Human Resources Manager

TITLE: Human Resources Manager DEPARTMENT: Administration SUPERVISOR: Vice President, Operations STATUS: Full-time, Exempt SALARY: $75,000+ (Negotiable) Boys & Girls Clubs of Greater Augusta is offering an exciting opportunity for the right person to join our dynamic, forward-thinking team. We rely on the dedication of caring team members to provide a safe, nurturing environment for kids to learn and grow.

Our staff are educators, coaches, artists, mentors, community leaders and ambassadors. Are you ready to join a team of passionate individuals who are working to make a difference in the lives of kids in our community?

POSITION SUMMARY

The Human Resources Manager manages the day-to-day administration of human resources processes and serves as the organization's primary coordinator for employee onboarding, workforce compliance, HRIS administration, employee records, training and professional development tracking, and performance-management processes.

This position ensures that employees meet all organizational and regulatory requirements before beginning work with youth, including background checks, fingerprinting, drug screenings, mandated reporter training, and other required clearances. The position maintains employee information and workflows through ADP Workforce Now and supports organizational compliance with Department of Human Services (DHS), Boys & Girls Clubs of America, employment, child safety, and internal policy requirements.

Reporting to the VP, Operations, the Human Resources Manager works closely with supervisors and organizational leadership to maintain an organized, compliant, well-trained, and mission-aligned workforce. KEY ROLES & ESSENTIAL JOB RESPONSIBILITIES

1. Recruitment, Pre-Employment Compliance & Onboarding Role: Manage the recruitment and onboarding process and ensure employees satisfy all employment and child-safety requirements before beginning work. Post approved positions, screen applications, coordinate interviews, and support hiring managers throughout the recruitment process. Prepare offer letters, onboarding materials, and required new-hire documentation. Manage and track all required pre-employment screenings and clearances, including background checks, fingerprinting, drug screenings, reference checks, and other required documentation. Ensure mandated reporter training and other required pre-service training is completed before employees begin working in Club locations. Verify completion of required employment documentation, including I-9s, tax forms, acknowledgments, and other onboarding records. Conduct and coordinate new-hire orientation and ensure employees understand organizational policies, expectations, child-safety requirements, and available resources. Maintain a clear pre-employment approval process and communicate employee readiness to supervisors before staff are authorized to begin work.
2. HRIS, Employee Records & Workforce Administration Role: Maintain accurate employee information, personnel records, and HR workflows using ADP Workforce Now and organizational recordkeeping systems. Manage day-to-day employee data administration within ADP Workforce Now, including new hires, transfers, promotions, status changes, terminations, and employee information updates. Maintain complete, accurate, confidential, and audit-ready personnel files. Maintain required employment, training, certification, performance, disciplinary, and compliance documentation. Process employment verifications and other routine employee record requests. Generate employee rosters, turnover reports, compliance reports, staffing reports, and other HR data for leadership. Monitor HRIS data integrity and troubleshoot routine employee access or system issues. Maintain organized electronic and physical HR records in accordance with organizational retention and confidentiality requirements.
3. Employee Compliance & Risk Management Role: Maintain workforce compliance in accordance with funder requirements, child-safety standards, organizational policies, and applicable employment requirements. Monitor and maintain HR-related requirements necessary for the organization to remain compliant. Maintain documentation related to background checks, fingerprinting, drug screenings, mandated reporter training, and other required employee clearances. Monitor expiration dates, renewal requirements, and recurring certifications and notify employees and supervisors of upcoming deadlines. Maintain employee compliance files in an audit-ready condition and assist with any agency reviews, inspections, audits, and corrective-action documentation. Support compliance with organizational policies and applicable employment requirements, including FLSA, FMLA, ADA, EEO, and other relevant regulations. Distribute employee handbook updates, policies, and required notices and maintain employee acknowledgment records. Partner with the VP, Operations to identify compliance gaps and implement corrective processes.
4. Training, Professional Development & Performance Management Role: Coordinate and track required training, professional development, certifications, and employee performance processes across the organization. Maintain an organization-wide training and professional development tracking system for all employees. Track required trainings , certifications, continuing education, and professional development completion. Coordinate training schedules, registrations, materials, attendance, and documentation. Monitor required trainings such as mandated reporter, child safety, CPR/First Aid, and other organizational or regulatory requirements. Notify employees and supervisors of outstanding or expiring training requirements and follow up to ensure completion. Maintain individual employee training histories and provide organization-wide compliance reports to leadership. Coordinate the organization's EOS Quarterly Conversation process, including schedules, reminders, People Analyzer materials, completed forms, and personnel-file documentation. Track performance evaluation deadlines, improvement plans, and other performance-management documentation. Work with leadership to identify organization-wide professional development needs and assist with coordinating appropriate learning opportunities.
5. Employee Relations, Policy Administration & HR Department Support Role: Serve as an accessible HR resource for employees and supervisors while supporting consistent implementation of organizational policies and HR practices. Respond to routine employee questions regarding HR policies, procedures, systems, documentation, and employment processes. Support the VP, Operations with employee relations matters, investigations, corrective actions, and other sensitive personnel issues as requested. Maintain documentation related to employee concerns, disciplinary actions, and the organization's established attendance or corrective-action processes. Track and maintain documentation associated with the organization's 3-strikes policy while ensuring disciplinary decisions remain with appropriate leadership. Assist supervisors with HR forms, documentation requirements, performance processes, and policy interpretation. Support employee engagement, recognition, retention, and workplace-culture initiatives. Maintain HR calendars, deadlines, compliance schedules, and department communications. Prepare workforce data and reports to help leadership identify staffing, retention, compliance, and professional development trends. KEY AREAS OF ACCOUNTABILITY : The Human Resources Manager is accountable for ensuring: No employee begins work without required pre-employment clearances and training. Employee information in ADP Workforce Now is accurate and current. Personnel and compliance files remain complete and audit-ready . Workforce requirements are consistently monitored and documented. Required employee training and professional development are tracked organization-wide . Supervisors receive timely information regarding outstanding employee requirements. Recruitment, onboarding, performance-management , and employee documentation processes are administered consistently across the organization. EDUCATIONAL QUALIFICATIONS & SKILLS Bachelor's degree in Human Resources Management , Business Administration, Organizational Development, Public Administration, or a related field required; an equivalent combination of education and progressive HR experience may be considered Minimum 3–5 years of progressively responsible human resources experience, including recruitment, onboarding, employee records, and compliance administration Demonstrated experience managing pre-employment screening processes, including background checks, fingerprinting, drug screenings, and reference checks Hands-on experience administering an HRIS, including employee data entry, status changes, reporting, and data integrity Experience maintaining audit-ready personnel and compliance files and supporting agency reviews, inspections, or audits Working knowledge of employment laws and regulations, including FLSA, FMLA, ADA, EEO, and Form I-9 requirements Must successfully complete all BGCGA pre-employment requirements, including background check, fingerprinting, and drug screening Valid driver's license and reliable transportation for travel between Club sites KNOWLEDGE, SKILLS, AND ABILITIES Exceptional organizational skills and attention to detail, with the ability to manage multiple deadlines, renewals, and tracking systems simultaneously Unwavering discretion and sound judgment in handling confidential employee information and sensitive personnel matters Strong written and verbal communication skills, with a service-oriented approach to supporting employees and supervisors Ability to interpret and apply organizational policies consistently and to recognize when matters should be escalated to leadership Proficiency in Microsoft Office, particularly Excel, for tracking, reporting, and data analysis Ability to build and maintain systems that ensure no requirement, clearance, or deadline is missed Ability to work collaboratively across multiple Club sites and with staff at all levels of the organization Commitment to child safety and to the mission of Boys & Girls Clubs PREFERRED SHRM-CP, SHRM-SCP, PHR, or comparable HR certification Experience with ADP Workforce Now Experience in a Boys & Girls Clubs of America-affiliated organization or other youth-serving nonprofit Familiarity with BGCA child safety requirements and state child-care or youth-program compliance standards Familiarity with EOS (Entrepreneurial Operating System) tools, including Quarterly Conversations and the People Analyzer Experience supporting a multi-site workforce of 100+ employees, including part-time and seasonal staff Bilingual candidates encouraged to apply CONFIDENTIALITY & NON-DISCLOSURE The Human Resources Manager has access to highly sensitive and confidential information, including employee personnel, medical, compensation, benefits, background check, drug screening, and disciplinary records; employee relations and investigation materials; member and family information; and non-public organizational, financial, and operational information. As a condition of employment, the Human Resources Manager is required to: Hold all confidential information in strict confidence and access, use, or disclose it only as necessary to perform assigned job duties Safeguard confidential records in both electronic and physical form, including information maintained in ADP Workforce Now, in accordance with BGCGA policy and applicable law Refrain from discussing confidential personnel matters with anyone who does not have a legitimate business need to know Return all confidential materials and organizational property upon separation from employment Sign BGCGA's Confidentiality and Non-Disclosure Agreement as a condition of employment These obligations continue after employment with BGCGA ends. Unauthorized access to or disclosure of confidential information may result in disciplinary action, up to and including termination of employment, and may subject the individual to legal action. Nothing in this statement prohibits an employee from reporting suspected child abuse or neglect as required by law, reporting possible violations of law to a government agency, participating in a government investigation, or exercising rights protected under Section 7 of the National Labor Relations Act, including discussing their own wages, hours, and working conditions. DISCLAIMER The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job. You may be asked to perform other related duties and responsibilities as needed. You will be required to complete a criminal record check as a condition of employment.