Director of Human Resources

Overview

Reporting to the Chief Human Resources Officer (CHRO), the Director of Human Resources (HRD) serves as the operational and strategic leader of BGCMD’s Human Resources(HR )function. This roleis responsible fortranslating organizational strategy and the annual HR Work Plan into clear priorities, systems, and results across talent acquisition, employee relations, compliance, compensation, onboarding, and HR operations.

The HRD leads the day-to-day management of the HR team through strong delegation, coaching, and accountability—ensuring work is executed accurately, consistently, and on time. This roleoperatesprimarily at a strategic and management level, using data, dashboards, and clear processes tomonitorperformance and proactivelyidentifyrisks and opportunities, rather than performing transactional tasks directly.

The ideal candidate is a clear communicator, strong project manager, and disciplined operator who balances people-centered leadership with sound judgment, compliance rigor, and measurable outcomes. They ensure the HR team delivers reliable service toover 300 employeeswhile advancingworkforce planning, onboarding excellence, and organizational effectiveness aligned with BGCMD’s strategic priorities.

Responsibilities

Role & Responsibilities

HR Strategy & Team Leadership40%

• Leadsand executesthe annual HR Work Plan in partnership with the CHRO, aligning priorities to BGCMD’s strategic pillars.
• Responsible forthestrategic oversight of HR operations through delegation, coaching, and performance management.
• Setsclear goals, roles, and performanceoutcomesforHR teammembers and holdsstaff accountable fordeliverables, timelines, andachievingservice standards.
• Conductsregular team check-ins, workflow reviews, and performance conversations to ensure consistency and quality.
• Modelsprofessional, clear, andtimelywritten and verbal communication with staff, managers, and leadership.

Workforce Planning & Talent Strategy20%

• Partnerswith the CHRO, Operations, and Programming leaders to support workforce planning, staffing forecasts, and talent pipelines for Clubs and the Program Support Center(PSC).
• Leadsannual recruitment planning and employment branding efforts tomaintaina sustainable and qualified candidate pipeline.
• Oversee recruitment processes for PSC and leadership roles and ensure hiring practices are efficient, compliant, andcandidate-centered.
• Supports thedevelopment of structured career pathways and internal mobility practices that strengthen retention and growth.

HR Operations & Compliance Excellence15%

• Overseesday-to-day HR operations to ensure accuracy, timeliness, and compliance across payroll, benefits, leave administration, and employee records.
• Ensuresadherence to all federal, state, and local employment laws and regulatory requirements.
• Lead or oversee workplace investigations and consult with the CHRO on complex or sensitive employee relations matters.
• Oversee administration of unemployment, workers’ compensation,Americans withDisabilitiesAct (ADA)accommodations, and leave programs (FamilyMedicalLeaveAct (FMLA), FamilyAndMedicalLeaveInsurance (FAMLI), disability).
• Ensure completion and accuracy of all required compliance reporting (EEO-1, Form 5500, 1095-C,BLS, OSHA300,and related filings).

Compensation & Total Rewards10%

• Leadsthe administration of annual compensation processes, including market reviews, adjustments, and bonus programs.
• Partner with the CHRO and Finance tomaintaincompetitive,equitable, and fiscally responsible pay practices.
• Monitorpay equity and compression risks and provide recommendations informed by data.

Performance Management & Employee Experience 10%

• Supportsmanagers in performance management, feedback delivery, and employee development practices.
• Partnerswith leadership to strengthen management capability, accountability, and role clarity across the organization.
• Monitor onboarding completion, early retention, and employee experience data toidentifyimprovement opportunities.

Data, Analytics & Continuous Improvement5%

• Leadsthe development and use of monthly and quarterly HR dashboards and metrics to inform decisions and communicate results to leadership.
• Monitor trends in turnover, vacancies, time-to-fill, onboarding success, and employee engagement to drive improvements.
• Use data and process reviews toidentifyinefficiencies, reduce errors, and strengthen service delivery.
• Support responsible use of technology and automation tools to streamline HR workflows whilemaintainingprofessional oversight and judgment.

Other Duties Assigned

• Perform other duties as needed to support organizational and operationalobjectives.

Qualifications

Qualifications and Experience

• Minimum of 5 years of progressive HR experience in one or more of the following disciplines; talent acquisition, employee relations, compliance, compensation, or HR operations.
• Minimum of two (2) years of supervisory,management, or leadexperience leading and developing HR staff.
• Equivalent combinations of education and experience may be considered.

Preferred Qualifications

• SHRM-CP, CHRM-SCP, PHR, or SPHR preferred.
• Experience in nonprofit, youth-serving, or mission-driven organizations preferred.

Knowledge, Skills & Abilities

• Demonstrated experience leading through others, setting expectations, and holding teams accountable for results.
• Experience using HR metrics and dashboards to inform decision-making and improve outcomes.
• Strong project management and organizational skills with the ability to prioritize and execute multiple initiatives simultaneously.
• Deep knowledge of federal, state, and local employment laws and regulations.
• Strong written and verbal communication skills with the ability to deliver clear, direct, and professional messaging.
• Demonstrated ability to provide constructive feedback and coach managers and staff effectively.
• Data-informed and systems-orientedthinker.
• Solutions-focused, consultative mindset.
• Ability to balance empathy with accountability and operational discipline.

Supervisory Responsibilities

This position directly supervises2 employees (HR ManagerandPayroll&Benefits Manager).

Conditions of Employment

• Candidates must be able to pass an annualbackground testand reference checks.
• A valid driver's license and ability to be insured under the company's insurance policy is also a requirement.
• The successful candidate must be able to work closely with others in an office environment, and use a variety of office equipment includingcomputer,telephone, and/or other equipment.
• They maybe requiredto lift supplies, materials, and collateral materials weighing up to 25 pounds.Outdoor work andlightphysically demanding activities may be required on occasion.

In-Office and Remote Work

This position works primarily at the Program Support CenterOffices butmayoccasionally workfromother BGCMDfacilitiesas necessary. BGCMD employees may work from home one day per week between Tuesday through Thursday. All remote work and otherflexiblework arrangements must be approvedprior to implementation.

Disclaimer

The information presentedindicatesthe general nature and level of work expected of employees in this classification. It is not designed tocontainor to be interpreted as a comprehensive inventory of all duties, responsibilities, qualifications, andobjectivesof employees assigned to this job.

Equal Opportunity Employer

Boys & Girls Clubs of Metro Denverisfully committed to Equal Employment Opportunity and to attracting, retaining, developing, and promoting the most qualified employees without regard to their race, gender, color, religion, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, or any other characteristic prohibited by law.