Human Resources Director

POSITION:           Human Resources Director  

REPORTS TO:     Executive Director/CEO

HOURS OF WORK:           Full Time

WORK STATUS:                 Exempt

The Boys & Girls Club of Worcester seeks a Full Time Human Resources Director. This position is a 40-hour per week, Monday through Friday work week. This position will report to the Executive Director/CEO.

This role will oversee day-to-day operational responsibilities and will play a key role in staff development and engagement to advance our mission and enhance organizational results. The right candidate for this role will have strong problem-solving and decision-making skills with a deep understanding of employee relations, data integrity, payroll, and benefits. 

The HR Director is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Th HR Director will be a strong team player who is able to build consensus amongst the leadership team and maintain relationships with all levels of employees.


Talent Management

Provide organizational leadership for all talent acquisition, including but not limited to accurate job descriptions, competitive compensation packages, effective recruitment strategies, and standardized protocols for human resources. 

Design and implement an effective organization-wide professional development program, tied to consistent, ongoing systems of feedback, talent development, and annual appraisals.

Implement effective and consistent systems of disciplinary action that ensure the response is fair, and measured, and maintain the highest standards of safety and organizational performance and culture. 

Assist members of leadership in the resolution of conflict and provide guidance for performance management, as needed.

Compliance & Risk Management

Ensure all Policies, Procedures & Practices of the organization adhere to all relevant laws, regulations, membership requirements, and standards of best practice. 

Responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Ensure compliance with all applicable Federal, State, and local employment laws, administer all annual compliance filings, and process all Worker Compensation claims.

Ensure regular training on all relevant policies, procedures, protocols, and standards to ensure staff at every level of the organization fully understand and adhere to the highest standards of both safety and organizational values. 

Payroll Systems, Compensation & Benefits

Complete a thorough salary & compensation comparison that aligns current organizational salaries to an approved salary study.

In advance of annual planning and budgeting, review and assess salary structures for each job category against the approved salary study, identify anomalies, and recommend corrections and adjustments as needed.

Annually benchmark benefits packages of like size and structured organizations to determine what, if any, additional benefits may be needed to attract and retain top talent.

Seek options for benefit plans from multiple vendors to ensure competitive advantage. Review options in light of current staff usage and feedback. Present concise side-by-side comparison for organizational leadership for decision-making. 

Oversee employee payroll submission that occurs every two weeks. Conduct research and cost analysis on electronic payroll systems to replace the organization’s current paper payroll submission process.

Workflow Efficiency & Productivity

Consistently seek tools, processes, and opportunities that promote greater efficiency of administrative tasks within the organization. Engage other senior leaders in the review and vetting of new opportunities.

Regularly review individual performance and job categories to ensure equity of expectation and workload. Proactively identify scenarios that may become problematic if not addressed. Engage other organizational leaders as needed to form solutions.

Proactively identify opportunities for improvements to organizational culture, impact, community engagement, or reputation. Alert senior leaders to potential risks and opportunities. Actively engage in solution development and implementation.


  • Bachelor's Degree required
  • PHR or SHRM-CP Certification – required
  • At least 3 years experience in an HR leadership position
  • Excellent verbal and written communication skills
  • Excellent interpersonal and conflict resolution skills
  • Excellent organizational skills and attention to detail
  • Strong analytical and problem-solving skills
  • Strong supervisory and leadership skills
  • Thorough knowledge of employment-related laws and regulations
  • Proficient with Microsoft Office Suite 

An Equal Opportunity / Affirmative Action Employer. Females, persons of color, veterans, and persons with disabilities are strongly encouraged to apply.