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Senior Vice President of Human Resources

2 months ago

Austin, Texas, United States augmentjobs Full time
Job Overview

Position Summary: The Executive Director of People Operations plays a pivotal role within the senior leadership framework, tasked with formulating and executing human capital strategies that align with the broader organizational objectives. This encompasses critical areas such as workforce planning, talent acquisition, employee engagement, and performance enhancement. The Executive Director serves as a strategic advisor, articulating HR requirements and initiatives to the executive team, stakeholders, and board members.

Core Responsibilities:

  1. Strategic Human Capital Leadership:
    • Design and implement HR strategies that resonate with the overarching business goals.
    • Provide mentorship and direction to the HR department and the organization at large.
    • Act as a strategic collaborator with the executive team, delivering insights on workforce development and organizational change.
  2. Talent Acquisition and Development:
    • Oversee the creation and execution of recruitment strategies aimed at attracting and retaining top-tier talent.
    • Establish and implement frameworks for talent management to identify and nurture high-potential employees.
    • Drive initiatives for succession planning and leadership development to maintain a robust talent pipeline.
  3. Organizational Transformation:
    • Lead initiatives for organizational change to facilitate business growth and evolution.
    • Foster a culture of continuous improvement and innovation throughout the organization.
    • Develop and execute programs that enhance employee satisfaction, productivity, and retention.
  4. Performance Optimization:
    • Design and manage performance evaluation systems that align with the organization's strategic objectives.
    • Provide support for the implementation of performance enhancement plans and employee development programs.
    • Ensure that performance evaluation practices are equitable, transparent, and consistent.
  5. Compensation Strategy:
    • Oversee the design and management of compensation and benefits programs to attract and retain skilled professionals.
    • Ensure that compensation packages are competitive and aligned with the organization's mission.
    • Lead the annual review of compensation and manage the organization’s total rewards framework.
  6. Regulatory Compliance:
    • Ensure adherence to all employment laws and regulations.
    • Oversee risk management strategies concerning employee relations and workplace safety.
    • Develop and implement policies that promote a fair and inclusive workplace.
  7. Diversity and Inclusion Initiatives:
    • Advocate for diversity and inclusion initiatives across the organization.
    • Formulate and execute strategies to cultivate a diverse and inclusive workforce.
    • Assess and report on the effectiveness of diversity and inclusion programs.
  8. HR Operations Management:
    • Oversee the HR function, including systems, data management, and performance metrics.
    • Ensure that HR operations are efficient and aligned with the strategic goals of the organization.
    • Lead the HR team in delivering high-quality services to the organization.
  9. Executive Collaboration:
    • Participate as a member of the executive leadership team, contributing to strategic business decisions.
    • Provide guidance and support to the CEO and board on HR-related issues.
    • Represent the HR strategy to external stakeholders, including investors and industry groups.

Qualifications:

  • Bachelor's degree in Human Resources, Business Administration, or a related discipline; a Master's degree or MBA is preferred.
  • 10+ years of progressive HR experience, with a minimum of 5 years in a senior leadership capacity.
  • Demonstrated experience in strategic HR planning and execution.
  • Strong understanding of HR best practices, employment legislation, and regulatory compliance.
  • Exceptional leadership, communication, and interpersonal skills.
  • Ability to influence and build relationships with stakeholders at all levels.
  • Experience in relevant industry sectors is advantageous.
  • HR certification (e.g., SHRM-SCP, SPHR) is a plus.