Job Title: HR Manager
Position Type: Full Time, Exempt
Location: National Ability Center
Here at the National Ability Center, people are our most important asset. Come join a dynamic leadership team that empowers others in an environment that facilitates individual and teams to be their best self. As one of the largest outdoor therapeutic recreational programs in the world, the leadership team is dedicated to both mission and creating a national movement of building an Adaptive Nation!
The National Ability Center leadership team overseas a wide variety of programs both seasonally and year-round. Activities include alpine and Nordic skiing, snowboarding, snowshoeing, horseback riding, hippotherapy, indoor rock climbing, swimming, archery, sled hockey, cycling, water-skiing, wakeboarding, kayaking, canoeing, paddle boarding, and challenge course activities. Outdoor Adventures, we provide adaptive adventures including river rafting, snowshoeing, climbing, Nordic skiing throughout Northern and Southern Utah’s mountains ranges and waterways.
The team has accomplished its mission year-over-year serving individuals and their families participating in more than 37,000 lessons and outings. Instruction is provided by professional, certified instructors and complemented by trained interns and volunteer assistants. More than 1,700 volunteers contribute over 32,000 hours annually.
The HR manager would participate as key leadership team member through the development of a superior talent base and provide leadership in the development of a team-oriented culture that emphasizes quality, continuous improvement, retention, development and high performance. This position is directly responsible for the overall administration, coordination and evaluation of the human resource function and carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, onboarding, policy implementation, recruitment/employment and employment law compliance.
Leadership and Culture
The NAC culture recognizes that outdoor recreation is fun, provides physical challenge, requires development of life-long skills, and inspires wonder and awe of the natural world. Evident in the culture is a dedication to servant leadership through excellence in all that we do for all those that we serve and their families along with doing something of significance versus chasing profits is addictive and rewarding. Hang up the tie and suits, it’s jeans and outdoor comfortable attire! Participation in the outdoor activities encouraged but not a requirement.
Core Tasks and Responsibilities
• Expand and foster an individual and collective talent base through strategic human resources activities
• Budget responsibilities for HR function including developing, managing and forecasting
• Annual reviews and make recommendations to executive management for improvement of the agency’s policies, procedures and practices on personnel matters; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting, approving invoices for payment and annual re-evaluation of policies for cost-effectiveness
• Maintain knowledge of industry trends and employment legislation and ensures agency’s compliance; maintains responsibility for agency compliance with federal and state legislation pertaining to all personnel matters; communicates changes in agency personnel policies and procedures and ensures proper compliance is followed. Pays close attention to Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, workers compensation, the Occupational Safety and Health Administration (OSHA), Fair Labor Standards Act (FLSA) and Affordable Care Act (ACA) and so forth. Maintains minimal company exposure to lawsuits
• Implement and evaluate the Strategic Plan - People components
• Participate in the development of organization and staff planning process, Establishes, implements and maintains a Talent Acquisition/Staffing strategy for staff, seasonal and volunteer workforce to achieve mission
• Lead executive management team in the annual review, preparation and administration of wage and salary program including salary surveys. Conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary
• Consult with legal counsel as appropriate, or as directed by the CEO or VPO, on personnel matters
• Work directly with department managers to assist, advise and coach in personnel matters
• Coordinate or conduct exit interviews to determine reasons behind separation
• Participate on committees and special projects
• Establish and maintain department records, human resource information system, compiles reports, and updates company organization charts
• Recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed
• Conduct investigations when employee complaints or concerns are identified
• Work community outreach (schools, universities and work force programs locally, statewide and nationally) to build network groups for individuals of all abilities looking to gain professional experience through volunteer and employment opportunities
• Provide leadership in strengthening internal communications with staff at all levels throughout the organization; create and promote a positive and supportive work environment
• Compile presentations for Executive leadership team and the Board of Directors
• Participate fully and strategically as a member of the Board of Director’s People committee
• Comply with National Ability Center safety and health policies and procedures
• Other duties as identified
Core Knowledge and Qualifications
• Excellent interpersonal communication, relationship building and stewardship skills; ability to personally connect with, network and engage diverse groups of internal and external stakeholders
• Human Resources Capacity. Problem Solving/Analysis. Project Management. Communication Proficiency. Ethical Conduct. Project Management
• Basic Business Acumen and Operational Understanding, Nonprofit understanding a plus
• Understanding of Cultural Effectiveness, including Performance Management system delivery and management, Internal Coaching and Consulting
• Experience with building and developing cohesive teams within the organization
• Embody diversity and understanding of Person First Culture of dis/abilities
• Demonstrated history of responsibility, dependability, and maturity
• Proficiency with Microsoft Office, SLACK, and experience with database management. Salesforce and Paylocity experience is a plus.
• Ability to work occasional weekend days and evenings
• Flexible with a strong work ethic and an entrepreneurial spirit to accommodate multiple responsibilities and shifting priorities
• Commitment to a positive, fun and team-oriented working environment
Education and Experience
• Bachelor's degree or equivalent experience, PHR, SPHR, SHRM-CP, SHRM SCP or SHRM Talent Acquisition Specialty preferred
• A minimum of 5+ years in Human Resource or related experience
• Hospitality or Seasonal Workforce experience a plus
• Valid Driver’s License; must verify own auto insurance
The National Ability Center is invested in both hard and soft benefits for our team. We provide medical, employer contribution to HSA, dental, long-term disability, life insurance, paid time off and holidays and optional vision, short-term disability and other benefits as outline in the Employee Handbook.