Human Resources Manager

Human Resources Manager will lead day-to-day HR operations and support strategic people priorities for Boys & Girls Clubs of Central Florida.

Responsibilities

• Partner with the CHRO to translate organizational goals into actionable HR priorities supporting staff and member outcomes.
• Provide day-to-day management, coaching, and direction to HR Generalists and HR Interns, setting service standards and supporting a responsive, solutions-focused HR function.
• Serve as a trusted advisor to supervisors on workforce planning, organizational policy, and change management across multiple club sites.
• Manage full-cycle recruitment and onboarding, including job description development, postings, sourcing, screening, interviewing, references, offers, and background checks.
• Partner with hiring managers to clarify requirements, build structured interview tools and hiring rubrics, and define selection criteria for timely, high-quality, equitable hiring.
• Oversee pre-employment and onboarding steps, including I-9/E-Verify completion and DCF youth-serving level two checks, plus new-hire documentation.
• Coordinate with IT and Operations to ensure onboarding supports timely system access set-up and compliant orientations.
• Ensure consistent onboarding and orientation for new hires, interns, and applicable volunteers, reinforcing culture, policies, and expectations.
• Manage offboarding (separation documentation, system access changes, final communications, and exit interviews); analyze exit data and recommend retention and engagement strategies.
• Maintain confidential, accurate personnel records and ensure HRIS data integrity through standardized entry practices and regular file/system audits.
• Stay current on federal, state, and local employment regulations and nonprofit youth-serving requirements; recommend policy, procedure, and practice updates to maintain compliance and reduce risk.
• Lead HR systems implementation and optimization in collaboration with the CHRO, Finance, and vendors, including documentation of workflows, procedures, and user guidance.
• Develop and maintain HR reports and dashboards (turnover, vacancies, recruiting status, compliance, headcount, and safety) to support data-driven decisions.
• Support benefits and leave administration by advising employees and managers on eligibility, enrollment, qualifying life events, and coverage changes; respond to escalated questions with vendors/brokers as needed.
• Coordinate day-to-day benefits administration with brokers/carriers/vendors to ensure accurate, timely enrollments, changes, terminations, and HRIS benefit data and file feeds.
• Support annual Open Enrollment, including system setup/testing, data audits, coordination on plan/rate changes, employee communications, and an up-to-date Employee Benefit Enrollment Guide.
• Reconcile monthly benefit enrollments and carrier invoices; run benefits audits and manage the ACA dashboard; provide documentation to Finance for invoice approvals, payroll deductions, and compliance reporting.
• Administer leave programs including FMLA, ADA accommodations, workers’ compensation, and personal leaves, coordinating tracking, documentation, and timely alignment with Payroll.
• Lead and monitor new hire and annual performance review processes; implement systems to keep reviews running smoothly.
• Address employee relations concerns in partnership with the CHRO, coaching managers on performance management, corrective action, investigations, and documentation.
• Conduct or support fact-finding for workplace concerns to support fair, timely, well-documented outcomes aligned with policy and organizational values.
• Provide day-to-day performance management support, including coaching, counseling, and support for performance improvement plans.
• Design and deliver development sessions for club and regional leaders to strengthen performance management, coaching, and compliance acumen.
• Partner on engagement, recognition, and culture-building initiatives to support retention, inclusion, and mission alignment.
• Coordinate HR-related reporting and audits (e.g., EEO, OSHA logs, workers’ compensation, DCF audits, and benefits/retirement filings); review and recommend updates to the Employee Handbook, HR policies, SOPs, and HR procedures.
• Maintain up-to-date HR policies and the Employee Handbook with CHRO partnership, recommending revisions based on legal developments, best practices, and organizational changes.
• Ensure HR practices comply with employment laws and regulations, including recordkeeping and required postings; collaborate with Operations to reinforce compliance with safety and incident-reporting protocols.
• Coordinate responses to information requests from regulatory, funding entities, or auditors.
• Respond to employee information requests (e.g., employment verifications and unemployment claims) with timely, accurate, confidential handling per policy and law.
• Analyze HR processes and metrics to streamline workflows and HR systems, improve employee experience, and enhance data quality and compliance.
• Lead or support special HR projects as assigned by the CHRO (e.g., HRIS upgrades, program implementation, process documentation, digital transformation).
• Stay current on HR trends, technology, and regulatory changes and share relevant updates with the CHRO and HR team.
• Supervise, hire, train, manage, and mentor HR staff.
• Advise the CHRO on hiring, training, performance, retention, and termination decisions for direct reports, and support performance management and professional development for a learning-oriented, service-focused culture.
• Delegate effectively across the HR team, implement operational best practices to reduce administrative overhead, and ensure timely, high-quality HR service delivery.
• Mentor and develop team members through feedback, training, and stretch assignments to support continuous growth and improved performance.

Requirements

• Bachelor’s degree in Human Resources or related field (or equivalent work experience), plus at least 5 years of progressively responsible experience across multiple HR functions.
• Five years of progressive HR experience across multiple functional areas (recruitment, employee relations, benefits, HR technology, compliance, training), with a focus on project management, employee relations, and investigations.
• Advanced user and administrator experience with HRIS systems and benefits administration platforms, including configuration, reporting, and HRIS data integrity oversight (ADP Workforce Now preferred).
• Expert understanding of HR policies and employment law with hands-on compliance and policy advisory responsibilities, including risk-informed guidance to leaders.
• Demonstrated experience drafting and maintaining HR policies, Standard Operating Procedures (SOPs), guidance documents, and training materials.
• Proven ability to identify HR risks and opportunities and design systems, workflows, and feedback mechanisms for continuous improvement.
• Expertise in training, organizational development, and change management, including building supervisor and staff training and supporting adoption of new policies and practices.
• Experience administering compliance-related topics: FMLA, ACA, COBRA, workers’ compensation, ADA accommodations, and EEO, with accurate documentation and coordination with Payroll and Legal/Compliance partners.
• Three years of experience in a lead or supervisory HR role; multi-site or direct service nonprofit experience strongly preferred.
• Strong HR project management experience using structured goal-setting approaches (such as Objectives and Key Results (OKRs) or similar frameworks).
• Demonstrated experience coordinating benefits/leave/compliance programs with vendors, brokers, and internal stakeholders.
• Advanced Microsoft Suite skills (Outlook, Word, Excel, Forms, PowerPoint) and HR technology skills, including HRIS/CRM/databases/benefits platforms and timekeeping/payroll tools such as ADP Workforce Now.
• Strong analytical and people analytics ability to interpret HR data and translate trends into practical, risk-aware recommendations.
• Advanced critical thinking, problem-solving, and influencing skills balancing legal requirements, culture, operational needs, and equity.
• Excellent verbal and written communication skills, including drafting policies/SOPs and change communications appropriate to the audience.
• Strong investigation and employee relations skills, including neutral intake, documentation, credibility assessment, and defensible communication of outcomes.
• High legal literacy and risk awareness across core employment law areas (e.g., Title VII, ACA, ADA, FMLA, wage and hour, IRCA, EEO).
• Excellent collaboration and coaching skills, including setting HR boundaries and partnering across departments during change.
• Fluency using AI and modern HR tools to support recruiting and investigations while maintaining human oversight and judgment.
• High emotional intelligence, resilience, and professional judgment for sensitive, confidential matters and responsive service to employees and leaders.
• Valid driver’s license, good driving record, and consistent access to transportation for site visits.

Supervisory Responsibilities

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

Location and Work Environment

• Orlando, FL (onsite)
• Works in indoor and outdoor environments

Salary

• USD 75,000 - 80,000 per year

Technologies

• ADP Workforce Now
• HRIS, ATS, performance management, payroll modules
• I-9/E-Verify
• HR reports and dashboards
• Microsoft Outlook, Word, Excel, Forms, PowerPoint
• CRM, databases, benefits platforms, timekeeping/payroll tools
• Objectives and Key Results (OKRs)
• ACA dashboard