Vice President Human Resources

VICE PRESIDENT, HUMAN RESOURCES

Hybrid (On-site), North Andover, MA

OVERVIEW

As a key executive leadership team member, the Vice President, Human Resources (VP, HR) will have significant responsibility and visibility as a culture driver for the organization.Effective change management, strategic thinking, and the ability to design scalable solutions will be keys to success in this role.A player/coach mentality will be essential, and changing the way in which HR operates inside the Company is also critical.This means raising expectations about the role of HR throughout the organization and then delivering on those expectations.

Bake’n Joy’s VP, HR will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The VP, HR provides strategic leadership by articulating HR needs and plans to the executive management team, building consensus, and then playing a key role in its implementation and execution. This role is integral to assessing, recommending, and implementing technology to drive performance and engagement.

KEY RESPONSIBILITIES

• Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets.
• Continues improving the programs, policies, practices, and processes associated with meeting the organization's strategic and operational people issues.
• Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit all employees' full development and performance.
• Evaluates the HR organizational structure and team plan for continual improvement of the efficiency and effectiveness of the group and for providing individuals with professional and personal growth opportunities.
• Establishes credibility throughout the organization as an effective listener and problem solver of people issues.
• 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 organizational levels.
• Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the Company’s ability to attract, motivate, develop, and retain the people resources of the organization.
• Develops appropriate policies and programs for effective management of the people resources of the organization. This area would include programs that support effective and positive employee relations through sexual harassment awareness & training, resolution of employee complaints, and provision of external education and career development.
• Plans, develops, organizes, implements, directs, and evaluates the organization's human resource function, team, and performance.
• Manages the budget and other financial measures of the HR department.
• Translates strategic and tactical business plans into HR strategy.
• 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 and the bakery industry.
• Provides technical advice and knowledge to others within the human resource discipline.
• Develops, enhances, implements, and enforces HR policies and procedures of the organization with scalable systems that will improve the overall operation and effectiveness of the organization. In particular, manages the HRIS and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
• Participates in developing the organization's plans and programs as a strategic partner, particularly emphasizing their impact on people.
• Develops progressive and proactive compensation and benefits programs to support engagement & motivation and provide performance-aligned incentives and rewards.

LEADERSHIP CAPABILITIES

HR Strategy & Functional Effectiveness

• Transform Human Resources into a core business function that addresses strategic workforce issues.Provide overall leadership and guidance to the function by overseeing employer branding, talent acquisition, leadership & career development, workforce planning, compensation & benefits, and other HR functions.
• Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
• Will support HR strategy decisions through effective metrics, estimating, forecasting, and anticipating requirements, trends, and variances; aligning financial resources; developing action plans; analyzing results; initiating corrective actions; minimizing the impact of variances.
• Ensure the building of an HR organization (staff, vendors & providers) that meets the evolving needs of Bake’n Joy and enhances the Company’s ability to hire, motivate, develop, and retain superior talent.
• Assess, upgrade, and/or optimize all core HR systems, technologies, processes, and practices to enable effective and competitive management and operation of the workforce.
• Collaborate with senior leaders on merger and acquisition opportunities, operating model transformations, and strategic investments.
• Can conceive, implement, and sustain HR plans and strategies that effectively communicate and support the Company’s mission, strategic vision, and overall business objectives.

HR Policy & Practice

• Provide leadership and insight on best practices and competitive practices on workforce-related topics & issues.
• Establish Bake’n Joy as an employer of choice.Develop and implement an HR philosophy that strives to create an attractive employer brand, a positive employee environment, and a place where people are engaged and motivated to do their best work.
• Collaborate on and execute strategies to attract, develop and retain key talent.
• Work with leadership team members in developing a compensation structure across the enterprise, including establishing pay grades, job leveling, and short- and long-term incentive programs.

Understands the Business

Understands key drivers of a business and can actively participate in strategic planning.Has the desire for and capacity to develop a deep understanding of the Company’s priorities and underlying drivers.Must be an excellent HR generalist and business partner, with broad knowledge across all areas of HR, and adept at translating business strategies into actionable HR strategies and objectives:

• Can negotiate, oversee, and manage relationships with external vendors.
• Understands the evolving market; knowledgeable on policy, technologies, regulations, and competitive practices that impact the business.
• Exhibits financial literacy and marketplace insight regarding how the business works and how strategies and decisions impact overall financial, operational, and sales results.Manages budgets effectively.

Relationship Management, Teamwork, and Collaboration

Must understand the Bake’n Joy culture, develop strategies to support key cultural differences across functions, and integrate these into HR policies, practices, and processes.Strong ability to develop and maintain excellent relationships at all levels of the organization.

Leadership and Navigation

Capable of leadership within the senior team, the company, and the HR department.Must have a great balance of strategic and tactical skills.Leads others through a service orientation and enables success; recognizes accomplishments and gives credit to all team members

Communication

Able to develop robust communications plans for the Company, ensuring that employees understand key strategies, policies, and expectations.Possesses influencing skills that command the respect of the peer group, the broad employee groups, and executives throughout the corporation. Must be able to market ideas to a diverse leadership team.

Inspiring Others

Leads by example.Is skilled at getting individuals, teams, and an entire organization to perform at a higher level and to embrace change; negotiates skillfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; and understands what motivates different people.

PROFESSIONAL EXPERIENCE / QUALIFICATIONS

• Experience working within a setting with a mid to large non-exempt, multi-shift workforce.
• Prior experience within manufacturing, and ideally food or beverage, is a huge plus.
• Experience in a fast-paced, performing company with multiple demands in growth mode.
• Demonstrated talent management experience, particularly with career development and succession planning.
• Demonstrated ability to drive transformational change initiatives and improve team collaboration.
• Experience in culture development initiatives, directing and resolving complex employee issues, and participating in organizational change management/operating model transformation processes.
• 10+ years of progressive responsibility within the human resources function.

EDUCATION + CERTIFICATIONS

• SPHR or SHRM-SCP certification is strongly preferred.
• A bachelor’s degree in human resources, business administration, or a related field is required; MBA or advanced degree in human resources is preferred.