The VP of HR will serve as the executive leader and subject matter expert with a broad generalist background for the Human Resources Function and provide strategic human resources solutions and initiatives in alignment with key business priorities, strategies, and objectives. The VP of HR will oversee and provide strategy and guidance in the following key areas: organizational design; performance management; change management; leadership development and coaching; talent acquisition strategy, process and policy; employee retention, training and development; compensation and benefits analyses, strategy and policy; company culture and diversity equity and inclusion initiatives.
– Building strong business acumen of the industry, the financial indicators and cost drivers, and the effects of these on the organization.
– Presenting recommendations that are aligned to the business strategy while at the same time being able to articulate an independent point of view, and being comfortable challenging conventional wisdom when appropriate and utilizing data analysis and analytics to support new strategies and policies.
– Serving as an advisor to the CEO, senior leadership and the Board of Directors by providing a people resource perspective on business decisions, based on a nuanced understanding of the organizational culture.
– Managing, coaching and developing direct reports to create a shared purpose and provide on-going development to position the team as trusted, credible business experts and to support collaboration and meaningful interaction with leadership team and employees.
Compliance and Employee Relations
– Developing, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices.
– Maintaining knowledge of and compliance with laws, regulations, and best practices in employment law, human resources, and talent management.
– Managing workplace investigations, mandated reporting and employee relations matters.
Talent Acquisition and Talent Lifecycle
– Creating and executing with leadership a lifecycle approach to human resources that includes defining organizational/talent gaps, forecasting, staffing, on-boarding, development, performance management, career/succession planning, talent mobility and retention with diversity and inclusion woven throughout.
– Identifying key performance indicators for the organization’s human resource and talent management functions; assessing the organization’s success and market competitiveness based on these metrics.
– Proactively initiating dialogue with management, providing advice and solutions on issues affecting morale, performance, and development.
– Collaborating with colleagues to develop and implement a compelling employer brand that attracts diverse, experienced, and capable talent.
– Coaching managers on employee communication, development and performance management strategies that promote engagement and reinforce firm goals and values.
– Creating and implementing retention strategies; providing leadership with regular insight into employee feedback through NPS, exit interviews and turnover data.
Training and Development
– Building capabilities through learning & development of the company’s most valued asset, its people, by determining and directing the organizational development goals and strategies to support productive and profitable business operations.
– Building and executing a learning and development roadmap across all brands, including development programs for the Leadership Team.
Compensation and Benefits
– Researching, developing, and implementing competitive compensation, benefits, performance management/appraisal, and employee incentive programs.
– Conducting audits to ensure compliance with fair pay laws, minimum wage laws, and exemption requirements.
– Supporting our employees with excellent benefits, fair and equitable compensation plans and strong performance philosophy.
Diversity, Equity, Inclusion and Culture
– Setting strategy for our diversity, equity and inclusion efforts, and ensuring the organization is equipped to execute on this strategy effectively.
– Creating and driving a culture where employees thrive and feel valued.
– Advising management on ways to strengthen employee engagement.
– Minimum of 10+ years’ of progressive experience in a senior human resources leadership role.
– Minimum of 7+ years’ experience in managing, developing and supervising a team of human resource professionals.
– Certification and/or accreditation in Human Resources management, policy and practice and/or equivalent job experience.
– Superior written and oral communication skills with a keen ability to articulate a point of view that engenders credibility at all levels throughout the company, including the ability to present and discuss complex information in a way that persuades and enhances understanding. As well as an effective and active listener and possesses strong consultation, facilitation and presentation skills.
– Solutions driven creative and analytical project management skills.
– Comfortable working in a fast-paced, rapidly growing environment; flexible in response to changing employee needs; maintain professionalism and composure under pressure.
– Extremely organized; ability to prioritize tasks and meet deadlines; meticulous attention to detail.
– In-depth knowledge of federal and state employment laws.
– Unimpeachable ethics, discretion, and an unerring sense of judgement.
– Good sense of humor.
– Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint); Microsoft Dynamics GP (Great Plains) a plus.
Work Environment and Physical Demands
– Professional office environment requiring routine use of standard office equipment including, but not limited to, computers, phones, photocopiers, filing cabinets and fax machines.
– Regularly required to engage in professional and interpersonal written and verbal communications with a wide variety of individuals including, employees, customers, vendors, managers and others.
– In accordance with the requirements of a typical office work environment, the employee will be required to attend meetings in person and/or by phone/video conferencing, use keyboards, keypads, dial pads, etc. Some overhead reaching, bending and twisting, as per usual office environment and functions.
– Some travel (20%) may be required for this position.