Vice President Human Resources

The VP Human Resources is responsible for directing all of the people functions of the corporation and will have overall responsibility for the Human Resources functions reporting directly to the CEO. The VP of HR will be responsible for planning, designing and executing HR services and programs that are aligned with functional business strategies.

The VP of HR will be able to maintain a strategic and high-level perspective of the company and functional objective and be able to dive into areas that need more tactical assistance. The incumbent will need to quickly assess areas that need improvement and prioritize issues to be addressed. Must be adept at communicating with remote teams via written and oral means. Must be capable of driving change, asking tough questions and implementing new strategies.

The incumbent will also be responsible for the strategic human resource planning to provide the company with the best people talent available and to position the company as an Employer of Choice by being aware of policies, practices and trends within the industry.

Core Responsibilities

• Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
• Participate in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people.
• Develop programs to allow the corporation to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company.
• Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the 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 and the software industry.
• Provide technical advice and knowledge to others within the human resources discipline.
• Develop appropriate policies and programs for effective management of the people resources of the corporation. Included in this area but not limited only to the following would be programs for employee relations, sexual harassment, employee complaints, external education and career development.
• Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
• Manage other areas such as employee communication, employee safety and health and community relations.
• Provide leadership to the HR team and build organizational capability and effectiveness. Ensure a strong focus on internal customer satisfaction.
• Plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance.
• Lead progressive employee relations strategies
• Maintain knowledge of HR policies, programs, laws and issues.
• Lead the development and execution of the Human Resources strategic plan and shorter term plans and initiatives to support the business strategies and promote a unified company culture.
• Enhance and/or develop, implement and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. In particular, manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation.
• Develop and measure programs to increase employee satisfaction and enhance culture
• Protect and defend T-ROC in Employee legal matters using appropriate
• Manage the budget and other financial measures of the Human Resources Department.
• Evaluate and advise on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the corporation.
• Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.

Competencies

• Technical Capacity.
• Problem Solving/Analysis.
• Ethical Conduct.
• Presentation Skills.
• Human Resources Capacity.
• Strategic Thinking,
• Business Acumen.
• Leadership.
• Personal Effectiveness/Credibility.
• Diversity and Inclusion.
• Business Acumen.
• Communication Proficiency.

Supervisory Responsibility

This position manages all employees of the department and is responsible for the performance management and hiring of the employees within that department.