HR Director

Company: YMCA
Location: Springfield
Posted on: March 15, 2026

Job Description:

150 years and counting - The YMCA of Springfield is a key leader in our community and in our state. Join us! Job Description Association Profile: The YMCA of Springfield is in Central Illinois. The Association has two full branch facilities, one partial facility branch as well as program locations in various school and athletic venues throughout the community. With a membership of over 16,000 and an Association budget exceeding nine million, the YMCA of Springfield is a major force in the life of our region, striving to fulfill our promise to our community and live our cause. The YMCA employs over 300 staff and 200 program volunteers offering program services in 2 counties. Position Summary: Under the direction of the Chief Financial Officer, and in partnership with the YMCA’s shared services provider (YESS HR), the HR Director serves as the Association’s primary human resources lead. This role is accountable for local HR execution, decision making, compliance oversight, and employee experience, while ensuring accurate and timely? coordination with YESS HR across all service areas. to drive engagement and operational excellence. Our Culture: Our mission and core values are brought to life by our culture. In the Y, we strive to live our cause of strengthening communities with purpose and intentionality every day. We are welcoming: we are open to all. We are a place where you can belong and become. We are genuine: we value you and embrace your individuality. We are hopeful: we believe in you and your potential to become a catalyst in the world. We are nurturing: we support you in your journey to develop your full potential. We are determined: above all else, we are on a relentless quest to make our community stronger, beginning with you. Our Service Expectations: Display a friendly, helpful, and positive disposition. Provide customer service that is thorough, timely, organized, and accurate. Help ensure the Y is meeting member and participant needs by utilizing good listening skills, attentiveness, objectivity, and patience in all situations. Place members and participants as the first and highest priority, showing kindness and compassion at all times. Demonstrates the Y core values of caring, honesty, respect and responsibility through all daily activities and responsibilities. Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Bachelor’s degree in human resources, business administration, or related field. 2. 5 years of HR experience, including managing employee relations. 3. SHRM or HRCI certification preferred. 4. 2 years of supervisory experience preferred. 5. Strong understanding of employment laws and HR best practices. 6. Outstanding interpersonal, communication, and organizational skills. 7. Ability to work with integrity, discretion, and a professional approach. 8. Ability to complete all required YMCA and HR-Specific trainings and certifications within 60 days of employment and to maintain these certifications as current as outlined by regulations or requirements. 9. Knowledgeable and experienced in Microsoft Suite with a strong skill set in Excel and Forms 10. Experience managing and administering HRIS platforms. Essential Functions Talent Acquisition, Onboarding & Employee Lifecycle Management Work with hiring managers to define talent needs, recruitment strategies, and enhance the hiring process. Coordinate and attend hiring events. Provide onboarding support and continue that support throughout the employee lifecycle, meeting all compliance requirements, organizational policies and established best practices. Benefits and Leave Adminstration Coordinate benefit offerings, renewals, status changes, and open enrollment activities at the Association level, collaborating with brokers as applicable. Manage and monitor leave programs (FMLA, ADA accommodations, workers’ compensation) in coordination with YESS HR to support return-to-work and workplace accommodations. Staff Relations, Culture & Engagement Serve as the primary staff liaison, providing guidance to employees and volunteers with supervisors on policy interpretation, workplace concerns, and conflict resolution. Support leadership in applying progressive discipline and addressing performance or conduct issues in a consistent and compliant manner. Lead employee engagement initiatives, training coordination, recognition efforts, and wellness programs that align with the YMCA’s mission and values. Identify opportunities to improve HR practices and employee experience. Support Volunteer engagement and retention. Compliance, Recordkeeping & Organizational Support Maintain compliance with all applicable federal, state, and local employment laws and YMCA standards and operational policies. Ensure accurate maintenance of the employee handbook, personnel records, I9 documentation, certifications, background checks, and required acknowledgements. Partner with YESS HR and legal counsel on policy updates, investigations, audits, and regulatory inquiries. Ensure accurate maintenance of volunteer records, certifications, background checks, and required acknowledgements. Serve as an advisor to leadership on HR strategy and people related decisions. Provide clerical and administrative support to the CFO as needed. Cause-Driven Leadership Competencies Key Leadership competencies a person should bring to this position: · Functional Expertise · Collaboration · Program/Project Management Required Certifications Protecting Youth & Vulnerable Populations Overarching Goal: Through their training, best practice, monitoring. supervision, vigilance, and reporting maintain an environment and culture where all are safe from harmful actions of others physically, psychologically, and behavioral. Employees and volunteers who do not directly supervise consumers will: • Adhere to policies related to boundaries with consumers. • Attend required abuse risk management training. • Report suspicious and inappropriate behaviors and policy violations. • Follow mandated abuse reporting requirements. • Adhere to job specific abuse risk management responsibilities. · Maintenance of employees and volunteers—ensure unused rooms and closets remain locked; routinely monitor high-risk locations (locker-rooms and bathrooms), etc. · Front desk personnel—ensure consumers are properly signed in (and where applicable, signed out, ensures only authorized adults are allowed in the facility, etc. Supervisors and administrators will: • Follow employees and volunteers screening requirements and use screening instruments to screen for abuse risk. • Provide employees and volunteers with ongoing supervision and training related to abuse risk. • Provide employees and volunteers with regular feedback regarding their boundaries with consumers. • Require employees and volunteers to adhere to policies and procedures related to abuse risk. • Respond quickly to policy and procedure violations using the organization’s progressive disciplinary procedures. • Respond seriously and confidentially to reports of suspicious and inappropriate behaviors. • Follow mandated reporting requirements. • Communicate to all employees and volunteers on the organization’s commitment to protect their consumers from abuse. Work Environment & Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. · Ability to speak concisely and effectively communicate. Be able to communicate using a computer and phone/smart device. · The employee frequently is required to sit and reach and must be able to move around the work environment. Visual and auditory ability to respond to critical situations, ability to act swiftly in an emergency. Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust. May require physical effort while reaching with hands and arms, stooping, kneeling, crouching, standing, walking, balancing, bending, leaning, kneeling, walking, and climbing. - Specifically, o Walking and standing for up to 2 hours. o Carrying supplies to and from work locations, regularly lifting to 25lbs. · The noise level in the work environment is usually moderate. Safety & Compliance Child Abuse Policies & Prevention: The YMCA enforces policies to prevent child abuse. Allegations or suspicions are taken seriously and reported to authorities. Procedures include unscheduled visits, open doors for parents, and a code of conduct for staff. We screen carefully to prevent abusers from being hired and provide child abuse prevention training to staff. Employees who fail to support these policies will be subject to discipline, up to termination. Background Check: A background check, including criminal, work, and reference checks, is required at hire and may be repeated during employment. Negative reports or false information will result in immediate termination. Alert & Focused: Use of illegal drugs, alcohol, medications, and lack of sleep can impact alertness. Employees involved in work-related injuries may be required to submit to drug and alcohol screening. Suspicious behaviors may also be subject to screening. Positive results will result in termination.

Keywords: YMCA, Saint Peters , HR Director, Human Resources , Springfield, Missouri