Vice President of Human Resources

POSITION SUMMARY:

The Vice President for Human Resources (VP of HR) provides strategic leadership and direction for all aspects of human resources within the YMCA of Central Kentucky. As a member of the executive leadership team, the VP of HR champions a people-first culture that reflects the Y's mission and values, and ensures that all HR practices are legally compliant, strategically aligned, and promote equity, diversity, inclusion, and belonging across the association.

ESSENTIAL FUNCTIONS:

Strategic Leadership & Planning

• Serve as a strategic business partner to the CEO and senior leadership team.

• Develop and implement comprehensive HR strategies that support the YMCA’s strategic goals and community impact.

• Lead initiatives that promote a high-performance, mission-aligned culture.

Talent Acquisition & Development

• Oversee recruitment, selection, and onboarding of a diverse, qualified workforce.

• Develop leadership and employee development programs, including performance management, coaching, and succession planning.

• Support department leaders in building effective, diverse teams aligned with the Y's values.

Compensation & Benefits

• Design and manage competitive compensation and benefits programs that attract and retain talent.

• Ensure compliance with applicable employment laws and YMCA compensation principles.

• Oversee HRIS management and data integrity.

Employee Relations & Compliance

• Foster a culture of open communication, trust, accountability, and respect.

• Manage conflict resolution, investigations, and employee relations issues.

• Ensure HR practices comply with federal, state, and local laws and YMCA policies.

Equity, Diversity, Inclusion & Belonging (EDIB)

• Lead efforts to embed EDIB into every facet of HR operations and the broader organization.

• Partner with community and internal stakeholders to drive cultural competency and inclusive practices.

Organizational Culture & Engagement

• Champion the YMCA’s mission, values, and cause-driven culture.

• Lead initiatives to measure and improve employee engagement and satisfaction.

• Create systems to recognize and celebrate staff achievements.

QUALIFICATIONS:

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; Master’s degree or HR certification (SHRM-SCP, SPHR) preferred.

• Minimum of 8–10 years of progressive HR leadership experience, preferably in a nonprofit, member-based, or mission-driven organization.

• Demonstrated experience leading organizational change, EDIB initiatives, and HR strategy execution.

Skills & Competencies

• Strategic thinker with excellent leadership, problem-solving, and decision-making skills.

• Deep knowledge of HR best practices and employment law.

• Strong interpersonal and communication skills; ability to influence and build trust across all levels of the organization.

• Proficient in HRIS and Microsoft Office Suite; experience with UKG Ready, ADP, Paycom, or similar systems is a plus.

YMCA LEADERSHIP COMPETENCIES (Senior Leadership):

• Mission Advancement: Reinforces the Y’s values and mission in all actions.

• Collaboration: Builds strong relationships to advance the YMCA’s cause.

• Operational Effectiveness: Strategically aligns HR systems to meet goals.

• Personal Growth: Demonstrates self-awareness and ongoing personal development.

PHYSICAL DEMANDS:

The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Employee is regularly required to use hands to fingers, handle, or feel; reach with hands and arms; climb or balance; and talk or hear. The employee frequently is required to stand, walk, stoop, kneel or crouch. The employee is required to sit, and occasionally taste and smell. The employee must regularly lift and/or move up to 10 pounds, and occasionally move up to 50 pounds. Specific vision requirements include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to focus.

WORK ENVIRONMENT:

Characteristics of the work environment are representative of those that may be encountered by an employee while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

This job description is not intended to be all inclusive, but to give a basic structure of the duties; employee may be requested to perform other reasonable related duties as assigned by CEO or Board of Directors.