In today's world, there is a fine line between an employee and a contractor. If a person was hired as a contractor, but had the same pay periods as an employee, used the same equipment as an employee, having the hours worked to be dictated by the employer, being told what to do, etc., then the IRS could find good reason to classify that contractor as an employee for tax purposes. Generally, if you're unsure, then classify that individual as an employee. You could also file a Form SS-8 to get clarification from the IRS.
In your situation, it sounds like you are or will be telling this individual exactly how to perform the job, when to perform the job, and to use the equipment provided by the club. The IRS could make a very clear argument that this person is an employee and not a contractor. Even though you are not paying that individual cash money, you are essentially bartering with that person. As a result, the IRS Wants Its Cut.
I would recommend you calling a labor attorney for advice.