Vice President Human Resources

2 months ago

Aventura, United States Turnberry Full time

Turnberry is a leader in the design, development, and management of multi-use real estate properties. We create exceptional destinations that inspire how people live, work, and play.


Reporting to the President and Chief Financial Officer, the Vice President of Human Resources is a strategic and dynamic HR leader, serving on the executive team. This role is critical in shaping Turnberry's future by leading the human resources department and contributing significantly to the company's strategic planning at the executive level.


The ideal candidate will be responsible for overseeing all aspects of human resources management including recruitment, compensation and benefits, employee relations, and compliance. This position is responsible for directing all human capital functions of Turnberry by advising leadership in the talent management of the workforce. This position supervises a corporate staff of 12 and liaises with various leaders throughout the operating assets.


Key Responsibilities:


Strategic Leadership:

  • Collaborate with executive leadership to align the HR strategy with the organization’s long-term mission and goals.
  • Lead the HR department, setting goals, objectives, and systems, while planning, organizing, and controlling all departmental activities.
  • Serve as an advisor and decision-maker on high-level employee relations and legal issues, conducting regular employee relations counseling and training throughout the organization.


Human Capital Management:

  • Oversee all aspects of human resources management, including recruitment, compensation and benefits, employee relations, and compliance.
  • Identify key performance indicators for the organization’s human resource and talent management functions; assess the organization’s success and market competitiveness based on these metrics.
  • Supervise a corporate staff of 12 and liaise with various leaders throughout the operating assets.


Policy and Compliance:

  • Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
  • Establish and maintain the organization’s personnel files and department records and reports in compliance with applicable legal requirements.


Compensation and Benefits:

  • Research, implement, and annually update compensation and benefits programs; rewrite job descriptions as necessary; conduct annual salary surveys; analyze compensation and develop salary ranges; develop and monitor the performance evaluation program and revise as necessary.
  • Negotiate and manage contracts for benefits and related HR third parties up to predetermined authority levels. Partner with Turnberry’s benefit broker and set strategy with insurance carriers as well as other HR systems required to operate.


HR Systems and Technology:

  • Select and develop the HRIS, including enhancing/implementing new modules such as payroll, benefits, labor management, performance management, learning/training, and employee engagement systems.


Organizational Development:

  • Oversee and monitor the organization’s training programs and provide career transition counseling.
  • Lead the HR department through organizational changes such as mergers and acquisitions.
  • Develop and promote the organization’s community service and corporate social responsibility strategies.


Office Management:

  • Lead the corporate office management function to include: desk/office assignments, office cleaning, office communication, lobby reception, mail, IT for incoming hires, holiday décor, company vehicle maintenance, break/conference room upgrades, and ensure break rooms are stocked with food & beverage through a wholesale purchasing system.


Skills and Abilities:

  • Profound knowledge of HR processes, data management, and benefit procedures with a strong focus on payroll management and oversight.
  • Experience with negotiating and managing employee benefit plans including 401(k) and other retirement plans.
  • Exceptional ability to work closely with C-suite executives and owners on strategic issues affecting company growth.
  • Skilled in developing and implementing effective recruitment, selection, and onboarding strategies.
  • Excellent interpersonal, negotiation, and conflict resolution skills.
  • Strong organizational skills with keen attention to detail.
  • Comprehensive knowledge of employment-related laws and regulations.
  • Proven ability to manage multiple projects, including technological integrations within HR (e.g., HRIS) and third-party contractors.
  • Ability to develop and implement recruiting & selection procedures such as identifying job competencies, writing job descriptions, and creating onboarding plans for new hires & transfers.
  • Ability to develop and implement performance management.
  • Skilled at fostering employee relations, excellent interpersonal and conflict resolution skills.
  • Knowledge of various training and development planning, professional development, and company products, services & procedures.
  • Ability to travel as job requires.


Competencies:

  1. Leadership: Leads by example. Words and deeds are consistent with stated values.
  2. Business Knowledge & Acumen: Keeps current on future trends that have the potential to affect the organization. Understands key business drivers for performance and use of sound business practices.
  3. Decision Making: Is fully accountable for outcomes of decisions.
  4. Teamwork: Creates strong morale and spirit within the company.
  5. Staffing Management: Accommodates the needs of a diverse workforce.
  6. Accountability: Takes personal responsibility.
  7. Strategic Thinking: Determines objectives and sets priorities; anticipates potential threats or opportunities.
  8. Influencing: Persuades others to commit to specific actions; sets high standards for performance and commits to achieving these.


Qualifications:

  • A bachelor's degree and ten (10) years of Human Resources leadership experience.
  • Experience in leading HR Department or functions.
  • MBA, MA, PHR/SPHR, SHRM-CP/SHRM SCP preferred, but not required.
  • Real Estate and/or Hospitality experience preferred, but not required.


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