Vice President Human Resources

DESCRIPTION

The Vice President, Human Resources is a senior executive responsible for overseeing the strategic direction, policies and operations of the human resources department. This role plays a key role in aligning HR initiatives with business goals to promote growth, productivity, and a positive workplace culture. The VP, Human Resources serves the management team as an interface and strategic point of contact to HR by providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific business unit(s) needs ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation of employee relation matters; lead HR functional liaison to a specific business unit(s) accountable to attract, develop and retain key talent. Key liaison to 'broker' the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. Accountable to ensure oversight and governance of enterprise HR processes, systems and policies.

Key Relationships:

• Consults with business leaders on critical capability gaps, talent needs, compensation and organization and employee development needs to develop relevant strategies to address short- and long-term gaps.

• Partners with COEs and other members of HR team to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met.

• Partners with external HR groups/societies to stay abreast of key industry trends and best practices.

• Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model.

RESPONSIBILITIES

• Acts as a point of contact to the business for all HR related services and solutions.

• Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR strategies.

• Builds the capability of direct reports and that of the broader HR team, identifying and supporting them

• through their own development and towards their career goals.

• Builds the capability of direct reports and that of the broader HR team, identifying and supporting them

• through their own development and towards their career goal needs.

• Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to SLAs.

• Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement.

• Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness.

• Builds capability internally and coaches senior leaders on effective talent management and engagement strategies.

• Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved.

• Leverages internal and external networks to understand market trends and shape organizational strategy.

• Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels.

• Meeting the physical requirements - listed below.

• Other duties as assigned.

QUALIFICATIONS

Education Requirements:

• High School Diploma/GED

• Bachelor's Degree in Human Resources Management or related field

• Graduate Degree preferred

Work Experience Requirements:

• 15+ years of experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc. (5 years in a senior leadership role).

• Partnering with business leaders to develop, design and implement relevant strategic human resources strategies.

• Led organization design, restructuring and strategic workforce planning and transformation initiatives.

• Experience in creating and enhancing organizational culture strategies and initiatives to drive employee engagement, commitment and satisfaction.

Knowledge, Skills and Abilities Requirements:

• Highly skilled in executing 'generalist' HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development.

• Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowing the business.

• Developed, led and implemented organization and functional change management strategies, initiatives and process.

• Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.

• Experience leveraging data, insights and workforce analytics to develop capability and deliver high quality decisions.

• Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills.

• Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations.

• Strong consultative and organization planning skills.

• Ability to effectively influence all levels of the organization from the frontline servicing our clients to the senior leadership of our organization.

• Excellent communication, leadership, and interpersonal skills.

Physical Requirements:

• Seeing

• Ability to travel

Personal Skills Requirements:

• Analysis/Comprehension

• Judgment/Decision Making

• Ability to Work without a Supervisor

• Strong Communication Skills

• Time Management

• Ability to Manage Others