Chief Human Resources Officer

The CHRO will:

• Lead the development of a staff retention strategy with a focus on retaining high-performing staff
• Focus on issues of access and equity in all 17 HR practice areas
• Develop, recommend and implement effective Total Compensation strategies
• Ensure that the approach to Benefits is family-friendly and supports health awareness in spirit, mind and body
• Utilize the YMCA learning and development model, including competency development, as the basis for employee and leadership development and career management
• Actively engage and challenge the senior leadership team to develop a culture of active learning throughout the McGaw YMCA
• Regularly update the Board on HR issues, trends, challenges and opportunities

Staffing & Employment

• Develops a staff retention strategy with a focus on retaining high-performing staff
• Establishes a written screening process that ensure all hires meet the YMCA's high standards, including child safety, and possess the core competencies for success in the positions at the YMCA
• Utilizes a variety of practical, legal, and effective tools and techniques beyond a basic interview to assess candidate qualifications (this may include online tools, interview guides, phone screenings, etc.)
• Employs YMCA competency models and best practices as a guide for determining the companies to assess when hiring and promoting employees
• Uses YMCA Staff Development Best Practices to enrich the pool of qualified candidates with individuals who are already committed to the YMCA

Access and Equity

• The McGaw YMCA seeks to represent the community we serve and this requires that we have a diverse, engaged workforce and an inclusive work environment and culture by:
• Develops effective Diversity and Inclusion programs, plans, measurements, and training and regularly reports to senior staff team on progress
• Designs and implements effective recruiting strategies to attract a diverse talent pool of qualified candidates for each open position
• Ensures that all executive staff and board members participate in managing inclusion training
• Building relationships is the primary purpose of every job within the McGaw YMCA. We strive to create and maintain a friendly, welcoming environment for all members, volunteers, donors, guests, and staff.

Compensation

• Communicates to all employees the value in dollars of their total compensation package
• Holds supervisors and managers accountable to apply salary administration processes consistently to all staff
• Maintain the association's "Hay Plan" salary structure, and must be able to evaluate and point" new positions based on know-how, problem solving and accountability criteria
• Create employment offer letters; Create separation agreements and advise the
• CEO on legal intricacies of the separation process

Benefits

• Develops, recommends and implements a board-approved total rewards program-including all intangibles as well as compensation and benefits-that is linked to the YMCA's strategic plan and reviewed annually
• Ensures that the overall benefits strategy is family-friendly and supports health and wellness in spirit, mind, and body
• Annually negotiate and obtain health, and dental insurance that balances benefits with the cost

Learning & Development

• Utilizes the YMCA 70-20-10 model including competency development and best practices as a guide for employees and supervisors in determining the appropriate learning and development activities each year
• Ensures that supervisors and managers are trained in effective orientation of new staff, coaching, staff development, and management
• Actively engages and challenges the senior staff team to develop a culture of active learning throughout McGaw YMCA and throughout one's career
• Maintains training records for all staff and recommends training opportunities for staff managerial growth opportunities

Performance Management

• Implements a performance management process that ensures that all staff have written performance goals that are aligned with objectives of the strategic plan and that regular performance reviews (at least twice a year) are held between supervisors and staff
• Train all supervisors and managers in effective performance management

Employee Relations

• Develops and maintains an internal complaint process that ensures employees may easily and confidentially raise concerns and receive prompt responses and resolution
• Conducts and analyses staff satisfaction/engagement surveys at least every other year; communicates results with staff; works with senior staff team on improvement action plans
• Regularly educates the board about human resources issues, including current and future workforce challenges, HR metrics, compensation and benefits issues, and proposed policies and strategies