Vice President of Human Resources

Job Description

Job Description

Description : Purpose :

Manages, directs, and evaluates organizational programs regarding the recruitment, development and retention of employees; provides leadership and direction in the areas of recruitment, selection and retention, benefits administration, employee relations, onboarding, training and development, performance management, compensation, and policy and procedures; partners with managers in providing practical, consistent, and proactive support, direction and advice on HR policy / procedure, best practices, employment practices, benefits, and legislation to facilitate achievement of objectives and strategic initiatives of the organization.

Accountabilities :

1. Directs the recruitment and talent management function and ensures achievement of goals

1.1 Manages recruitment protocols (providing oversight in the day-to-day recruiting activities, collaborating with recruiting team in the development and implementation of protocols, guiding in the interviewing and selection of new hires, ensuring optimal use of technology, etc.).

1.2 Maximizes utilization of recruiting sources (directing on various modalities, providing guidance / oversight on digital recruiting, supporting new and / or ‘out-of-the-box’ options, encouraging / supporting participation in career fairs and / or alternative options, etc.).

2. Ensure new hires receive an exceptional HR onboarding experience.

2.1 Develops, designs, and implements appropriate documents and processes (monitoring documents for accuracy and remaining current, modifying and implementing changes, inviting HR team input, overseeing the revision of documents and processes, etc.).

2.2 Guides the processing of new hires (providing oversight in ensuring all documents are accurately prepared, answering questions from HR team, collaborating with team to streamline approaches, ensuring communications are timely completed to all designated personnel, etc.).

3. Serves on the organization’s executive leadership team (ELT).

3.1 Works collaboratively and effectively with other members of the ELT.

3.2 Identifies agenda items and brings H.R. related matters, such as policy revisions or benefit revisions, for discussion to the ELT.

3.3 Shares their perspective and contributes to ELT discussions.

3.4 Identifies opportunities to strengthen employee relations, including benefit opportunities.

4. Directs the performance management program.

4.1 Produces performance evaluation form(s) and ensures it remains aligned with Mission, Vision, & Values (identifying topics, facilitating discussions, researching options, defining components, designing a form).

4.2 Leads the annual evaluation process (initiating the process, communicating expectations and deadlines, monitoring progress, overseeing tracking, ensuring completion, etc.).

4.3 Manages the salary administration process (guiding compensation administration, producing reports and letters, processing salary adjustments, disseminating letters, overseeing system and record updates, etc.).

5. Effectively directs and manages the human resources department.

5.1 Directs staff activities (guiding staff toward optimal performance, interviewing and selecting personnel, monitoring performance against standards, preparing / conducting performance evaluations, effecting discipline, conducting meetings, ensuring adherence to policies, practices, and protocols, assisting with problems [personnel issues, conflict resolution, crisis management, etc.], deadline attainment, etc.).

5.2 Proactively enhances and improves efficiencies (assessing performance, evaluating / needs / services, providing educational enrichment opportunities to direct reports, ensuring optimal utilization of facilities and resources, holding team accountable to performance and results, etc.).

5.3 Manages the department budget and assists with organizational budgeting (overseeing expenses, working to remain within parameters, collaborating with executive directors and CFO in preparation of annual budget, etc.).

5.4 Oversee the maintenance of personnel recordkeeping [vacation, holiday, sick time, etc.] monitoring activities, recording absences, directing the updating of files, etc.

6. Leads the management of the organization’s benefits plans and programs.

6.1 Consults with benefits brokers (discussing options, coordinating meetings, facilitating discussions, asking questions, ensuring expectations are met, etc.).

6.2 Proposes benefits options / changes to ELT (collaborating with broker, researching options, reviewing recommendations, etc.).

6.3 Provides oversight in the day-to-day administration of benefits (ensuring compliance and effective records management, providing oversight for problem resolution, guiding on annual open enrollment, collaborating on presentations, supporting the promotion of educational workshops, etc.).

6.4 Oversee the administration of leave administration and workers compensation.

7. Manages employee relations issues.

7.1 Partners with managers in addressing issues (conversing with managers, soliciting information, discussing options, preparing documentation, answering questions, providing guidance, etc.).

7.2 Ensures documentation is legally compliant and expectations and actions are effectively stated (reviewing / editing documents, consulting with legal [as needed] and / or other services, etc.).

7.3 Participates in the manager / employee meetings (serving as witness, providing input, diffusing situations, addressing concerns, sharing information with employee, etc.).

8. Ensures the employee policy library is accurate, in compliance with applicable laws, and reflects Wyandot BHN’s mission, vision, and values and operational practices.

8.1 Maintains employee policies (monitoring law changes for policy impact, updating existing policies, assessing compliance, identifying new policies to add to library, developing / writing new policies, overseeing / guiding the development / writing of policies, etc.).

8.2 Obtains support and buy-in on policies (modifying / writing policies, presenting to executive leadership team (ELT) for review, feedback, and discussion, inviting review / feedback from managers and / or staff, etc.).

8.3 Make sure policies are promptly posted.

8.4 Effective communications policies (presenting at managers meeting, summarizing changes or providing explanation for introducing new policies, announcing new or updated policies, etc.).

8.5 In partnership with executive leadership and management, ensures adherence to policy guidelines for the good of the organization and the employees.

9. Directs / manages and / or presents various training workshops / programs for the organization.

9.1 Oversee new employee orientation (providing input / direction, participating in discussions and scheduling, facilitating / presenting or providing guidance in the delivery of topics, etc.).

9.2 Presents / facilitates management training and other employee training (identifying topics, designing presentations, developing materials, scheduling sessions, communicating training opportunities, partnering with training coordinator in managing logistics, etc.).

10. Ensures optimal use and functionality of HR and other technologies and systems.

10.1 Directs the administration of the HRIS (establishing protocols / processes, defining uses, identifying opportunities to expand, providing oversight in troubleshooting problems, collaborating with team to optimize functionality and capabilities, etc.).

10.2 Ensure staff have sufficient knowledge and skills to execute tasks (delivering training, demonstrating ‘how to’ for various activities, offering / arranging attendance at external educational opportunities, etc.).

10.3 Help promote and advance the use of the organization’s Intranet (serving on communications teams, providing a voice in the design and implementation of the system’s functionality, directing HR staff to utilize the Intranet for communications, helping trouble shoot challenges, etc.).

11. Ensures effective management of recordkeeping and enhancement of HR operations.

11.1 Enforces proper recordkeeping protocols and ensures adherence to retention schedules (defining and establishing processes, setting up files, auditing for adherence to regulatory requirements, providing guidance, etc.).

11.2 Overseas / approves a variety of requests for information to ensure adherence to protocols and / or legal requirements (communicating acceptable processes, reviewing documents [as needed], answering questions, training staff, determining actions, ensuring timely response, etc.).

12. Contributes to team effort by performing other duties as needed / assigned.

Requirements : Qualifications :

Education : Bachelor’s degree in human resource management, Business Administration, or related field. Master’s degree preferred. Demonstrates continuous patterns of education and development throughout career. SPHR or PHR and / or SHRM-SCP or SHRM-CP certification preferred.

Experience : Minimum 10 years of human resources experience. Experience in the non-profit sector preferred. Six to eight years’ experience gained through increasingly responsible management positions within HR. Working knowledge and experience with strategic planning, talent management, benefits administration, training, and organizational effectiveness highly preferred. Experience working with various human resources information systems.

Skills & Abilities :

• Exceptional verbal and written communications skills, including the ability to write and speak concisely, succinctly, and accurately in style appropriate to the audience.
• Excellent interpersonal skills with the ability to communicate and present information to all levels.
• Ability to build and maintain effective working relationships, at all levels of the organization and within a professional and community network. Ability to translate desired culture into coaching for specific behavior and results.
• Demonstrated ability to work in a collaborative environment. Ability to work as a business partner with all departments / functions and use the organization’s goals, philosophy, mission, vision and values as operating drivers in all recommendations and decisions.
• Must have excellent organizational skills; be detail-oriented, able to effectively manage multiple priorities, and adept at executing a number of varied activities simultaneously.
• Exemplifies excellent decision-making capabilities, using effective judgment, keeping business and operational practices, budgetary considerations, and ethical and legal obligations in mind.
• Skilled at analyzing organization and developing strategies to integrate business objectives.
• Ability to lead strategic and change initiatives, serving as a catalyst to strengthen and integrate these opportunities throughout organization.
• Must have a strong business acumen, be results-oriented, and have exceptional project management skills to effectively manage short and long-term projects or initiatives.
• Must be able to establish and maintain clear lines of communication, exercising excellent business, legal, and ethical judgment, employing critical / analytical thinking, and applying intuitive problem-solving skills.
• Proven experience in developing, writing, administering, and ensuring compliance with HR policies, programs, and practices.
• Possess working knowledge of federal, state, and local laws, regulations, and policies related to human resources and applicable to the organization. Familiarity with EEO, HIPAA, OSHA, Wage & Hour, DOL, ERISA, etc.
• Proven application of technology tools to support analysis and presentations (e.g. Microsoft Office [Word, Excel, PPT]).
• Demonstrated success in facilitating group meetings and presentations.

Work Conditions and Considerations :

Work environment : Work is primarily performed in an office environment. Noise level is generally low-moderate (office environment). Light travel is required to other locations, businesses, and community sites to meet organizational needs. Workday regularly includes multiple and / or conflicting demands.

Physical Demands : Incumbent is required to sit for long period of time; stand; walk – around office environment; use hands to finger, handle, or feel objects; reach with hands and arms; bend and stoop; talk and hear. Employees may occasionally lift and / or move up to 25 pounds. Specific vision abilities required include close-up vision, visual acuity for fine-print detail, extensive use of computers, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Operate computer, printer, copier, fax machine, and telephone. Requires ability to read, write, and understand English.

Physical Capabilities : Ability to safely perform essential job functions with or without reasonable accommodation(s).