Legal requirements and best practices regarding personnel policies and practices.
• Principles and practices of employee benefits programs and Washington State's workers' compensation program.
• Principles and practices of effective management, including supervision, training, evaluation, motivation, problem-solving, decision-making, leadership, and budgeting.

Skills:

• Effective written and oral communication
• Emotional intelligence
• Organizational development
• Technology savvy
• Teambuilding
• Conflict management

Ability to:

• Plan, direct, and oversee the operations assigned to the Human Resources Department.
• Plan, organize, and supervise the work of subordinate employees, including training, assigning, and evaluating their work, and providing job performance feedback.
• Perform research, gather data, analyze options, and make recommendations to management on a variety of HR issues based on sound reasoning and analysis.
• Conduct thorough employment investigations, analyze facts to make recommendations for resolution, and gain cooperation of employees and management to implement solutions.
• Analyze and evaluate operations and develop and implement corrective actions to improve efficiency, resolve problems, and ensure legal compliance.
• Provide excellent customer service and communicate sensitive information in an appropriate manner.
• Communicate effectively, orally and in writing, including the ability to listen effectively and to explain complex issues and applicable legal requirements, policies, and procedures to employees and managers.
• Operate personal computer, including Microsoft Office Suite software applications.
• Operate specialized software applications, such as payroll and HRIS that support the human resource management function.
• Use and adapt technology to improve the efficiency and accuracy of business processes.

HOURS: Flexible scheduling available, Full-Time 40 hours per weekTRAVEL: 25% travel to clubs across King CountyLOCATION: Club Service CenterSALARY: $125,000 - $140,000FLSA: Salary, Exempt

Key Performance Metrics:

• Achieve accurate and timely bi-monthly reporting and analysis of labor expenses
• Achieve accurate and timely monthly and annual reporting of turnover
• Meet or beat HR department budget
• Support and provide executive coaching as needed as measured by CEO, CDO, and CFO
• Assist executive management team and leadership team with the development of their talent bench

QUALIFICATIONS:

A combination of the experience, education, and training listed below which provides an equivalent background to perform the work of this position.

Experience: Ten or more years of progressively responsible experience in human resources management, including at least one year of supervisory experience, is required. Experience in a nonprofit organization is desired.

Education and Training: Bachelor's degree in human resources, public administration, business, or other related field is preferred.

Licenses and Certifications:

• SPHR or SHRM-SCP Certification is preferred.

PHYSICAL REQUIREMENTS AND WORKING ENVIRONMENT:

The physical demands and characteristics of the work environment described here are representative of those occurring in the performance of the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the essential functions of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear. The employee is occasionally required to reach with hands and arms and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.

This position works in an office, and the noise level in the work environment is usually low to moderate. While performing the duties of this job, the employee is occasionally exposed to toxic or caustic chemicals, i.e., copier toner.

DISCLAIMER:

This position description generally describes the principal functions of the position and the level of knowledge and skills typically required. It does not constitute an employment agreement between the employer and employee, and it is subject to change as the needs of the employer and the requirements of the job change.

Equal Employment Opportunity and Non-Discrimination:

Boys & Girls Clubs of King County (BGCKC) is committed to equal opportunity for all employees and applicants. BGCKC does not discriminate with regards to hiring, assignment, promotion or other conditions of staff employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender, gender identity, veteran status, disability, genetic information or any other status protected under local, state or federal law.

In accordance with the Americans with Disabilities Act, upon request, reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of our positions.