Vice President, Human Resources

Key Result Areas

• Acting as a Critical Business Partner works closely with executive leadership to understand company initiatives, provide counsel, and present solutions that consistently lead to the achievement of the financial objectives
• Assesses HR organizational structure, and staff performance, and aligns resources to further develop and sustain a best-in-class HR service organization
• Works with HR Directors and other department executives for employee retention and developing an effective organizational infrastructure
• Assesses team member morale; recognizes and analyzes issues that are hindering the work environment and provides recommendations for improvement
• Mentors and develops direct reports, HR team, and future HR leaders to inspire a vision of excellence and enthusiasm throughout the organization
• Identifies key performance indicators (KPI) primarily for the organization’s human resource functions, but also supports same cross-functionally, including developing the cadence of data harvest, and being deeply involved in the analysis, conclusion, and solution derived from the data
• Identifies, explores, and acts on trends in human resources to enhance the employee experience, evolving organizational needs, and creative innovative programs that drive the achievement of established financial objectives
• Researches develops, and implements employment law compliance, competitive compensation, recruitment strategies, benefits, performance appraisal, training initiatives, and employee incentive programs
• Provides guidance and leadership to the human resource management team, coaching team members toward the resolution of questions, concerns, and issues.
• Ensures compliance with employment laws and other laws, regulations, and requirements, including reporting requirements.
• Maintains knowledge of Federal and State laws, regulations, and best practices in employment laws and ensures compliance with them.
• Consult with legal counsel on legal matters; provide direction to the executive team

• Provide compensation analysis using information and resources available and consult with vendor/s; identify pay disparity and implement the organization’s pay scales upon ownership approval; collaborate with payroll for increases.
• Prepares annual budget for the human resource department.
• Participates in professional development and networking conferences and events.
• Performs other duties as assigned.

Required Skills/Abilities

• Excellent verbal and written communication skills.
• Must have a data-driven approach to managing employees, dealing with work performance management, tackling risks, and talent acquisition for effective business development
• Sound analytical expertise – can initiate data collection, view data, and recommend solutions
• Excellent interpersonal and conflict resolution skills.
• Excellent risk management skills with the ability to identify and anticipate
• Exceptional organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.
• Knowledge of and experience with varied human resource information systems.
• Proficient with Microsoft Office Suite or related software
• Bachelor’s degree in human resources, Business Administration, or related field required.
• At least ten years of human resource management experience is required, with strategic, talent management, and/or business development experience highly preferred
• SHRM-CP or SHRM-SCP is strongly preferred.

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