Human Resources Manager

HR Jobs; Orlando (FL); On-site; USD 75,000 - 80,000; Full time

Job summary

Boys & Girls Clubs of Central Florida is seeking a Human Resources Manager to lead day-to-day HR operations and support strategic people priorities across multiple clubs and sites in Orlando. You will partner with the CHRO to translate organizational goals into actionable HR priorities and provide coaching to HR Generalists and interns.

This role oversees full-cycle recruitment, onboarding, benefits administration, compliance, performance reviews, and HRIS initiatives.

Qualifications

• Bachelor’s degree in Human Resources or related field (or equivalent work experience).
• 5+ years of progressively responsible HR experience across multiple functions.
• Strong knowledge of HR policies and employment law.

Responsibilities

• Lead day-to-day HR operations and support strategic people priorities.
• Partner with CHRO to translate goals into HR priorities and provide coaching to HR staff.
• Oversee recruitment, onboarding, benefits administration, and HRIS initiatives.
• Ensure compliance with federal, state, and local employment laws and policies.

Skills

HR leadership

Employee relations

Talent acquisition

HRIS

Policy compliance

Change management

Coaching

Education

Bachelor’s degree in Human Resources

Tools

ADP Workforce Now

Microsoft Office

Job description

Human Resources Manager will lead day-to-day HR operations and support strategic people priorities for Boys & Girls Clubs of Central Florida.

Responsibilities

• Partner with the CHRO to translate organizational goals into actionable HR priorities supporting staff and member outcomes.
• Provide day-to-day management, coaching, and direction to HR Generalists and HR Interns, setting service standards and supporting a responsive, solutions-focused HR function.
• Serve as a trusted advisor to supervisors on workforce planning, organizational policy, and change management across multiple club sites.
• Manage full-cycle recruitment and onboarding, including job description development, postings, sourcing, screening, interviewing, references, offers, and background checks.
• Partner with hiring managers to clarify requirements, build structured interview tools and hiring rubrics, and define selection criteria for timely, high-quality, equitable hiring.
• Oversee pre-employment and onboarding steps, including I-9/E-Verify completion and DCF youth-serving level two checks, plus new-hire documentation.
• Coordinate with IT and Operations to ensure onboarding supports timely system access set-up and compliant orientations.
• Ensure consistent onboarding and orientation for new hires, interns, and applicable volunteers, reinforcing culture, policies, and expectations.
• Manage offboarding (separation documentation, system access changes, final communications, and exit interviews); analyze exit data and recommend retention and engagement strategies.
• Maintain confidential, accurate personnel records and ensure HRIS data integrity through standardized entry practices and regular file/system audits.
• Stay current on federal, state, and local employment regulations and nonprofit youth-serving requirements; recommend policy, procedure, and practice updates to maintain compliance and reduce risk.
• Lead HR systems implementation and optimization in collaboration with the CHRO, Finance, and vendors, including documentation of workflows, procedures, and user guidance.
• Develop and maintain HR reports and dashboards (turnover, vacancies, recruiting status, compliance, headcount, and safety) to support data-driven decisions.
• Support benefits and leave administration by advising employees and managers on eligibility, enrollment, qualifying life events, and coverage changes; respond to escalated questions with vendors/brokers as needed.
• Coordinate day-to-day benefits administration with brokers/carriers/vendors to ensure accurate, timely enrollments, changes, terminations, and HRIS benefit data and file feeds.
• Support annual Open Enrollment, including system setup/testing, data audits, coordination on plan/rate changes, employee communications, and an up-to-date Employee Benefit Enrollment Guide.
• Reconcile monthly benefit enrollments and carrier invoices; run benefits audits and manage the ACA dashboard; provide documentation to Finance for invoice approvals, payroll deductions, and compliance reporting.
• Administer leave programs including FMLA, ADA accommodations, workers’ compensation, and personal leaves, coordinating tracking, documentation, and timely alignment with Payroll.
• Lead and monitor new hire and annual performance review processes; implement systems to keep reviews running smoothly.
• Address employee relations concerns in partnership with the CHRO, coaching managers on performance management, corrective action, investigations, and documentation.
• Conduct or support fact-finding for workplace concerns to support fair, timely, well-documented outcomes aligned with policy and organizational values.
• Provide day-to-day performance management support, including coaching, counseling, and support for performance improvement plans.
• Design and deliver development sessions for club and regional leaders to strengthen performance management, coaching, and compliance acumen.
• Partner on engagement, recognition, and culture-building initiatives to support retention, inclusion, and mission alignment.
• Coordinate HR-related reporting and audits (e.g., EEO, OSHA logs, workers’ compensation, DCF audits, and benefits/retirement filings); review and recommend updates to the Employee Handbook, HR policies, SOPs, and HR procedures.
• Maintain up-to-date HR policies and the Employee Handbook with CHRO partnership, recommending revisions based on legal developments, best practices, and organizational changes.
• Ensure HR practices comply with employment laws and regulations, including recordkeeping and required postings; collaborate with Operations to reinforce compliance with safety and incident-reporting protocols.
• Coordinate responses to information requests from regulatory, funding entities, or auditors.
• Respond to employee information requests (e.g., employment verifications and unemployment claims) with timely, accurate, confidential handling per policy and law.
• Analyze HR processes and metrics to streamline workflows and HR systems, improve employee experience, and enhance data quality and compliance.
• Lead or support special HR projects as assigned by the CHRO (e.g., HRIS upgrades, program implementation, process documentation, digital transformation).
• Stay current on HR trends, technology, and regulatory changes and share relevant updates with the CHRO and HR team.
• Supervise, hire, train, manage, and mentor HR staff.
• Advise the CHRO on hiring, training, performance, retention, termination decisions for direct reports, and support performance management and professional development for a learning-oriented, service-focused culture.
• Delegate effectively across the HR team, implement operational best practices to reduce administrative overhead, and ensure timely, high-quality HR service delivery.
• Mentor and develop team members through feedback, training, and stretch assignments to support continuous growth and improved performance.

Requirements

• Bachelor’s degree in Human Resources or related field (or equivalent work experience), plus at least 5 years of progressively responsible experience across multiple HR functions.
• Five years of progressive HR experience across multiple functional areas (recruitment, employee relations, benefits, HR technology, compliance, training), with a focus on project management, employee relations, and investigations.
• Advanced user and administrator experience with HRIS systems and benefits administration platforms, including configuration, reporting, and HRIS data integrity oversight (ADP Workforce Now preferred).
• Expert understanding of HR policies and employment law with hands‑on compliance and policy advisory responsibilities, including risk‑informed guidance to leaders.
• Demonstrated experience drafting and maintaining HR policies, Standard Operating Procedures (SOPs), guidance documents, and training materials.
• Proven ability to identify HR risks and opportunities and design systems, workflows, and feedback mechanisms for continuous improvement.
• Expertise in training, organizational development, and change management, including building supervisor and staff training and supporting adoption of new policies and practices.
• Experience administering compliance‑related topics: FMLA, ACA, COBRA, workers’ compensation, ADA accommodations, and EEO, with accurate documentation and coordination with Payroll and Legal/Compliance partners.
• Three years of experience in a lead or supervisory HR role; multi‑site or direct service nonprofit experience strongly preferred.
• Strong HR project management experience using structured goal‑setting approaches (such as Objectives and Key Results (OKRs) or similar frameworks).
• Demonstrated experience coordinating benefits/leave/compliance programs with vendors, brokers, and internal stakeholders.
• Advanced Microsoft Suite skills (Outlook, Word, Excel, Forms, PowerPoint) and HR technology skills, including HRIS/CRM/databases/benefits platforms and timekeeping/payroll tools such as ADP Workforce Now.
• Strong analytical and people analytics ability to interpret HR data and translate trends into practical, risk‑aware recommendations.
• Advanced critical thinking, problem‑solving, and influencing skills balancing legal requirements, culture, operational needs, and equity.
• Excellent verbal and written communication skills, including drafting policies/SOPs and change communications appropriate to the audience.
• Strong investigation and employee relations skills, including neutral intake, documentation, credibility assessment, and defensible communication of outcomes.
• High legal literacy and risk awareness across core employment law areas (e.g., Title VII, ACA, ADA, FMLA, wage and hour, IRCA, EEO).
• Excellent collaboration and coaching skills, including setting HR boundaries and partnering across departments during change.
• Fluency using AI and modern HR tools to support recruiting and investigations while maintaining human oversight and judgment.
• High emotional intelligence, resilience, and professional judgment for sensitive, confidential matters and responsive service to employees and leaders.
• Valid driver’s license, good driving record, and consistent access to transportation for site visits.

Supervisory Responsibilities

• Supervise, hire, train, manage, and mentor staff.

Location and Work Environment

• Orlando, FL (onsite)
• Works in indoor and outdoor environments

Salary

• USD 75,000 - 80,000 per year

Technologies

• ADP Workforce Now
• HRIS, ATS, performance management, payroll modules
• I-9/E-Verify
• HR reports and dashboards
• Microsoft Outlook, Word, Excel, Forms, PowerPoint
• CRM, databases, benefits platforms, timekeeping/payroll tools
• Objectives and Key Results (OKRs)
• ACA dashboard