YMCATriangle YMCA of the Triangle

The Opportunity

This is a remarkable and rare opportunity for an innovative human resource leader to join an outstanding organization with solid financials, a strong reputation, and a highly experienced staff. It’s an organization that is revered by the community, has a history of expanding programs beyond a typical Y, and relentlessly explores new ways of serving the Triangle community in a tireless pursuit of its mission. The YMCA of the Triangle is fortunate to attract deeply engaged and committed community-minded volunteers who work alongside a team of determined, dedicated, and highly talented executives and staff.

The Chief Human Resources Officer (CHRO) reports directly to the CEO, is a member of and will work closely with members of the C-Suite, the HR Committee of the Board, and the Board of Directors to help set vision and leadership for all Human Resources components toward the elevation of a dynamic, inclusive, and equitable organizational culture.

The CHRO embraces our Mission and Purpose and DEI Statement which are foundational to ensuring an organizational culture that is reflective of our values. This hands-on, “roll-up your sleeves” leader will motivate, inspire, and develop a team of human resources professionals engaged in supporting all aspects of HR for approximately 415 full-time staff and 2,700 part-time staff in 7 counties across North Carolina. This growth-minded, challenge-seeking individual will play a key role in designing and implementing scalable people strategies, programs, culture, and policies that create a workplace environment where all employees feel they belong and are valued and make our organization the best place to work in the region.


Essential functions performed by the CHRO will include:

  • Provide vision, leadership, and direction to a team of Human Resources professionals engaged in daily work that supports the culture of our YMCA. Ensure strategies are in place to ensure compliance with employment laws, legislation, and Association policies. Maintain knowledge of trends, best practices, regulatory changes, new technologies, and high-risk elements and consider impact on the Association.
  • Work with the Human Resources Talent Acquisition staff to develop strategies to attract and retain the highest quality diverse talent for our branches, overnight camps, and support departments. Develop, implement, and enhance systems that ensure equitable and consistent employment practices across the entire Association. Creatively engage in designing and implementing inclusive recruiting strategies that mirror the needs of each market.
  • Oversee staff responsible for maintaining accurate data within our Human Resources Information System (HRIS). Ensure that processes in place with the system are streamlined and user-friendly. Periodically consider enhancements/upgrades needed for the system and/or major changes in the system itself (current system in place is with UKG). Ensure timely and accurate submission of data requested by the EEOC, Department of Labor, YMCA of the USA, other grant providing entities, etc.
  • Work with a cross functional team to design an approach to enhance the organization’s culture and employee experience across all dimensions of diversity. Collaborate with C-suite members and cross functional internal teams to better understand and set effective strategy for needed cultural shifts for the organization, and to ensure that policies, benefits, and performance review programs align with the desired outcomes. Consider data extracted from exit interviews and surveys (i.e., Gallup, climate) to determine patterns or recurring themes to be strengthened. Develop and implement strategies to address recurring themes. Approach all such endeavors in close collaboration with the Chief Diversity, Equity, and Inclusion Officer (CDEIO) and through the lenses of inclusion and racial equity.
  • In collaboration with the CEO, lead the YMCA of the Triangle’s Board of Directors Human Resources Committee, including recruitment of diverse committee members, engagement of members, and maintaining emphasis on key areas of responsibilities for the committee, with a focus on benefits and compensation for staff members, performance appraisals, staff retention measures, data collection, and staff recruitment. Ensure the Mission and Purpose of the YMCA of the Triangle is front-of-mind for all committee members and engage them in supporting our Y financially by participating in our annual campaign.
  • Serve as the primary leader of all employee benefits programs to include but not be limited to health and welfare benefits such as medical, dental, and vision benefits; life insurance benefits; disability benefits; paid time off benefits (vacation, sick, holidays, and floating holidays); Y retirement benefits; and any other benefits that may be considered.
  • Be the primary leader of the salary administration program for part-time staff, full-time staff, and executive staff. Maintain responsibility for developing, administering, and ensuring the integrity of pay equity across the entire Association. Engage the YMCA of the Triangle’s Board of Directors Human Resources Committee in decisions related to full-time staff annual compensation changes. Work with the Executive Compensation Committee of the Board for all matters related to the compensation of the CEO and C-Suite members.
  • Effectively lead and manage staff regarding employee conflict and engage legal counsel to ensure appropriate actions are taken. Promote a culture of engagement in understanding employment law, risk avoidance, compliance of policies, programs, and regulations. Work closely with the Operational Risk department in support of actions necessary for issues involving staff and members/participants. Work diligently to protect the brand of the YMCA.
  • Work with HR team and leaders across the Association to re-imagine and implement rewards and recognition systems and processes. Continually consider the competitiveness of all people-related programs and practices against other like organizations and within the operating markets to facilitate attracting and retaining staff. Work hand-in-hand with the Learning and Leadership Development (LLD) team to provide all staff members with growth and learning opportunities.
  • Develop the Human Resources department’s annual budget, comprised of functional expenses as well as Association-wide expenses such as health and welfare benefits.

To apply for this job please visit armstrongmcguire.applytojob.com.