Director of Human Resources

Who We Are:

Facility Management Corporation leases and operates 25 public ice skating arenas across the state of Massachusetts in long-term partnership agreements with the Commonwealth and various municipalities as well as educational institutions.

The company  was formed in 1992 to deliver high quality ice sport facility management and operations, as well as ice-based programs that benefit our communities and promote interest in the sport.  We are known as "FMC Arenas" and have established a record of quality operations and grown to be the largest operator of public ice arenas in the United States.

Our headquarters is located in Pembroke, MA where our senior management and support staff (appreciate 16 full and part time) oversees facility and program operations.  A manager at each of our 25 arena facilities hires and manages their own staff and assembles bi-weekly work hour reports in compliance with policies and procedures established by the human resource department.  The two programming units (skating and hockey) collect pay hour data and supply to the human resource unit for processing.  The human resource department develops staffing budgets for each facility in coordination with the senior management and is charge with monitoring compliance.

The company employs between 275 to 500 full and part time positions.  The number peaks during the traditional skating season of September to April and reaches its low during the summer months.  The seasonal nature of the industry results in standard layoff periods (typically April to August) and regular turnover in the arena support positions.

In an effort to improve, we are re-organizing our human resource unit from a basic processing and compliance operation to increase the responsibility for and effectiveness of recruiting efforts, training programs for both management and staff across the organization, internal communications, cost efficiency, employee retention and general organization culture and morale.

The revised Human Resource unit will consist of a Director and full time Coordinator.  The Director will develop and implement policy and procedure in consultation with the President and Vice President; he/she will also oversee all headquarters staff on a daily basis.  The Coordinator will be responsible for creating and maintaining employee files, entering payroll data, assisting with the creation of reports and files, as well as any other support required by the Director.

We utilize a payroll processing service with online data input performed by the human resource staff.  Regulatory reporting for the 401k is performed by an outside firm while state mandated health insurance reporting is completed by the human resource staff.

Key attributes we are seeking in a candidate are: Leadership and motivational abilities Organizational capabilities and attention to details Strong verbal and written communication skills Interpersonal skills Dedicating to achieving results with a focus on planning and execution

Primary Duties and :

Provide leadership, management and supervision in the day-to-day operation of the human resource department of FMC Arenas.  The focus of this position will be the overall quality of personnel, including recruitment, training, performance review, internal communications, company culture, etc.  As well as the budgetary efficiency of staffing.  Specific responsibilities include, but are not limited to: Develop and implement recruiting efforts for senior management as well as arena management positions with the goal of substantially improving the capability and culture of the organization.  The recruiting will entail ongoing marketing / awareness efforts, scheduling and conducting initial interviews as well as coordinating second interviews with senior management, negotiating and completing form offers of employment and initial orientation. Organize ongoing internships for the headquarters administration and programming departments as well as at the ice arenas, in partnership with area colleges and universities that offer sport management and marketing degree programs. Develop and revise seasonal staffing budgets for each facility and complete/monitor compliance reports for each pay period to ensure that staffing matches the budget allocation. Manage and supervise all headquarters personnel to ensure compliance with policies, procedures and standards. Set and  maintain human resource service standards that ensure all issues and concerns relative to administration, employee relations, FMC policy and regulatory compliance, compensation and benefits, etc. are handled appropriately, timely and consistently. Develop and/or refine a standard trackable training program for each position in the organization with the input and assistance of the department directors and senior management.  Directly implement training of the headquarters employees and supervise / certify the implementation of training by location managers at the arena level. Develop and manage formal succession planning process to track, identify and initiate employees' internal advancement and personal development potential.  Create individual advancement plans for managers and monitor progress against the established plans. Research and propose methods and technologies to automate and streamline the reporting and payroll processes.  Act as direct liaison to service vendors for payroll processing, benefit providers, etc. Develop new and revise existing personnel benefit and incentive programs to ensure a focus on results and quality a well as to attract and retain key personnel. Organize and conduct regular (monthly or quarterly) training workshops with headquarters personnel and location managers (i.e., Leadership Skills, Staff Training & Coaching, Customer Focus and Service, Problem Resolution, Action Planning, Performance Management, etc.) to ensure the professional development and peak performance of management. Organize and maintain all policies and guidelines into complete reference guides for FMC personnel.  Update policy as required in consultation with senior management. Organize and oversee the performance evaluation & salary review process.  Ensure that headquarters personnel and location managers receive formal performance reviews with appropriate feedback, development of objectives and identification of development needs on the following schedule: Year round headquarters personnel and location managers:  Bi-Annually on September 15th and March 15th. Seasonal and part-time headquarters personnel and location managers:  Annually on March 15th. Ensure that all positions below those receive formal annual review by their direct supervisor on March 15th. Perform salary review of all employees prior to their anniversary based on the results of their performance appraisals as well as available budgetary resources; consult with senior management on rate increases as they pertain to staffing budgets. Assist, coordinate and counsel senior management and location managers on employee relations, employment and/or performance-related issues. Develop / revise and communicate human resource special initiatives and benefits to promote a positive and results focused culture with an emphasis on the altruistic nature of our business:  serving our communities, helping kids develop life sills, bringing families closer together, etc.  Initiatives should align with and support the business strategies of the FMC organization. Conduct and track headquarters personnel and location manager hiring and exit interviews with an emphasis on identifying key traits in hiring new personnel and trends or organizational inadequacies from existing personnel. Develop and implement employee information gathering initiatives (focus groups, surveys, one-on-one, etc.) and feed back on existing training programs. Organize and implement a regular internal newsletter (email and fax) to communicate important information and initiatives on all aspects of the companies operation.  This should include not only human resource issues, but also contact short sections on operations / maintenance, administration / business, programming, sales and contracting, marketing and promotions, etc. Conduct location visits, interviews and investigations based upon identified issues, feedback and/or concerns of the organization.  Ensures that prompt corrective action is taken where necessary or alternative courses of action are developed. Perform other duties as required or assigned to ensure the quality human resource operation of the organization.