Place of Business:
Southwest Key Programs
The Vice President of Human Resources develops and provides leadership for Southwest Key Programs Inc. and its subsidiaries’ human resources programs and initiatives. The Vice President of Human Resources engages in the strategic planning process through the development and implementation of HR strategies and solutions that support short and long-term organization objectives.
- Oversees all Human Resources programs through Human Resources staff, monitors administration to established standards and procedures and identifies opportunities for improvement and resolves any discrepancies. Leads the development of department goals, objectives, and systems.
- Oversees and manages the work and performance of the entire Human Resources staff. Encourages the ongoing development of the Human Resources staff and overall department structure.
- In conjunction with Finance, develops and monitors an annual budget that includes Human Resources services, employee recognition, training, travel, etc.
- Responsible for ensuring that the organization values are communicated and understood at all levels of the business, clarifying on employee conduct that is necessary for realizing an engaging, high-performance culture within the company.
- Ensures that the organizational design and rewards structure is reflective of a dynamic business environment and up-to-date modes of working in an increasingly competitive business environment.
- Plays an analytical role where he/she monitors, analyses, and identifies strategic needs, gaps, and risks. In his analytical role, the VP of Human Resources further leverages management tools that identify, align, and build on the organizations human capital capabilities to achieve overall business results and reach desired targets.
- Coordinates and approves the company’s use of insurance brokers, insurance carriers, pension administrators, and other outside sources in collaboration with executive management.
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
- Establishes departmental measurements and metrics that support the accomplishment of the company’s strategic goals.
- Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
- Participates in executive, management, and company staff meetings and attends other meetings and seminars.
- Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
- Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
- Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Partners with management to communicate Human Resources policies, procedures, programs and laws.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Ensures that investigations are conducted and addressed when employee complaints or concerns are brought forth.
- Monitors and advises managers and supervisors in the progressive discipline system of the company and monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations for employment terminations.
- Reviews employee appeals through the company complaint procedure.
- In collaboration with the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
- Supports the benefits department in the development of benefit orientations and other benefit training.
- Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
- In collaboration with the legal department, leads company compliance with all existing governmental and labor legal and government reporting requirements related to human resources.
- Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
- Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company, evaluates plans and changes to plans and makes recommendations to executive management.
- Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
- Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
- Serves on and leads, as appropriate, various Southwest Key committees and/or boards.
- Selects and supervises Human Resources consultants and training specialists as appropriate.
- Chairs any employee selection committees or meetings, when appropriate.
- Assists managers with the selection and contracting of external training programs and consultants.
- Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
- Able to react to change productively and handle other essential tasks as assigned.
Qualifications and Requirements:
- Bachelor’s degree required in Human Resources or other related field.
- Twelve (12) or more years of experience gained through increasingly responsible management positions within Human Resources or related field.
- Human Resource leadership over complex, multi-state programs.
- Demonstrated ability to manage Human Resource budgets.
- Generalist background with broad knowledge of employment, compensation, benefits, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management and strategic thinking skills required.
- Must be computer proficient with working knowledge of Microsoft Office (Microsoft Word, Excel) Working knowledge of HRIS Systems and other technologically driven HR solutions.
- Must be able to travel approximately 20%
- Bi-lingual English/Spanish.
- MBA or other related graduate work.
- Formal HR Certification: SPHR/PHR
- Specialized training in employment law, benefits, compensation, organizational planning, organization development, employee relations, safety, and training.
- Three (3) or more years of recent experience as the top Human Resources executive of a company or organization with 2000+ employees in an educational or other non-profit environment.
- Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement.
- Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
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