Job Title: Human Resources Manager
Classification: Full-Time, Exempt
Reports to: Chief People Officer
Job Grade: 10
APPLICATION INSTRUCTIONS: To be considered for the position, applicants must apply on our web-based applicant portal and include a cover letter, resume and contact information for three references.
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.
Position Summary
This position supports the work of the Y, a leading nonprofit, charitable organization committed to strengthening community through Youth Development, Healthy Living and Social Responsibility. In close partnership with the Chief People Officer, the HR Manager serves as the operational leader of the Human Resources function, responsible for execution, compliance, employee lifecycle management, workforce analytics, payroll administration, leave administration, employee development systems, and continuous improvement of HR operations. The HR Manager is a trusted advisor and operational partner to the Chief People Officer who helps translate strategic people initiatives into effective systems, processes, and employee experiences.
Essential Functions
HR Operations Leadership
Oversees day-to-day HR operations and serves as primary HR contact for employees and supervisors
Ensures HR systems, processes, policies, and procedures are effective, compliant, and scalable
Develops and continuously improves HR workflows and Standard Operating Procedures
Payroll, Metrics & HRIS Administration
Serves as internal payroll administrator, auditing payroll processes and payroll reporting
Maintains HRIS configuration, reporting, workflows, and data integrity
Produces workforce metrics, dashboards, and KPI reporting for the Chief People Officer
Analyzes turnover, retention, vacancy rates, recruitment effectiveness, onboarding effectiveness, overtime trends, workers compensation trends, leave utilization, and staffing metrics
Develops executive-level reports and recommendations
Talent Acquisition & Onboarding
Leads recruitment systems and hiring process improvements
Develops structured hiring tools and supervisor training
Builds and manages a comprehensive onboarding program
Learning & Development
In close collaboration with the Chief People Officer, assists in designing an organization-wide learning and development strategy
Manages and coordinates leadership development, compliance training, supervisory training, and professional development programs
Maintains learning pathways for frontline staff, supervisors, managers, and directors
Employee Relations
Conducts investigations in close collaboration with the Chief People Officer and other senior leaders
Supports performance management processes
Provides coaching to supervisors
Assists with corrective action documentation and employee relations matters.
Leave, Workers' Compensation & Unemployment
Independently administers FMLA/OFLA/PFML cases
Provides ADA interactive process support
Processes Workers' Compensation and unemployment claims/hearings
Benefits Administration
Serves as primary internal administrator for benefit programs
Coordinates open enrollment and vendor relationships
Minimum Qualifications
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field; or 4 years of coursework, trainings, certifications, workshops or other relevant educational pursuits
At least 4-½ years of progressively responsible Human Resources experience
Previous experience administering payroll, employee relations, leave management, workers' compensation, and recruitment functions
Advanced proficiency with HRIS systems and Microsoft Excel
Experience developing reports, metrics, and workforce analyses
Preferred Qualifications
7 or more years of HR experience.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting organizations with 200+ employees.
Experience designing onboarding, training, or leadership development programs.
Experience in nonprofit, YMCA, recreation, education, healthcare, or multi-site organizations.
Professional Competencies
Strategic thinking and continuous improvement mindset.
Strong business acumen and organizational judgment.
Ability to analyze complex workforce issues and develop practical solutions.
Strong coaching and consulting skills.
Excellent project management capabilities.
High emotional intelligence and discretion.
Ability to balance employee advocacy with organizational stewardship.
Strong attention to detail and commitment to operational excellence.
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.
While performing the duties of this job, the employee is often required to: climb stairs, bend, stoop, kneel, twist, reach with hands, sit, stand for an extended periods of time, lift and/or move up to 25 pounds, have finger dexterity, grasp, perform repetitive motions, talk, hear and have visual acuity.
The work is primarily performed indoors; however, occasional outdoor activities may take place and the responsibilities of the position may require travel to various locations.
While performing the duties of this job the employee is exposed to weather conditions prevalent at the time.
While performing the duties of this job, the employee is occasionally exposed to disagreeable elements such as an inability to easily control the work pace and communication outside of the typical workday.
Employee Benefits & Discounts
The Eugene Family YMCA is an Equal Employment Opportunity Employer.
The Eugene Family YMCA is committed to creating an environment of mutual recognition where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. The Y believes that diversity, inclusion, and a sense of purpose and belonging in the workplace are critical to the achievement of our mission. We seek to recruit, develop, and retain the most talented people from a diverse candidate pool.
If you need assistance or accommodation due to a disability, you may complete the ADA Accommodation Request Form; or contact us at hr@eugeneymca.org or 541-686-9622.
The Y: We're for youth development, healthy living, and social responsibility