134 Best de risk manager Jobs in Orlando, Florida (enero 2026)

Human Resources Manager

hace 4 días

Orlando

Job Description:\n\n TITLE: Human Resources Manager PERFORMANCE PROFILE SOURCE: Management Professional DEPARTMENT: Human Resources REPORTS TO: CHRO FLSA STATUS: Exempt WORKER CATEGORY: Full-Time EMPLOYMENT FUNCTION: Management POSITION SUMMARY: The Human Resources Manager plays a critical leadership role in advancing the mission of the Boys & Girls Clubs of Central Florida by leading day-to-day HR operations and helping to build a positive, compliant, and high‑performing workplace for all team members. This position manages core HR functions, including recruitment and onboarding, employee relations, performance management, benefits and leave administration, HR compliance, and HRIS data integrity. Reporting to the CHRO, the Human Resources Manager serves as a strategic support partner to leaders across 40+ sites, supervises two HR Generalists and one HR Intern, and ensures HR practices support staff engagement, retention, and alignment with BGCCF values. ESSENTIAL JOB RESPONSIBILITIES: People OperationsPartner with the CHRO to translate organizational goals into actionable HR priorities that support Club operations and outcomes for staff and members.Provide day-to-day management, coaching, and direction to HR Generalists and HR Interns, establishing clear service standards and promoting a responsive, solutions-focused HR function.Serve as a trusted advisor to supervisors on workforce planning, organizational policy, and change management, helping leaders navigate personnel and staffing needs across multiple Club sites. Talent Acquisition, Onboarding, and OffboardingManage full-cycle recruitment, including job description development, job postings, sourcing, screening, interviewing, reference checks, offer letters, and background checks, ensuring equitable, consistent hiring practices that align with Boys & Girls Clubs of Central Florida’s mission and values.Partner with hiring managers to clarify role requirements, develop structured interview tools and hiring rubrics, and define selection criteria that support timely, high-quality hires and a fair, consistent candidate experience.Oversee all pre-employment and onboarding processes, including I‑9/E‑Verify completion, DCF youth‑serving level two checks, new-hire documentation, and coordination with IT and Operations to ensure system access set‑up, orientations, and all onboarding steps are welcoming, timely, and compliant.Ensure quality onboarding and orientation for new hires, interns, and applicable volunteers, ensuring a consistent, engaging introduction to organizational culture, policies, and expectations.Manage offboarding processes, including preparation of separation documentation, systems access changes, final communications, and exit interviews; analyze exit data to identify trends and recommend retention and engagement strategies. HRIS, Payroll Systems, and Data IntegrityMaintain compliant, accurate, and confidential personnel records and HRIS data for current and former employees, using standardized data entry practices and conducting regular file and system audits to ensure data integrity across HR and payroll systems.Stay current on federal, state, and local employment regulations and nonprofit youth‑serving requirements, recommending updates to policies, procedures, and practices to maintain compliance and reduce risk.Lead the implementation, configuration, and ongoing optimization of HR systems (HRIS, ATS, performance management, and related payroll modules) in collaboration with the CHRO, Finance, and external vendors, including documenting workflows, procedures, and user guidance.Develop, maintain, and enhance HR reports and dashboards (e.g., turnover, vacancies, recruiting status, compliance, headcount, safety) to support data‑driven decision‑making by the CHRO, Finance, and executive leadership. Benefits, Open Enrollment, and Leave AdministrationServe as an internal resource for benefits programs, ensuring employees and managers understand eligibility, enrollment, qualifying life events, and coverage changes throughout the employee lifecycle, and responding to escalated benefit and leave questions in collaboration with vendors and brokers as needed.Coordinate and oversee day-to-day benefits administration in collaboration with brokers, carriers, and vendors (e.g., medical, dental, vision, life/disability, retirement, and related programs), ensuring accurate and timely processing of enrollments, changes, and terminations and maintaining accurate benefit data and file feeds in the HRIS.Support the annual Open Enrollment process, including system setup and testing, data audits, collaboration with brokers and carriers on plan and rate changes, and development of employee communications and an up-to-date Employee Benefit Enrollment Guide to support informed decision-making.Reconcile monthly benefit enrollments and carrier invoices, conduct routine benefits audits, manage the ACA dashboard, and provide necessary documentation to Finance for invoice approvals, payroll deductions, and compliance-related reporting. Administer and coordinate leave programs (FMLA, ADA accommodations, workers’ compensation, and personal leaves), ensuring proper documentation, consistent tracking, clear communication with employees and managers, and close alignment with Payroll so that pay, status, and benefit changes are processed accurately and on time. Employee Relations, Performance, and EngagementLead and monitor the new hire and annual performance review process and develop systems to ensure it runs smoothly.Work closely with the CHRO to address and resolve employee relations concerns, including coaching managers on performance management, corrective action, investigation, and documentation.Conduct or support fact‑finding for workplace concerns, ensuring fair, timely, and well‑documented outcomes that are consistent with policy and organizational values.Advise and guide managers and staff on a wide range of employee relations matters, including performance issues, conflict resolution, and workplace concerns; interpret and apply HR policies, procedures, and best practices to support fair and consistent outcomes. Provide day-to-day performance management support to managers, including coaching, counseling, and assistance with employee development and performance improvement plans. Design and deliver targeted development sessions for club and regional leaders to strengthen performance management, coaching, and compliance acumen.Partner with leadership on engagement, recognition, and culture‑building initiatives that strengthen retention, inclusion, and alignment with the Boys & Girls Clubs of Central FL's mission. Policies, Compliance, and Risk ManagementCoordinate required HR-related reporting and audits (e.g., EEO, OSHA logs, workers’ compensation, DCF audits, benefits/retirement filings) and periodically review and recommend updates to the Employee Handbook, HR policies, procedures, and Standard Operating Procedures (SOPs) to ensure clarity, consistency, and alignment with BGCCF culture and legal requirements.Partner with the CHRO to maintain up‑to‑date HR policies, procedures, and the Employee Handbook, recommending revisions to reflect legal developments, best practices, and organizational changes. Ensure HR practices comply with federal, state, and local employment laws and regulations, including recordkeeping, required postings, and support for internal and external audits, and collaborate with Operations leaders to reinforce compliance with BGCCF’s safety program and incident‑reporting protocols.Coordinate responses to information requests from regulatory, funding entities, or auditors. Respond to requests for employee information, such as employment verifications, unemployment claims, and state and federal information requests, ensuring timely, accurate, and confidential handling consistent with policy and legal requirements. Continuous Improvement and Special ProjectsAnalyze HR processes and metrics to identify opportunities to streamline workflows & HR systems, improve employee experience, and enhance data quality and compliance.Lead or support special HR projects (e.g., HRIS upgrades, program implementation, process documentation, digital transformation) as assigned by the CHRO.Stay current with HR trends, technology, and regulatory changes and share relevant updates and recommendations with the CHRO and HR team. Team Management/SupervisionSupervise a team of two HR Generalists and one HR Intern, providing clear expectations, regular coaching, positive recognition, and timely corrective feedback to build a high‑performing, accountable team.Advise the CHRO on hiring, training, performance, retention, and termination decisions for direct reports, and support robust performance management and professional development plans that foster a learning‑oriented, service‑focused culture within the department.Delegate work effectively across the HR team, implementing operational best practices that reduce administrative overhead while ensuring timely, high‑quality HR service delivery to internal customers.Mentor and develop team members through ongoing feedback, training, and stretch assignments to promote continuous growth, skill-building, and improved performance in alignment with organizational goals. QUALIFICATION REQUIREMENTS: (Knowledge, Education, Experience & Skills) Education:Bachelor’s degree in Human Resources or related field, or equivalent work experience, and at least five years of progressively responsible experience in multiple Human Resources functions. Experience:Five years of progressive human resources experience, including responsibility across multiple HR functional areas (e.g., recruitment, employee relations, benefits, HR technology, compliance, and training), with a focus on project management, employee relations, and investigations.Advanced user and administrator experience with HRIS systems and benefits administration platforms (ADP Workforce Now preferred), including configuration, reporting, and data integrity oversight.Expert understanding of HR policies and employment law, with hands-on compliance and policy advisory responsibilities, including interpreting regulations and advising leaders on risk‑informed decisions.Demonstrated experience drafting, implementing, and maintaining HR policies, Standard Operating Procedures (SOPs), guidance documents, and training materials that translate technical, legal, and organizational requirements into clear, practical expectations for managers and staff.Proven ability to identify organizational risks or opportunities within HR (e.g., compliance gaps, process inefficiencies, culture or engagement issues) and design systems, workflows, and feedback mechanisms to address, monitor, and continuously improve those areas.Expertise in training, organizational development, and change management, including designing and delivering training for supervisors and staff and supporting the adoption of new policies, systems, and HR practices.Experience administering and processing compliance-related topics, including FMLA, ACA, COBRA, workers’ compensation, ADA accommodations, and EEO, with a track record of accurate documentation, communication, and coordination with Payroll and Legal/Compliance partners.Three years of experience in a lead or supervisory HR role; experience supporting a multi-site or direct service nonprofit environment strongly preferred.Strong HR project management experience, including breaking strategic HR vision into clear goals, projects, and tasks, managing timelines and stakeholders, and using structured goal-setting approaches (such as Objectives and Key Results or similar frameworks) to define, communicate, and track HR functional priorities and outcomes with the HR team.Demonstrated experience administering or coordinating benefits, leave, and compliance programs, including partnering with vendors, brokers, and internal stakeholders to track and resolve complex issues and improve processes over time. Skills: Advanced skills in Microsoft Suite (Outlook, Word, Excel, Forms, PowerPoint) and HR technology, including HRIS, CRM, databases, benefits platforms, and timekeeping/payroll tools such as ADP Workforce Now, with the ability to build templates, trackers, and reports that support HR projects and analytics.Demonstrated project management skills, including breaking strategic HR objectives into clear goals, projects, timelines, deliverables, and tasks, coordinating multiple stakeholders, and driving initiatives to completion.Strong analytical and people analytics skills, with the ability to interpret HR data (turnover, engagement, leave, investigations, complaints) and translate trends into practical, risk‑aware recommendations and action plans.Advanced critical thinking, problem‑solving, and influencing skills, weighing legal requirements, culture, operational needs, and equity to recommend balanced, implementable solutions.Excellent verbal and written communication skills, including drafting policies, SOPs, guidance documents, training materials, and change communications that are clear, practical, and audience‑appropriate.Strong investigation and employee relations skills, including complaint intake, neutrality, documentation, credibility assessment, and communicating findings and outcomes in a clear, defensible manner.High legal literacy and risk awareness in core employment law areas (e.g., Title VII, ACA, ADA, FMLA, wage and hour, IRCA, EEO), with the ability to spot risk early, adjust practices, and escalate appropriately.Excellent collaboration, coaching, and strategic employee relations abilities, including setting healthy boundaries between HR and staff, coaching leaders on their responsibilities, and partnering across departments during change.Fluency in using AI and modern HR tools to support recruiting, investigations, and HR operations while maintaining human oversight, judgment, and accountability, and experience navigating organizational change with clarity and confidence.High emotional intelligence, resilience, and professional judgment, with the ability to handle highly sensitive and confidential matters with compassion, maintain professionalism and tact under pressure, and provide excellent, responsive customer service to employees and leaders.Valid driver's license, good driving record, and consistent access to transportation with appropriate insurance coverage for site visits. KEY ROLE COMPETENCIES: Ensures accountabilityTakes ownership of HR operations and commitments, delivering high‑quality, timely, and compliant work across recruitment, employee relations, compliance, HR tech, and benefits.Holds self and team members accountable for results by setting clear expectations, following through on responsibilities, and addressing performance issues directly. Manages complexityNavigates ambiguous or high‑stakes employee relations matters, investigations, evolving empl

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