Director of Human Resources at IRWIN A AND ROBERT D GOODMAN COMMUNITY CENTER – Madison, Wisconsin

Reports to: President

Position Type: Salaried

FLSA Status: Exempt
Salary: starting at $63,440

Benefits: Eligible

Position Type: Regular, Full time, 40 hours per week

Direct Reports: HR Assistant

Position Description

The Director of Human Resources provides leadership for the organization’s human resources function, ensuring effective HR operations while fostering a workplace culture grounded in the Goodman Six values: community, integrity, caring, respect, trust, and equity. This role serves as a trusted resource for staff at all levels, supporting staff throughout the full employee lifecycle and helping create an environment where people feel valued, supported, and recognized as the heart of our organization.

The Director leads the systems, policies, and operational processes that sustain effective human resources services, including recruitment, onboarding, employee relations, compensation and benefits, payroll oversight, compliance, performance management, and workforce planning. In partnership with the Executive Leadership Team, this position strengthens organizational culture, promotes equitable and consistent people practices, and ensures HR operations align with legal and contractual requirements, best practices, and the organization’s mission to serve the community.

Responsibilities

Employee Relations, Performance Management & Leadership Development

• Provides coaching and guidance to supervisors to strengthen employee relations, communication, and people leadership practices.
• Leads employee relations, conflict resolution, and internal investigations, ensuring respectful, inclusive, and legally compliant outcomes.
• Leads the implementation of performance management systems, including evaluation processes, supervisor training, and performance coaching, and supports the continuous improvement of frameworks aligned with equity and organizational goals.

Recruitment, Hiring, Onboarding & Offboarding

• In collaboration with the Executive Leadership Team, designs and leads equitable recruitment, selection, and hiring processes, including job descriptions, compensation ranges, and bias mitigation practices.
• Ensures onboarding systems reflect organizational values and legal requirements, including conducting organizational orientation and supporting supervisors in role-specific onboarding best practices.
• Advances equitable hiring and retention practices by championing equal opportunity, diversity, equity, and belonging across the organization.
• Leads offboarding and termination processes, including exit interviews, documentation, and coordination of final pay, benefits, and unemployment claims.

Compensation, Benefits & Payroll Oversight

• In collaboration with the Executive Leadership Team, supports the creation and implementation of compensation structures and pay equity analyses.
• Ensures accurate employee timekeeping, personnel data management, and payroll inputs to support compliant, accurate, and timely payroll administration.
• Directs relationships with benefits vendors and service providers, including contract renewals, issue resolution, project management of service or implementation challenges, and escalation of risks and recommendations to the Executive Team.
• Oversees compliance with local, state and federal employment programs, including mandated leave administration, FMLA and ADA accommodation processes, and coordination of workers’ compensation documentation and claims.
• Conducts regular audits to ensure payroll accuracy, data integrity, and compliance with wage and hour laws.

HR Operations, Systems & Compliance

• Leads the equitable, consistent, and legally compliant application of HR policies, including development, communication, and ongoing review of policies, protocols, and the Employee Handbook.
• Oversees HR systems, including the HRIS, staff records, and reporting processes, ensuring data integrity, confidentiality, and compliance with reporting requirements (e.g., 403(b) census, Form 5500, workers’ compensation audits, OSHA , ACA).
• Provides workforce analytics and reporting to the Executive Leadership Team and Director of Grants Administration, including turnover, retention, compensation, and staffing trends to support reporting, strategic decision-making, and workforce planning.
• Continuously improves HR workflows and systems to enhance compliance, consistency, efficiency, and risk mitigation.
• Directs workplace safety and OSHA compliance programs, including trainings, incident documentation, and coordination with insurance carriers as needed.
• Develops and manages the annual HR budget.
• Serves as a strategic advisor to the Executive Leadership Team on workforce planning, organizational design, succession planning, employee engagement, and culture initiatives.

Qualifications:

• Bachelor's degree with courses in human resource management, business administration, or related field, or equivalent combination relevant experience.
• Minimum three years of progressive HR leadership experience.
• Experience leading core HR functions, including employee relations, recruitment and onboarding, performance management, compensation and benefits, payroll oversight, and compliance.
• Knowledge of federal, state, and local employment laws and ability to interpret and apply HR regulations and compliance requirements.
• Experience managing HRIS and payroll systems.
• Experience developing, implementing, and maintaining HR policies, procedures, and employee handbooks.
• Experience supervising and coaching staff and supervisors in employee relations, performance management, and leadership development.
• Strong interpersonal and communication skills, with demonstrated ability in conflict resolution, problem-solving, and building trust across all levels of an organization.
• Ability to manage confidential information with discretion, sound judgment, and professionalism.
• Demonstrated commitment to diversity, equity, inclusion, and culturally responsive workplace practices.
• Preferred certifications: SHRM-CP, SHRM-SCP, or SPHR.

Benefits

• Goodman Community Center offers generous health and dental plans as well as vision, life insurance, short-term disability, a 403(b) retirement plan, and a team member assistance program
• Free access to on-site Lussier Fitness Center
• Employee discount on room rental
• Generous PTO

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.

Black, Indigenous, people of color, women, trans, nonbinary, and individuals with disabilities are encouraged to apply. We value the unique blend of lived experiences and diverse perspectives that comes from non-traditional education pathways and the variety of transferrable skills each candidate brings to the table. We value diversity, equity, inclusion, and belonging. Even if every item on the job posting doesn’t match your experience perfectly, we encourage you to apply and share how your skills and experience can best serve our community.

Goodman Community Center (GCC) provides equal employment opportunities to all employees and applicants. We strictly prohibit discrimination and harassment based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all aspects of employment, including recruitment, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.