Senior Vice President Human Resources

1 week ago

Verona, United States The Christopher Group, Agile HR Business Solutions Full time

SENIOR VICE PRESIDENT, PEOPLE & CULTURE


Summary


The Senior Vice President for People & Culture will lead human resources, talent, and retention strategies and functions for the growing, diversified multi-state businesses within Turning Stone Enterprises (that include Turning Stone Resort Casino, Point Place Casino, YBR Casino & SportsBook, The Lake House, The Cove at Sylvan Beach, SavOn and Maple Leaf Market Convenience Stores,and more) as well as the Oneida Indian Nation’s government programs and People & Culture support services for Oneida Innovations Group (providing IT services to Turning Stone Enterprises and as a contractor for the federal government) and Verona Collective (a fully integrated seed to sale cannabis company). The SVP is an innovative and strategic leader for all of the organization’s human capital initiatives and programs who supports and aligns the People & Culture function with the overall business and operational strategy while building a positive and dynamic organizational culture. The SVP will have strong working knowledge of compliance and experience in integrating compliance into the overall workforce strategy.


Core Responsibilities


Culture & Values


Leads initiatives to create and/or enhance a positive, engaged culture that works to assimilate the interest, talents and contributions of all employees in a high-growth environment


Leads imitative to fulfill Oneida’s /Turning Stone Enterprises’ strategic plan to become an employer of choice


Develops programs and initiatives that recognize and reinforce behaviors that exemplify organizational values of commitment to quality, service and collaboration.


Continually advances and implements people strategies to support organization growth while maintaining and enhancing a positive organizational culture


Ensures that people strategies are aligned with, and incorporate, the Oneida’s /Turning Stone Enterprises’ commitment to compliance



Talent Acquisition


Oversees the VP for Talent Acquisition in delivering a comprehensive and innovative talent strategy to attract, develop, retain, and engage a high-quality workforce to support the Nation’s and Turning Stone Enterprises’ strategic objectives


Build strong relationships and programs to support strategic talent pipelines, including international and refugee programs, school and college programs, and other diverse talent channels


Leads the executive team in developing and actualizing the employer value proposition and works collaboratively with Marketing and Communications partners to develop and promote a strong employer brand


Ensures efficiency and productivity of the Talent Acquisition function and continually assesses and improves the candidate and hiring manager experience, leveraging technology and innovation in the process


Leverages Oneida’s significant investment in employee housing and strategic partnerships to solve key talent acquisition challenges



Talent Management


Develops and implements short-term and long-term strategies to improve employee performance through performance management, coaching, training and development to enhance career growth, retention and successorship in furtherance of Oneida’s/Turning Stone Enterprises’ broader strategic objectives


Develops programs to improve workforce competency, knowledge, and skillsets and leads delivery of inclusive programs, resources and structure to fulfill these needs


Partner with members of the leadership team to bolster the leadership and coaching skills, including goal-setting and use of performance metrics


Establish organizational performance management programs including performance feedback tools and practices, metrics, and recognition programs that support and align with the values and mission of the organization


Identify key performance indicators for people and talent management functions, and assess the success and market competitiveness based on these metrics



Employee Engagement and Inclusion


Develops formal and informal engagement assessment tools and uses data to develop programs and action plans that enhance employee engagement, inclusion, satisfaction and connection (both with the organization and with other employees)


Develops policies and programs to support a diverse and inclusive culture that aligns with the Nation’s broader interests and objectives


Enhance employee engagement to create a program centered on valuing and optimizing people’s differences and creating a sense of belonging



Compensation, Benefits and Other Employee Rewards


Develops and leads a best-in-class total rewards strategy and program to include base compensation, incentives, benefits, and other rewards


Develops and administers a workforce management strategy and plan that align labor hours with volume and revenue


Continuously evaluate the market to maintain competitive compensation and benefits programs and evaluate internal data to assess equity and value to workforce segments and demographics while maintaining compliance


Provide leadership around aligning and developing performance-based compensation programs, to include bonuses, incentives and variable pay plans that support key business performance objectives; continually assess plans to ensure they provide an appropriate return on investment and incentivize employee behavior and engagement



Systems & Governance


Ensures compliance with all applicable labor, employment and benefits laws, and incorporates this compliance into the broader workforce strategy.


Ensure effective and innovative HR technology and tools, specifically including Human Capital Management, to support workforce management and communications are in place to meet current and future prospective business objectives


Develops policies, procedures and practices to maintain operational effectiveness and ensure compliance with applicable laws and regulations and employment practices while considering Oneida’s unique status as a tribal organization and its broader strategic objectives



Qualifications


Bachelor’s Degree in business, human resources or a related field; Master’s degree in business or human resources strongly preferred


15 years of progressive experience in leading all aspects of human resources and people strategy; at least 5 years as a top-level HR executive in a complex organization larger than 3000 employees.


Have led high performing HR teams of 40+ employees.


Has led HR for large, non-exempt, tipped employee populations (hospitality/hotels preferred).


At least 2 examples of end-to-end HR transformation leadership, including road map creation as well as operationalization.


Transformational leadership experience in: talent management, performance management, succession planning, leadership development, organizational development and effectiveness, employee relations, HR compliance, total rewards, talent acquisition.

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