Vice President of Human Resources
1 month ago
The Vice President of Human Resources is a strategically focused leadership role, reporting directly to the President/COO and working closely with the leadership team. The Vice President is responsible for establishing and implementing HR policies, programs, and initiatives that support the company’s vision, mission, and desired culture. The Vice President leads and mentors a team of 2-3 sitting across all HR functions and ensures effective and efficient day-to-day operations of the human resources department. As a direct report of the President and supporting an employee population of 150+, the Vice President of HR functions leads in both a strategic and tactical capacity.
RESPONSIBILITIES/DUTIES:
Business Partnership
- Function as a strategic business advisor to the executive/senior management regarding key organizational and management issues.
- Partner with executive leadership and operational management to ensure business alignment, mutual trust and accountability, positive business results, organization effectiveness, and open communications.
- Champion change management initiatives, ensuring that employee experience is considered in all business change decisions.
- Be a leader regarding fundamentals of due diligence, merger integration strategy and how to reconcile culture differences, trust and morale. Ensure that the HR Team is very sophisticated on merger dynamics and positioned to serve as a merger-savvy resource to the leadership team.
HR Team Leadership
- Cultivate talent on the HR team, supporting the team’s growth and development and holding a high bar
- Create and establish an HR organizational development plan.
- Ensure the HR team has clear goals and priorities that align with the organizational strategy and HR strategy.
- Establish and implement HR strategy that effectively enables the company’s vision, mission, and strategy.
- Cultivate a culture that not only aligns with and supports VTG’s core values, but that is inspirational, lasting, and impervious to business changes.
- Establish, refine, and continually optimize all HR processes throughout the talent lifecycle (acquisition to termination).
- Build and maintain a best in class talent function, attracting and retaining the best talent for VTG.
- Establish, maintain, update, and continuously improve company payroll and benefits practices.
- Develop HR strategies to support the company’s overall business objectives.
- Establish best practices and operational efficacy around talent acquisition, career development, employee relations and support, succession planning, retention, training and leadership development, compensation, benefits and people analytics.
- Develop and champion a compensation philosophy that is both market-based and performance-based to ensure that all employees are appropriately rewarded.
- Oversee the annual merit review process while ensuring that performance management is an ongoing process.
- Proactively and reactively resolve employee issues; handle all EEOC matters.
- Build and establish the HR infrastructure required for M&A activity.
Compliance and Reporting
- Ensure compliance with employment laws and provide policy guidance and interpretation. Create and update policies as needed; ensure governmental reporting requirements.
- Develop processes and metrics that support strong performance and the achievement of business goals.
- Analyze, manage, and reconfigure as necessary company-wide HR systems and processes.
- Organize and manage employee data through the company HRIS platform.
REQUIREMENTS:
- BS/BA from an accredited College/University in a business-related field; PHR or SPHR preferred. MS/MA preferred.
- Minimum 10 years of experience, with at least 5+ years in a managerial leadership role leading multiple HR functions.
- Proven experience in managing the human resources function in a high growth phase for a company.
- Ability to function in a fast-paced environment, with competing priorities and deadlines.
- Ability to evaluate and implement pragmatic and business-focused HR-related programs and initiatives strategically and tactically.
- Strong relationship-building and influencing skills; ability to work with leadership to gain consensus around HR strategy and tactics.
- Demonstrated experience in change management best practices.
- Proven ability to attract and retain outstanding talent and assemble and motivate high-performance teams.
- Proven ability to assist with company payroll and manage corporate benefits.
- Ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills and project the highest levels of integrity.
- Superior interpersonal communication and presentation skills as well as established organizational skills are required.
- Outstanding communication skills both verbal and written with executive presence.
- Ability to travel to regional offices as required. (10%)
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