Human Resources Manager

TITLE: Human Resources Manager 

PERFORMANCE PROFILE SOURCE: Management Professional

DEPARTMENT: Human Resources 

REPORTS TO: CHRO

FLSA STATUS: Exempt

WORKER CATEGORY: Full-Time

EMPLOYMENT FUNCTION: Management

ABOUT BGCCF:

Since 1944, Boys & Girls Clubs of Central Florida has provided children and teens, ages 6 to 18, with a safe place to learn and grow during non-school hours. Today, more than 15,000 young people call our 39 Clubs across five Central Florida counties home. The mission of Boys & Girls Clubs of Central Florida is to inspire and enable all young people, especially those who need us most, to realize their full potential as productive, responsible, and caring adults. Every day after school and all summer long, our members walk through the blue doors at little or no cost to their families and find academic support, enrichment, and caring adult role models who believe in what they can become. 

How we do it matters as much as what we do. Our Clubs deliver quality programming grounded in evidence across six core pillars of focus: education and career development; character and leadership development; sports, fitness, and recreation; health and life skills; the arts; and mental health. That work is reinforced by practices informed by trauma research, mental and emotional wellness support, and an unwavering commitment to safety. The results show up in graduation rates, college and vocational school enrollment, grades, and young people who tell us they feel emotionally safe at their Club. As part of the national Future Ready movement, we are growing bigger, better, and bolder, and we know none of it happens without exceptional people. That is why we invest in our team through comprehensive training, leader development, competitive compensation and benefits, and a workplace culture built on excellence, belonging, and accountability. If you want your work to change the trajectory of a child's life, there is a place for you here. Great futures start here, and they start with you. 

POSITION SUMMARY:

The Human Resources Manager plays a critical leadership role in advancing the mission of the Boys & Girls Clubs of Central Florida by leading day-to-day HR operations and helping to build a positive, compliant, and high‑performing workplace for all team members. This position manages core HR functions, including recruitment and onboarding, employee relations, performance management, benefits and leave administration, HR compliance, and HRIS data integrity. Reporting to the CHRO, the Human Resources Manager serves as a strategic support partner to leaders across 40+ sites, supervises two HR Generalists and one HR Intern, and ensures HR practices support staff engagement, retention, and alignment with BGCCF values.

 ESSENTIAL JOB RESPONSIBILITIES: 

People Operations

• Partner with the CHRO to translate organizational goals into actionable HR priorities that support Club operations and outcomes for staff and members.
• Provide day-to-day management, coaching, and direction to HR Generalists and HR Interns, establishing clear service standards and promoting a responsive, solutions-focused HR function.
• Serve as a trusted advisor to supervisors on workforce planning, organizational policy, and change management, helping leaders navigate personnel and staffing needs across multiple Club sites.

Talent Acquisition, Onboarding, and Offboarding

• Manage full-cycle recruitment, including job description development, job postings, sourcing, screening, interviewing, reference checks, offer letters, and background checks, ensuring equitable, consistent hiring practices that align with Boys & Girls Clubs of Central Florida’s mission and values.
• Partner with hiring managers to clarify role requirements, develop structured interview tools and hiring rubrics, and define selection criteria that support timely, high-quality hires and a fair, consistent candidate experience.
• Oversee all pre-employment and onboarding processes, including I‑9/E‑Verify completion, DCF youth‑serving level two checks, new-hire documentation, and coordination with IT and Operations to ensure system access set‑up, orientations, and all onboarding steps are welcoming, timely, and compliant.
• Ensure quality onboarding and orientation for new hires, interns, and applicable volunteers, ensuring a consistent, engaging introduction to organizational culture, policies, and expectations.
• Manage offboarding processes, including preparation of separation documentation, systems access changes, final communications, and exit interviews; analyze exit data to identify trends and recommend retention and engagement strategies.

HRIS, Payroll Systems, and Data Integrity

• Maintain compliant, accurate, and confidential personnel records and HRIS data for current and former employees, using standardized data entry practices and conducting regular file and system audits to ensure data integrity across HR and payroll systems.
• Stay current on federal, state, and local employment regulations and nonprofit youth‑serving requirements, recommending updates to policies, procedures, and practices to maintain compliance and reduce risk.
• Lead the implementation, configuration, and ongoing optimization of HR systems (HRIS, ATS, performance management, and related payroll modules) in collaboration with the CHRO, Finance, and external vendors, including documenting workflows, procedures, and user guidance.
• Develop, maintain, and enhance HR reports and dashboards (e.g., turnover, vacancies, recruiting status, compliance, headcount, safety) to support data‑driven decision‑making by the CHRO, Finance, and executive leadership.

Benefits, Open Enrollment, and Leave Administration

• Serve as an internal resource for benefits programs, ensuring employees and managers understand eligibility, enrollment, qualifying life events, and coverage changes throughout the employee lifecycle, and responding to escalated benefit and leave questions in collaboration with vendors and brokers as needed.
• Coordinate and oversee day-to-day benefits administration in collaboration with brokers, carriers, and vendors (e.g., medical, dental, vision, life/disability, retirement, and related programs), ensuring accurate and timely processing of enrollments, changes, and terminations and maintaining accurate benefit data and file feeds in the HRIS.
• Support the annual Open Enrollment process, including system setup and testing, data audits, collaboration with brokers and carriers on plan and rate changes, and development of employee communications and an up-to-date Employee Benefit Enrollment Guide to support informed decision-making.
• Reconcile monthly benefit enrollments and carrier invoices, conduct routine benefits audits, manage the ACA dashboard, and provide necessary documentation to Finance for invoice approvals, payroll deductions, and compliance-related reporting. 
• Administer and coordinate leave programs (FMLA, ADA accommodations, workers’ compensation, and personal leaves), ensuring proper documentation, consistent tracking, clear communication with employees and managers, and close alignment with Payroll so that pay, status, and benefit changes are processed accurately and on time.

Employee Relations, Performance, and Engagement

• Lead and monitor the new hire and annual performance review process and develop systems to ensure it runs smoothly.
• Work closely with the CHRO to address and resolve employee relations concerns, including coaching managers on performance management, corrective action, investigation, and documentation.
• Conduct or support fact‑finding for workplace concerns, ensuring fair, timely, and well‑documented outcomes that are consistent with policy and organizational values.
• Advise and guide managers and staff on a wide range of employee relations matters, including performance issues, conflict resolution, and workplace concerns; interpret and apply HR policies, procedures, and best practices to support fair and consistent outcomes. 
• Provide day-to-day performance management support to managers, including coaching, counseling, and assistance with employee development and performance improvement plans. 
• Design and deliver targeted development sessions for club and regional leaders to strengthen performance management, coaching, and compliance acumen.
• Partner with leadership on engagement, recognition, and culture‑building initiatives that strengthen retention, inclusion, and alignment with the Boys & Girls Clubs of Central FL's mission.

Policies, Compliance, and Risk Management

• Coordinate required HR-related reporting and audits (e.g., EEO, OSHA logs, workers’ compensation, DCF audits, benefits/retirement filings) and periodically review and recommend updates to the Employee Handbook, HR policies, procedures, and Standard Operating Procedures (SOPs) to ensure clarity, consistency, and alignment with BGCCF culture and legal requirements.
• Partner with the CHRO to maintain up‑to‑date HR policies, procedures, and the Employee Handbook, recommending revisions to reflect legal developments, best practices, and organizational changes. 
• Ensure HR practices comply with federal, state, and local employment laws and regulations, including recordkeeping, required postings, and support for internal and external audits, and collaborate with Operations leaders to reinforce compliance with BGCCF’s safety program and incident‑reporting protocols.
• Coordinate responses to information requests from regulatory, funding entities, or auditors. 
• Respond to requests for employee information, such as employment verifications, unemployment claims, and state and federal information requests, ensuring timely, accurate, and confidential handling consistent with policy and legal requirements.

Continuous Improvement and Special Projects

• Analyze HR processes and metrics to identify opportunities to streamline workflows & HR systems, improve employee experience, and enhance data quality and compliance.
• Lead or support special HR projects (e.g., HRIS upgrades, program implementation, process documentation, digital transformation) as assigned by the CHRO.
• Stay current with HR trends, technology, and regulatory changes and share relevant updates and recommendations with the CHRO and HR team.

Team Management/Supervision

• Supervise a team of two HR Generalists and one HR Intern, providing clear expectations, regular coaching, positive recognition, and timely corrective feedback to build a high‑performing, accountable team.
• Advise the CHRO on hiring, training, performance, retention, and termination decisions for direct reports, and support robust performance management and professional development plans that foster a learning‑oriented, service‑focused culture within the department.
• Delegate work effectively across the HR team, implementing operational best practices that reduce administrative overhead while ensuring timely, high‑quality HR service delivery to internal customers.
• Mentor and develop team members through ongoing feedback, training, and stretch assignments to promote continuous growth, skill-building, and improved performance in alignment with organizational goals.

 QUALIFICATION REQUIREMENTS: (Knowledge, Education, Experience & Skills)

Education:

• Bachelor’s degree in Human Resources or related field, or equivalent work experience, with at least five years of progressively responsible experience in multiple Human Resources functions.

Experience:

• Five years of progressive human resources experience, including responsibility across multiple HR functional areas (e.g., recruitment, employee relations, benefits, HR technology, compliance, and training), with a focus on project management, employee relations, and investigations.
• Advanced user and administrator experience with HRIS systems and benefits administration platforms (ADP Workforce Now preferred), including configuration, reporting, and data integrity oversight.
• Expert understanding of HR policies and employment law, with hands-on compliance and policy advisory responsibilities, including interpreting regulations and advising leaders on risk‑informed decisions.
• Demonstrated experience drafting, implementing, and maintaining HR policies, Standard Operating Procedures (SOPs), guidance documents, and training materials that translate technical, legal, and organizational requirements into clear, practical expectations for managers and staff.
• Proven ability to identify organizational risks or opportunities within HR (e.g., compliance gaps, process inefficiencies, culture or engagement issues) and design systems, workflows, and feedback mechanisms to address, monitor, and continuously improve those areas.
• Expertise in training, organizational development, and change management, including designing and delivering training for supervisors and staff and supporting the adoption of new policies, systems, and HR practices.
• Experience administering and processing compliance-related topics, including FMLA, ACA, COBRA, workers’ compensation, ADA accommodations, and EEO, with a track record of accurate documentation, communication, and coordination with Payroll and Legal/Compliance partners.
• Three years of experience in a lead or supervisory HR role; experience supporting a multi-site or direct service nonprofit environment strongly preferred.
• Strong HR project management experience, including breaking strategic HR vision into clear goals, projects, and tasks, managing timelines and stakeholders, and using structured goal-setting approaches (such as Objectives and Key Results or similar frameworks) to define, communicate, and track HR functional priorities and outcomes with the HR team.
• Demonstrated experience administering or coordinating benefits, leave, and compliance programs, including partnering with vendors, brokers, and internal stakeholders to track and resolve complex issues and improve processes over time.

 Skills: 

• Advanced skills in Microsoft Suite (Outlook, Word, Excel, Forms, PowerPoint) and HR technology, including HRIS, CRM, databases, benefits platforms, and timekeeping/payroll tools such as ADP Workforce Now, with the ability to build templates, trackers, and reports that support HR projects and analytics.
• Demonstrated project management skills, including breaking strategic HR objectives into clear goals, projects, timelines, deliverables, and tasks, coordinating multiple stakeholders, and driving initiatives to completion.
• Strong analytical and people analytics skills, with the ability to interpret HR data (turnover, engagement, leave, investigations, complaints) and translate trends into practical, risk‑aware recommendations and action plans.
• Advanced critical thinking, problem‑solving, and influencing skills, weighing legal requirements, culture, operational needs, and equity to recommend balanced, implementable solutions.
• Excellent verbal and written communication skills, including drafting policies, SOPs, guidance documents, training materials, and change communications that are clear, practical, and audience‑appropriate.
• Strong investigation and employee relations skills, including complaint intake, neutrality, documentation, credibility assessment, and communicating findings and outcomes in a clear, defensible manner.
• High legal literacy and risk awareness in core employment law areas (e.g., Title VII, ACA, ADA, FMLA, wage and hour, IRCA, EEO), with the ability to spot risk early, adjust practices, and escalate appropriately.
• Excellent collaboration, coaching, and strategic employee relations abilities, including setting healthy boundaries between HR and staff, coaching leaders on their responsibilities, and partnering across departments during change.
• Fluency in using AI and modern HR tools to support recruiting, investigations, and HR operations while maintaining human oversight, judgment, and accountability, and experience navigating organizational change with clarity and confidence.
• High emotional intelligence, resilience, and professional judgment, with the ability to handle highly sensitive and confidential matters with compassion, maintain professionalism and tact under pressure, and provide excellent, responsive customer service to employees and leaders.
• Valid driver's license, good driving record, and consistent access to transportation with appropriate insurance coverage for site visits. 

 KEY ROLE COMPETENCIES: 

Ensures accountability

• Takes ownership of HR operations and commitments, delivering high‑quality, timely, and compliant work across recruitment, employee relations, compliance, HR tech, and benefits.
• Holds self and team members accountable for results by setting clear expectations, following through on responsibilities, and addressing performance issues directly.

Manages complexity

• Navigates ambiguous or high‑stakes employee relations matters, investigations, evolving employment regulations, and competing priorities with a sense of urgency and sound professional judgment.
• Synthesizes information across policies, legal requirements, and organizational values to recommend balanced, risk‑aware solutions.

Collaborates

• Builds trusted partnerships with leadership, managers, Finance, Operations, and external partners (vendors, brokers, auditors) to achieve shared objectives.
• Fosters open communication, teamwork, and psychological safety across departments, modeling respectful engagement and coaching managers on strategic employee relations management.

Drives results

• Translates HR strategy into goals, projects, and tasks, using structured goal‑setting approaches (such as OKRs) to define priorities, track outcomes, and drive high‑value functional change.
• Identifies process improvement opportunities and implements efficient, consistent HR workflows that reduce administrative burden while meeting compliance and service quality standards.

Develops talent

• Leads, coaches, and mentors HR staff, providing regular feedback, stretch assignments, and professional development support that builds capability and fosters a learning‑oriented, service‑focused culture.
• Coaches and develops managers across the organization on performance management, policy application, and people leadership, building organizational capacity for effective supervision and employee engagement.

 ADDITIONAL ACCOUNTABILITIES 

Supervisory Responsibilities

• Supervise, hire, train, manage, and mentor staff. 

 ENVIRONMENTAL AND WORKING CONDITIONS:

• The position requires working in both indoor and outdoor environments of an office or club setting, which may involve exposure to varying weather conditions.
• Ability to read and interpret documents such as safety rules, operating instructions, and policy manuals.
• Required to operate a motor vehicle.
• Work in environments frequented by children and families, requiring adherence to safety and conduct standards that ensure a child-friendly and family-oriented atmosphere.
• This role will have a standard and predictable full-time work schedule. However, all management staff must be adaptable to a dynamic work schedule, including evenings to support club activities and events.

 PHYSICAL AND MENTAL REQUIREMENTS:

• Physically capable of performing office activities and duties on-site, including lifting up to 30 pounds, standing, sitting, or walking for extended periods, bending, and reaching.
• Operates a computer and other office productivity equipment such as a copy machine, phone, printer, and tablet frequently.
• Requires the ability to work on a computer for extended periods (8+ hours), including performing tasks that involve repetitive motion, visual focus, and fine motor skills. 
• Visual and auditory acuity to monitor the environment and ensure safety standards are maintained.
• Mental resilience and the ability to stay focused and effective in a busy, sometimes noisy environment.
• Capacity to handle multiple tasks simultaneously and prioritize effectively.
• Strong interpersonal skills to interact positively with children, family members, board members, and other staff.
• Exposure to outdoor weather conditions (occasionally).

 Pre-Employment and Ongoing Compliance Requirements:

• Candidates must successfully pass a pre-employment drug screening.
• Continued employment is contingent upon passing randomized drug screenings as part of our commitment to maintaining a drug-free work environment.
• Continued employment is also contingent on the Florida State Department of Children and Families' employment designation of "eligible for employment" as a state-licensed youth-serving organization.

Disclaimer: The information presented in this job description is intended to illustrate the nature and level of work expected of employees in this classification. It is not a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job. Job responsibilities and requirements are subject to change based on the direction of the organization & CEO.

Full-Time Employee Benefits: 

• Health Insurance: Comprehensive health insurance plans, including medical, dental, and vision coverage.
• Complementary Headspace Care and Talk Space subscriptions. 
• Retirement Plan: Safe Harbor retirement plan 401(k) with up to 5% employer matching and 7% employer non-elective contribution. 
• Life & LTD Insurance: Basic life insurance coverage and long-term disability insurance provided at no employee cost. 
• Disability Insurance: Short-term disability insurance options.
• Paid Time Off: Vacation, Sick, Floating Holiday, 11 Paid Holidays, Bereavement Time
• Legal Shield and ID Shield
• Pet Insurance

Notice to Applicants:

Please note: Submission of an application does not create an obligation for BGCCF to provide individual status updates. Our hiring managers carefully review all applications received, and only candidates selected to move forward will be contacted regarding next steps.

Due to the high volume of applications, BGCCF is unable to respond to emails or calls requesting updates on application status. Applicants who repeatedly contact BGCCF HR or BGCCF staff to request status updates, or who email staff members with whom they do not have an existing professional relationship solely to announce that they have applied, may be removed from consideration and have their application archived.

If you have an existing professional connection with BGCCF, you are welcome to reach out to that contact directly for networking purposes. However, all candidates must still follow the formal application and selection process outlined in this posting.

Department of Children and Families Level II Background Check Notice: 

Please see the link below to the new Care Provider Background Screening Clearinghouse Education and Awareness website. This site was implemented under the directive of House Bill 531 (2025).

https://info.flclearinghouse.com