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VP of Human Resources

ExecuNet

This is a Full-time position in Orlando, FL posted February 23, 2021.

nn This Job has been reposted by the company.

Refer to Job ID 640110.

nn nn Position Summary nn nnThe company is seeking a Vice President, Human Resources (VP, HR) who is responsible for managing all aspects of Human Resources including providing strategic, developmental and tactical direction for all Human Resources work in support of the company Technology ”s long-range plan.

Position responsibilities also include ongoing deployment of the company ”s Talent Leadership Framework to ensure the organization possesses the people, skills and capabilities to execute the organization ”s mission and strategy.

As a member of the senior leadership team, the VP, HR will partner with functional leads to provide consultative support and counsel and align business needs and Human Resources strategies to achieve yearly and long-term financial and strategic objectives.nn nnThe VP, HR has overall responsibility for the Human Resources function including employee relations across all locations and functions, leadership and employee development, leadership succession and organizational effectiveness, talent acquisition, change management, Human Resources communications, compensation and benefits.nn nnThe VP, HR reports to the CEO with a position that is based in Orlando, FL.nn nn Key Duties and Responsibilities: nn Direct and coordinate all activities of team members, developing and empowering them to work responsibly and independently.

As a member of the senior team, help define business strategy and align resources and priorities that are consistent with that business direction.

Establish and monitor HR or people-related metrics that ensure the work of HR is positive and impactful.

Ensure investment in human resources and human capital is aligned with organizational development needs and financial performance goals.

Oversee and direct all recruiting and retention programs.

Work collaboratively around the company to ensure staffing needs are understood and balanced with the company ”s needs.

Develop a strategy to engage management in recruiting ownership, including building the appropriate network from which to recruit.

Oversee and manage all company compensation and benefits programs to ensure the company is a competitive employer and in alignment with the company ”s financial targets.

Analyze, review and propose compensation and/or benefits changes that better align the company to meet our goals and best engage our employees.

Ensure all proper legal considerations and contract negotiations are in place and reviewed with the comany ”s HR/Legal.

Manage all labor relations issues and/or contracts.

Ensure employees issues or complaints are investigated fully and fairly and are resolved, balancing the interest of the employee and the company.

Develop and direct organizational development programs and events that lead to the overall increase in the company ”s organizational effectiveness.

This includes the development of internal programs and the appropriate engagement of external experts/resources.

Constantly evaluate the company ” organizational development needs to ensure alignment as our business needs change and new competencies are required at all levels.

Constantly review labor market conditions and communicate to management appropriate market changes/opportunities that could impact the company.

Help ensure all functional areas adhere to proper HR and Ethics compliance programs.

As the Chief Ethics Officer and Fraud Officer for the company, ensure that any ethics issues are reported and investigated appropriately, promptly and fully.

Develop budgets/plans that add value and accomplish business objectives.

Ensure areas and/or projects managed directly are operating within budget and time guidelines.

Initiate and recommend the purchase of new equipment, technology, asset improvement or utilization of outside resources when needed.

Communicate effectively across all functional areas with associates at all levels; gaining respect, trust, credibility, while motivating others.

As an executive, be a role model to enable and manage change and to live the values of the company.

Establish standards of performance that clearly communicate expectations and build accountability.

Ensure personnel are properly trained on procedures, disciplines, system/equipment functionality, and safety.

Promote a safe, positive and effective work environment.

Develop, coach and mentor a leadership team capable of carrying out operating strategies, while enhancing employee engagement Manage in a way that supports the company ” mission statement, values, goals and objectives.

Demonstrate a Continuous Improvement mindset ”” through participation in events and activities that lead to financial gain, time savings, and/or waste reduction for the business.

nn Experience and Qualifications nn 15 plus years of demonstrated success in managing a Human Resources function, within and for a multi-site, complex consumer/manufacturing organization with advanced talent management practices; at least 4 years of experience in comparable executive level position.

Strong business acumen and talent leadership skills.

Superior collaboration and communication skills with executive presence.

Strong planning, organizational and change management skills; also conflict management abilities.

Demonstrated success developing and implementing Human Resource systems and programs.

nn Education nn BS/BA required; Master ”s degree in Business or Organizational Development preferred.

PHR or CPHR preferred.

nn Leadership & Functional Competencies for Success nn Leadership Competencies (Build great teams and organizations; Create winning strategies; Execute with urgency; Embrace change) Human Resources Functional Competencies (Strategic HR Management, Employee Relations, Compensation, Benefits, Organizational Development, Learning and Talent Management) Job Specific Competencies: Organizational Agility
– Knowledgeable about how organizations work.

Knows how to get things done both through formal channels and the informal network.

Understand the origin and reasoning behind key policies, practices, and procedures.

Understand the cultures of organizations.

Composure
– Is cool under pressure.

Does not become defensive or irritated when times are tough.

Is considered mature.

Can be counted on to hold things together during tough times.

Can handle stress.

Is not knocked off balance by the unexpected.

Doesn”t show frustration when resisted or blocked.

Is a settling influence in a crisis.

Ethics and Values
– Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; Act in line with those values; Rewards the right values and disapproves of others; Practices what he/she preaches.

Decision Quality
– Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; Most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; Sought out by others for advice and solutions.

Hiring & Staffing
– Has a nose for talent.

Hires the best people available from inside or outside.

Is not afraid of selecting strong people.

Assembles talented staffs.

Interpersonal Savvy
– Relates well to all kinds of people
– up, down, and sideways, inside and outside the organization.

Builds appropriate rapport.

Builds constructive and effective relationships.

Uses diplomacy and tact.

Can defuse even high-tension situations comfortably.

Problem Solving
– Uses rigorous logic and methods to solve difficult problems with effective solutions; Probes all fruitful sources for answers; Can see hidden problems; Is excellent at honest analysis; Looks beyond the obvious and doesn ”t stop at the first answer.

Process Management
– Good at figuring out the processes necessary to get things done.

Knows how to organize people and activities.

Understands how to separate and combine tasks into efficient work flow.

Knows what to measure and how to measure it.

Can see opportunities for synergy and integration where others can”t.

Can simplify complex processes.

Get more out of fewer resources.

nnby Jobblenn