Vice President, Human Resources at Smith Arnold Partners

Very successful, stable, and rapidly growing specialty healthcare insurance corporation is looking for a Vice President of Human Resources, responsible for driving the strategic and tactical aspects of Human Resources for the organization. This key HR Leader will be responsible for managing talent development, performance management, organizational/change management, employee relations and HR AdministrationWhat people are saying:“Very supportive work environment!” “Good people, fun culture, challenging projects” “Great environment for learning and skill development”Title: Vice President of Human Resources Location: White Plains, NY Salary: $175,000 – $190,000 +Bonus Responsibilities: This VP of Human Resources oversees all facets of Human Resources including talent acquisition, resource management, performance management, compensation, administration and policy. Participates. You will play a critical role in in the development of the Company’s plans and programs as a strategic partner in support of achieving corporate objectives and business growth. You will drive the strategic and tactical aspects of Human Resources for the organization. Particular focus will be on talent development, performance management, organizational/change management, employee relations and HR Administration. Develop and execute talent acquisition strategies that enhance the organization’s visibility/reputation in key recruiting markets Lead and manage the workforce planning process and talent acquisition activities Formulate and implement an employment branding strategy that effectively articulates employee value proposition in order to attract top talent Leverage social networking and other cutting edge recruiting technologies and tools to connect with a broad and diverse talent network Partner with executive team to provide strategy and support for talent acquisition solutions including: Employment Branding, Candidate Experience, Employee Referral Program, Intern Programs, College/University Relations, and onboarding Work with business to assess future skill requirements and develop appropriate talent recruiting strategies to aid the business in acquiring the requisite skills and capabilities Develop and implement metrics on recruiting and retention including cost per hire, applicant flow, hiring manager, and new employee satisfaction Ongoing valuation of existing hiring systems and processes to be assessed and adjusted to allow for support of our fluid work environment Develops, recommends and implements human resources policies and procedures that will improve the operation and effectiveness of the Company. Provides assistance to management and employees in policy interpretation and communication. Prepares and updates Employee Handbook. Responsible for Company compliance with regulatory and legal requirements including ERISA, IRCA, FMLA, FLSA, COBRA, EEO/AA. Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources. Manages the recruiting and selection process. Partners with managers in the sourcing, screening, interviewing, and selecting candidates. Responsible for implementation and ongoing management of an HRIS. Maintains payroll information by directing the collection, calculation, and entering of data. Updates payroll records by reviewing and approving changes in exemptions, insurance coverage, savings deductions, and job titles, and department/ division transfers. Establishes and implements employee training initiatives. Conducts needs assessments, develops training curriculum and conducts training sessions on various HR topics. Conducts orientation programs. Provides advice and counsel to management and employees on employee relations matters. Responds to employee complaints regarding discrimination, harassment or adverse working conditions. Responsible for the overall management of health & welfare and retirement benefit plans. Develops, recommends and implements upgrades or modifications to plan design and offerings. Evaluates existing company benefits, participates in surveys, and utilizing other sources of information makes recommendations to maximize the Company’s competitive advantage in the labor market. Manages renewal negotiations and cost containment efforts in consultation with broker. Manages annual open enrollment process. Provides consultation to the organization on effective employee performance management programs, consults with line managers on individual performance issue. Evaluates and recommends promotion, termination, disciplinary, and commendatory actions. Manages annual performance appraisal program and ensures managers complete performance reviews in accordance with program requirements. Requirements: Minimum of (8) years of talent acquisition and HR generalist experience required. Healthcare recruiting experience in managed care is a plus. Experience working in a mid-sized company with broad HR experience that has covered talent development, performance management, organizational/change management, employee relations and HR Administration A bachelor’s degree in Human Resources Management, Psychology, Sociology or a related discipline is highly preferred. Masters in HR Management preferred Professional and technical knowledge of industry and related HR issues to assure Company’s compliance with all federal, state, and local laws and regulations pertaining to Human Resources and liaise with outside counsel when needed. Ability to effectively partner with management, and develop trust and credibility throughout the organization.