Overview

The Vice President of Human Resources plays a lead role in developing, supporting, and executing the overall HR strategy and operations of the organization. Reporting directly to the President/COO, this position is responsible for assessing, developing (in partnership with the organization’s Executive Committee), and overseeing various HR functions, including recruitment, employee engagement and retention, employee relations, performance management, compliance, talent management, training and development, and benefits and compensation analysis. The role requires a strategic thinker.

Responsibilities

• Lead the development and delivery of comprehensive HR support, including talent management, employee coaching, employee relations, employee engagement, organizational design, communications and people development.
• Collaborate with senior leadership to understand the organization’s goals and strategy related to recruiting, staffing, and retention. Actively drive the recruiting process.
• Serve as a strategic partner and advisor to the executive and senior management teams around key organization and management issues. Assess and articulate human resources needs and issues, providing regular progress reports and building support for HR strategies.
• Identify levers to develop, align and execute people strategies that enhance employee engagement and retention through talent assessments, engagement surveys, and other tools.
• Ensure that performance management practices are consistently aligned with organizational objectives, driving employee engagement and productivity.
• Ensure the organization is committed to implementing and maintaining HR best practices so as to be compliant with all federal, state, and local employment laws and regulations. Responsible for developing and applying industry-leading human resources strategies that align with organizational goals and enhance employee experience.
• Counsel and advise management and staff in handling difficult or sensitive employee relations issues; review cases of violations of company rules and policies regarding employee conduct; and recommend and implement actions appropriate for conflict resolution, including disciplinary action.
• Maintain knowledge of trends, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to senior management.
• Assess and determine overall training needs. Create, conduct, and manage employee and management training and development programs (HR programs, employment law, leadership, etc.)
• Manage the termination process, including all termination decisions, termination meetings, exit interviews, etc.

Qualifications

• BA or BS degree in Human Resources, Business Management, or related field. Master’s degree in relevant field preferred, but not required.
• Minimum of seven years of progressive HR leadership experience in employee relations, performance management, benefits, and compensation, as requested; management/employee training, talent management, and organizational development/training.  Minimum of three years of management experience preferred.
• Superior interpersonal, communication, written, and presentation skills to work effectively with senior management and employees on understanding and embracing HR policies and procedures.
• Strong listening skills to capture employee concerns across all levels of the organization and provide counsel and advice based on experience. High EQ.
• Ability to develop, implement, and communicate internal and external strategies, tools, and resources to attract, select, and recruit new individuals to the organization.
• Thorough knowledge of relevant federal, state, and local employment laws; knowledge of compensation and total rewards.
• Proficient in MS Office and related HRIS.
• Active affiliation with appropriate human resources networks and organizations and ongoing community involvement, preferred; possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
• Ability to display sensitivity, tact and responsiveness in various situations and maintain a high level of confidentiality.
• SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) preferred.

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