Vice President Of Human Resources

Key Responsibilities

• Conducting needs assessments for key employee groups to address opportunities in compensation, benefits, career advancement, training, and enhancing the employee experience.
• Serve as a subject matter expert on our engagement survey, system, and database to support our survey administration, research requests and the action planning process.
• Ensuring organization bench depth and talent readiness across all levels of the Company 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.
• Responsible for the strategy, planning, and execution of HR people and process deliverables relating to the company growth initiatives.
• 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.
• 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.
• Support projects and assignments as needed to support overall employee engagement improvement efforts.
• Developing a data-driven approach for all HR strategy.
• 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 the Company, most competitively, for continued growth.
• Identifying leadership gaps and utilizing learning programs and development plans to build both organizational and individual leadership capabilities at all levels across the organization.
• Creating a compelling employment branding strategy targeting key position hiring.
• Develop and implement a succession planning process for the organization.
• Working closely with the operations team as a respected business partner and problem solver to prioritize departmental focus and resources to best support the needs of operations.
• Work with individual leaders and departments in conjunction with the HR Advisors to help create action plans based on Employee Engagement Survey data.
• Becoming a trusted advisor, business partner, and confidante to the CEO, COO, CFO, and other members of the senior leadership team.
• Leveraging integrated training and development programs across all levels of the Company that ensures operational consistency and effectiveness.
• Act as a trusted advisor to senior HR and leadership regarding leadership and talent lifecycle strategies to support the business growth and direction.
• As a Core Executive Team Member, collaborate readily and respectfully and have the courage and conviction to challenge as appropriate.
• Work with the CEO on the organizational strategy, design, and implementation of plans to support the business objectives and growth.

Year One Critical Success Factors

• Successfully onboard and build trust as an executive team leader embodying the core values of the business.
• Successfully review, design, and execute a recruiting strategy that will enable the attraction and retention of new employees over the next two to three years.
• Successfully work with leadership on organizational strategy, design, and implementation which enables the right structure, process and culture needed to succeed.
• Successfully review, design, and execute the strategy, planning and execution of HR people and process deliverables to ensure the companies growth initiatives.

Experience and Professional Qualifications

• A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and growth.
• Ability to travel.
• Experience successfully leading HR in companies experiencing growth organically and through acquisition is nice to have.
• Experience implementing talent acquisition, performance management processes, compensation and talent strategies, succession plans, training, and employee engagement programs.
• 15+ 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 is nice to have.
• 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.
• Blended experience working within larger companies with scalable HR systems and processes combined with the comfort and expertise as a working executive in smaller PE and /or entrepreneur-family backed businesses with limited internal staff and resources.
• HR leadership of a global workforce toward organizational performance and productivity is a plus.
• Demonstrated success leading organizational change and transformation initiatives by winning the respect of peers and teams and leveraging positive influence skills.
• Ability to work in a fast-paced, business environment where a roll up your sleeves approach is required.
• Prior success in providing HR talent (Acquisition & Strategy) and cultural support to manufacturing and distribution industry companies delivering best-in-class customer experiences through multiple touch points.
• Must be a servant leader that is supportive, approachable and creates a culture of accountability with strong analytical, decision making and problem-solving skills.
• Track record of successful strategy development and tactical execution.

Education

• Bachelor's degree in Business, Human Resources, Industrial/Organizational Psychology, or a related field from an accredited institution (required).

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Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis.