Vice President, Human Resources

Position Summary:

Reporting to the President, the Vice President of HR oversees all Human Resource functions globally and is an integral member of the senior leadership team charged with developing a strategy and plan for our most important resources, our people and workforce. You will design and execute recruiting strategies to attract, evaluate and retain the right workforce to enable and fuel the growth of the organization moving forward.

The VP of HR is a strong team leader with passion, drive, and a commitment to integrating impactful short and long- term HR strategies that position the company as an industry leader in areas of employment branding, talent assessment, recruitment, learning and development, retention, coaching, performance management, career pathing, compensation & benefits, and employee relations. The Vice President originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

Essential Functions:

• Responsible for the strategy, planning, and execution of HR people and process deliverables.
• Becoming a trusted advisor, business partner, and confidante to members of the senior leadership team.
• Ensuring organization bench depth and talent readiness across all levels through implementing effective recruitment, talent acquisition, and calibration, succession planning, team development, and the implementation of a pay-for-performance compensation strategy that attracts, retains, and rewards achieving superior performance.
• Developing a data-driven approach for all HR strategy.
• Conducting needs assessments for key employee groups to address opportunities in compensation, benefits, career advancement, training, and enhancing the employee experience.
• Leveraging integrated training and development programs across all levels that ensure operational consistency and effectiveness.
• Manage staff functions and events.
• Leads engagement planning and plan execution, builds strong relationships with employees and leaders to be the voice of the employee when developing HR strategy and guidelines, accountable for communicating to employees and leaders to drive commitment to HR, employee, and business initiatives.
• Building trust and earning respect as an executive team leader supporting the business through collaboration, critical analysis, and functional excellence and creating a positive and engaged people culture that drives success and future growth.
• Direct the administration of benefit programs to include: Medical, Dental, Disability, Life Insurance, and 401k
• Identifying leadership gaps and utilizing learning programs and development plans to build both organizational and individual leadership capabilities at all levels across the organization.
• Serve as a subject matter expert on our engagement survey, systems, and databases.
• Communicate and work closely with MLB regarding different projects requested by the Office of the Commissioner.
• Offer a fair and safe working environment with equal opportunities to all employees.
• Work with the President and General Manager(Baseball Operations) on the organizational strategy, design, and implementation of plans to support business objectives and growth.
• Manage all trainings CPR, Sexual Harassment and Domestic Violence Harassment Training for all front office staff, minor and major league players and field personnel.
• Represent the Marlins in the community.
• Develop and implement a succession planning process for the organization.
• Creating a compelling employment branding strategy targeting key position hiring.
• Support projects and assignments as needed to support overall employee engagement improvement efforts.
• Manage employee office space.
• Manage the internship program and all employee recognition and engagement programs.
• Creating and implementing a comprehensive and lean human resource strategy and infrastructure that best positions the company in attracting, retaining, developing, and empowering quality talent at all levels to achieve outstanding performance and prepare for continued growth.
• Fostering a diverse workplace that enables all employees to contribute to the organization at their full potential. Manage the Pipeline Diversity Program
• Act as a trusted advisor to senior leadership regarding leadership and talent lifecycle strategies to support the business growth and direction.
• Develop and maintain outstanding HR processes and excellence in employee experience by creating, building and documenting scalable and repeatable processes; improving and automating process efficiency.
• Leading and inspiring a high-performance lean HR team that champions the creation of a world-class people service culture that enhances organizational effectiveness and maximizes individual and team performance.
• Provide guidance to management teams in HR matters, directing staff on HR functions, and developing, interpreting and implementing policies and procedures according to federal and state laws and regulations; avoiding litigation and other potential losses by overseeing participation in EEO, ADA and Medical Leave Act and other federal and state regulations.
• Work with individual leaders and departments to help create action plans based on Employee Engagement Survey data.

Qualifications & Requirements:

• 10+ years of progressively more responsible business and human resources leadership experience including a minimum of 5 years of demonstrated success as a senior-level HR business partner.
• Experience working with operational excellence programs.
• Track record of successful strategy development and tactical execution.
• Bilingual (English/Spanish) preferred.
• Must be a leader that is supportive, approachable and creates a culture of accountability with strong analytical, decision making and problem-solving skills.
• Experience successfully leading HR in companies experiencing growth organically and through acquisition.
• A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and growth.
• Knowledge of federal, state and local employment, wage and salary laws and regulations
• Experience implementing talent acquisition, performance management processes, compensation and talent strategies, succession plans, training, and employee engagement programs.
• Demonstrated success leading organizational change and transformation initiatives by winning the respect of peers and teams and leveraging positive influence skills.
• Blended experience working within larger companies with scalable HR systems and processes combined with the comfort and expertise working in smaller businesses with limited internal staff and resources.
• An understanding and appreciation for diverse cultures and an ability to work effectively and relate well with individuals of diverse backgrounds and all levels within the company.
• HR leadership of a global workforce toward organizational performance and productivity.
• Team player with well-developed oral and written communication and listening skills with proven ability to develop effective relationships across all levels of the organization.
• Prior success in providing HR talent (Acquisition & Strategy) and cultural support and delivering best-in-class customer experiences through multiple touch points.
• Ability to anticipate problems and issues under stressful situations and develop solutions.

Suggested Education & Experience Guidelines:

• 10+ years of progressively more responsible business and human resources leadership experience including a minimum of 5 years of demonstrated success as a senior-level HR business partner.
• Bachelor's degree in Business, Human Resources, Industrial/Organizational Psychology, or a related field from an accredited institution (required).

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, disability, gender identity, marital or veteran status, or any other protected class.