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Vice President of Human Resources and Risk Management
Vice President of Human Resources and Risk ManagementYMCA of South Florida • Fort Lauderdale, FL, United States
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Vice President of Human Resources and Risk Management

Vice President of Human Resources and Risk Management

YMCA of South Florida • Fort Lauderdale, FL, United States
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Vice President of Human Resources and Risk Management

  • Posted : November 4, 2025
  • Full-Time

Locations

Showing 1 location

Fort Lauderdale, FL 33316, USA

Description

The YMCA of South Florida is seeking to hire a dynamic, collaborative individual as VP of Human Resources,

Under the direction of the President & CEO, the Vice President of Human Resources and Risk Management is responsible for the strategic leadership, development and implementation of Human Resources and Risk Management strategies for the YMCA of South Florida policies related to recruitment and hiring, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications and employee events. The individual in this role oversees the day-to-day operations of the Human Resource and Risk Management Department including contract compliance, assessing levels of risk for the organization, and making recommendations to safeguard the organization.

This individual serves as internal consultant to senior management team, supervisors and staff members on issues that affect staff performance and business relationships. Fosters a workplace environment consistent with the values and mission of the Association.

Specific responsibilities for this role include the following :

Strategic Leadership

  • Collaborates with Senior Management to define the organization’s long-term goals; identifies ways to support the goals through talent management.
  • Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
  • Develops, Plans, implements, and evaluates the Association’s human resource and risk management functions and performance.
  • Ensures that the Y is following all federal, state, and local laws related to employment, training, employee benefits, and compensation.
  • Develops, implements, and enforces human resources policies and procedures of the Association by way of systems that will improve the overall operation and effectiveness of the Association.

    • HR Operations

  • Directs and provides leadership to the HR Team responsible for hiring and onboarding new hires.
  • Oversears the day‑to‑day operations of the recruitment and onboarding processes, which includes supervising a team of four (two HR Representatives in Miami and two based in Ft. Lauderdale office) to ensure new hires are being hired and on boarded in an efficient manner and in compliance with YMCA, State and Local guidelines.
  • Builds and maintains a strong functional team through effective coaching, training, team building and succession planning.
  • Works with HR Team to ensure Volunteers are cleared and on boarded in a timely manner.
  • Creates plan for HR Department to manage peak hiring months, to include hiring temporary staff, if necessary.
  • Partners with Director of Financial Systems Administration and Payroll Management to discover proactive approaches to recruiting and onboarding needs / problems using the YMCA of South Florida’s HRIS platform.
  • Reviews daily workflows in UKG ensuring information are accurate and corresponding job descriptions are uploaded and in compliance with YMCA procedures.
  • Partners with AVP of Risk Management to develop and implement Risk Management strategies that protect the organization while complying with state and federal laws related to safety and risk management.
  • Partners with AVP of Risk Management in overseeing the management of the handling of lawsuits and acts and liaison with attorneys.

    • Educate and train leadership and staff as to the risk management program, and their respective responsibilities in carrying out the risk management program.

    Staff Recognition and Retention

  • Implements and leads staff recognition and retention strategies.

    • Coordinates annual Staff Rally’s and Holiday events to recognize staff tenure, celebrate successes and CEO organizational vision.

  • This includes organizing logistics of venue, running annual staff anniversary reports and order service awards in recognition of staff tenure.

    • Succession Planning

    Meets with Senior Leadership to identify internal candidates for future openings.

  • Create development plans for the identified individuals to be able to move into these roles.
  • Meets semiannually to review development plan progress for identified individuals.

    • Staff Development

  • Create training plans supporting organizational staff development at all levels of organization.

    • Ideal Candidate Profile :

  • Dynamic individual with outgoing, energetic, and collaborative personality.
  • Strategic and visionary approach to work.
  • Analytical, organized, driven by attaining results.
  • Comfortable with public speaking.
  • Emotionally mature, able to initiate, conduct and navigate difficult conversations with individuals at all levels.
  • Innate ability to develop and motivate staff by setting examples, coaching, and mentoring them.

    • Please note that only those candidates who possess the following qualifications and skills abilities will be considered.

    Qualifications, Skills, and Abilities required :

  • Bachelor’s degree in human resources preferred or relevant work experience required.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus.

    • Minimum of twenty years of Senior Human Resources management experience, or executive level in an organization of similar or larger size, in which the candidate has been responsible for :

  • Functional and strategic aspects of Human Resources and Risk Management.
  • Departmental staff assessment, management, and development of an HR staff of four to ten members.
  • Leadership and organizational development.
  • Minimum of ten years of supervisory experience, leading a department of approximately ten staff members.
  • Minimum of five years’ Risk Management experience.
  • Demonstrated capability with building and maintaining effective relationships with all departments and employees in a collaborative environment.
  • Prior experience with multi-site, multi-functional organizations.
  • Detail oriented, logical, and methodological approach to problem solving.
  • Excellent communication skills, both written and verbal.
  • Experience effectively addressing all levels within the organization, including ability to resolve disputes and maintain confidentiality.
  • Demonstrated ability to mentor and develop staff.
  • Excellent interpersonal skills; ability to relate with individuals at all levels.
  • Excellent communication skills, both verbal and written.
  • Excellent computer skills, (Microsoft Word and Excel).
  • Spanish speaking a plus -but not required.

    • Equal Opportunity Employer

    This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

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