The Vice President of People is responsible for leading the vision, strategy, development, and execution of organizational effectiveness, talent, and culture management programs aimed at advancing the mission and enhancing business results. The role will also lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, leave, and enforcing company policies and practices.This person will report directly to the Chief Executive Officer.Organizational Effectiveness Duties and ResponsibilitiesProvides leadership to critical and organization-wide people initiatives related to business process redesign and change management.Assists senior leadership to catalyze organizational performance through leadership - linking strategy to structure, building transformational change approaches, and facilitating organizational re-design and continuing improvement.Leads the organization's employee engagement and retention initiatives to increase organizational, programmatic, and individual performance.Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management.Influences organizational decision-making with the use of relevant, value-added performance management, including metrics and analysis in a manner that aligns with and supports the organization's strategic and short-and long-term business objectives.Leadership and Talent Management Duties and ResponsibilitiesAnalyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.Designs and implements integrated talent management solutions including leadership development, individual development planning, talent reviews, succession planning, and leadership development.Advances existing talent development strategies and initiatives in a manner that ensures/tracks the quality of assessment, dialogue, and follow-up across all levels of the organization.Identifies, leads, and develops results-driven performance management tools and processes that integrate with the organization's values and core competencies.Workplace Culture Management Duties and ResponsibilitiesDevelops strategies aimed at maintaining a healthy workplace culture including programs and initiatives related to employee communications, engagement, and relations across the organization's programs and offices.Proactively drives effective employee communications in partnership with the leadership team.Proactively and effectively improves workplace culture to foster organizational and individual effectiveness in a manner consistent with the organization's values.Ensures supervisors and leaders have expertise and tools necessary to foster organizational effectiveness.Fosters a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization.Other People Management ResponsibilitiesAdvises the leadership team on the full range of people management and effectively implements strategies/action steps for new or improved programs, policies, and processes to affect defined organizational outcomes and mitigate risk.Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.Ensures compliance with all applicable Federal, State, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, OSHA, workers' compensation, etc.Leads efforts to streamline people management workflows, data collection and analysis, communications, and reporting to increase the efficiency of the function.Oversees employee disciplinary meetings, terminations, and investigations.Performs other duties as required.Education and ExperienceA bachelor's degree in Human Resources or related field; master's degree in HR/organizational development and SPHR certification is strongly preferred.A minimum of 12 years of human capital management experience of which at least 3 - 6 years in a senior management role, preferably in a matrixed reporting environment with a virtual workforce.Experience must include demonstrated ability to provide strategic human resources leadership across the organization to management and staff at all levels as well as guidance to executives in support of the organization's mission.Demonstration of critical thinking and analytical skills are essential.Must be a well-balanced leader who can roll up their sleeves and focus on the detail while also grasping and supporting the broader organizational vision.
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