Director of Human Resources

About the Opportunity

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The Minnesota JCC seeks a Director of Human Resources to lead our people strategy and daily HR operations. Reporting to the CFAO, the Director serves as the organization’s HR Functional Team Leader, partnering with leaders to build an engaged workforce, strengthen management practices, and align HR priorities with the JCC’s mission and organizational goals.

This is a hands-on leadership role with responsibility for recruitment, employee relations, performance management, compensation and benefits, payroll oversight, compliance, and HR systems. The Director brings sound judgment to sensitive issues and builds consistent, practical processes that support employees and help managers lead effectively.

Essential Functions

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HR Strategy and Functional Team Leadership

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• Develop and implement an HR strategy that supports organizational priorities, workforce needs, and the JCC’s mission and values.
• Translate strategy into annual goals, quarterly priorities, and measurable outcomes; establish work plans, monitor progress, and address barriers with the CFAO.
• Serve as the HR representative on the Functional Leadership Team, contributing to organizational planning, solving issues across departments, and following through on shared commitments.
• Partner with department leaders on staffing plans, organizational structure, succession planning, and employee development, balancing operational needs with available resources.
• Lead HR planning and budgeting; manage HR resources and vendor relationships, and supervise and develop assigned HR staff.
• Establish and report meaningful HR measures, such as turnover, vacancies, hiring timelines, and training completion; use findings to recommend improvements.
• Communicate HR priorities and organizational decisions clearly, guide leaders through change, and model collaboration, accountability, and service.

Talent and Manager Development

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• Lead recruitment, selection, onboarding, and offboarding for year-round and seasonal employees; maintain consistent practices and a welcoming employee experience.
• Partner with hiring managers to develop job descriptions, clarify role expectations, assess candidates, and make informed hiring decisions.
• Own the performance management process, including goal setting, feedback, evaluations, and performance improvement; coach managers on timely, constructive conversations.
• Identify training needs and coordinate manager and employee development, required training, and opportunities for professional growth.
• Lead employee engagement and retention efforts, using employee feedback to identify concerns and recommend practical action.

Employee Relations and Compliance

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• Serve as a trusted resource for employees and managers; address concerns promptly, exercise discretion, and promote fair and consistent treatment.
• Lead employee relations matters, including investigations, conflict resolution, corrective action, and separations; consult the CFAO and legal counsel as appropriate.
• Develop, maintain, and communicate personnel policies and the employee handbook; oversee compliance with applicable employment requirements and organizational policies.
• Oversee leave administration, accommodation processes, workers’ compensation, unemployment claims, and required employment records and notices.
• Maintain complete, accurate, confidential personnel records and coordinate HR audits, agency responses, and corrective actions.

Compensation

Benefits and Payroll

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• Evaluate compensation practices and provide recommendations informed by market data, internal equity, role responsibilities, and organizational resources.
• Lead benefits administration and open enrollment; partner with the CFAO, brokers, and vendors to evaluate plan options, costs, and employee needs.
• Oversee accurate and timely biweekly payroll in partnership with Finance and the payroll provider, with clear responsibilities, review procedures, and backup coverage; process payroll when needed.
• Ensure employee changes, deductions, benefit enrollments, and payroll records are accurate and supported; resolve discrepancies with Finance and service providers.
• Coordinate annual Form 5500 filings and 403(b) plan audits, working with Finance, plan administrators, and external auditors to ensure accurate reporting, timely completion, and resolution of findings.

HR Systems and Process Improvement

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• Own HR systems, data quality, reporting, and process documentation; improve workflows and train employees and managers on HR tools and procedures.
• Provide timely, accurate workforce information to Finance and leadership; identify risks, recommend solutions, and escalate issues requiring organizational decisions.

Required

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• Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and relevant experience.
• At least five years of progressively responsible HR experience, including leadership of HR programs or a function and advising managers on employee matters.
• Broad experience in employee relations, recruitment, performance management, benefits, payroll, and employment compliance.
• Ability to connect organizational goals to practical HR plans, manage competing priorities, and deliver both strategic initiatives and daily operations.
• Strong judgment, discretion, and ability to address sensitive situations with fairness and professionalism.
• Excellent communication, relationship-building, coaching, and organizational skills; ability to work effectively across departments and levels of the organization.
• Experience with HRIS and payroll systems, data analysis, reporting, and Microsoft Office; ability to review and reconcile payroll and benefit information.

Preferred

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• Experience leading HR in a nonprofit, community-serving, or multisite organization with full-time, part-time, and seasonal employees.
• Experience supervising staff, managing HR vendors, and improving HR systems and processes
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience with Centrally HR or other CBIZ platforms.

Benefits and Work Environment

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The position includes a comprehensive benefits package, free fitness membership, and discounts on JCC programs, including early childhood, summer camp, and enrichment.

This in-person position works five days per week primarily at Capp Center in Saint Paul, with work at Sabes Center. The office environment includes regular interruptions and meetings.

The role involves desk and computer work, employee communication, and occasional handling of office materials. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

About Us

The Minnesota JCC provides meaningful programs and services for people of all backgrounds, ages, interests and abilities that promote well-being, foster inclusivity, and strengthen the entire community.

Guided by Jewish values and culture, our programs include Early Childhood Educations, Summer Camps, Health & Wellness, Recreation, Youth & Teem Programing, Adult Enrichment, Inclusion Programming, Senior Supportive Services, Jewish Arts & Culture, and Special Events.

Our Values

The J is for Everyone

We create spaces and opportunities where people feel safe, seen, and connected. When everyone belongs, our entire community grows stronger.

We Adapt for the Greater Good

We are rooted in purpose and flexible in approach. We are responsive to today and ready for tomorrow, even when the path ahead isn’t completely clear.

We Show Up Strong

We meet the moment. We take pride in what we deliver and how we deliver it. We aim high, prepare, and follow through, because people are counting on us.

EEOC Statement

The Minnesota JCC provides equal opportunity to employees and applicants for employment in accordance with applicable laws. Personnel decisions are made based on merit and the needs of the organization.

The Minnesota JCC does not discriminate against any employee or applicant for employment because of race, color, creed, religion, national origin, sex, marital status, familial status, status with regard to public assistance, disability, genetic information, sexual orientation, gender identity, gender expression, age, military or veteran status, membership or activity in a local human rights commission, or any other status protected by law.