Our client is a manufacturer with 500+ employees in multiple states and countries. They are seeking a Vice President Human Resources.
The VPHR is responsible for directing all of the people functions of the organization in accordance with the policies and practices of the company, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The incumbent will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry.
Key Responsibilities and Duties
- Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance.
- Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
- Translates the strategic and tactical business plans into HR strategic and operational plans.
- Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
- Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
- Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
- Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the development and performance of all employees.
- Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company.
- Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
- Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
- Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
- Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database (HRIS) and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
- Provides technical advice and knowledge to others within the human resource discipline.
- Manages other areas such as relocation, employee communication, wellness, and community relations.
- Manages the budget and other financial measures of the HR department.
- Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
- Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
Experience and Educational Qualifications
- Bachelors Degree, preferred Masters' degree or equivalent
- 15 to 20 years of related experience and/or training or equivalent combination of education and experience
- Manufacturing experience highly favored.