Vp Of Human Resources

Position Summary: Provide strategic direction for all Human Resources functions relating to policy development, employee relations, professional development, performance and compensation management, benefit design and administration, talent management acquisition, safety and HRIS systems.

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Essential functions: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Serve as plan administrator for the 401k plan and ensure our retirement plan is administered in accordance with company, state and federal guidelines and regulations.
• Serve as an advisor, along with our benefits broker, on the benefits strategy, planning, costing and proposing an employer/employee contribution model.
• Plan, implement, and conduct preventive care, safety and compliance training.
• Plan, develop, organize, implement, direct and evaluate the organizations human resources function and performance.
• Collaborate with legal counsel in navigating employee litigation.
• Develop a proactive compensation program to motivate, incentivize and reward effective performance.
• Provide leadership in the strategy, development, administration, maintenance, security and compliance of the companys HRIS. Identify appropriate uses of HR technology to optimize efficiency.
• Be a culture driver and champion that models our core values.
• Evaluate the HR division structure and plan for continual improvement of the efficiency and effectiveness of the team, providing individuals with professional and personal growth opportunities.
• Coach and consult with management to understand business needs and develop innovative solutions to workplace challenges.
• Direct the development and ongoing review of the financial wellness benefits strategy with our retirement plan.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization.
• Translate the strategic and tactical business plans into HR strategic and operational plans, particularly on the impact to team members.
• Establish a strategy to ensure our benefit offerings are competitive, sustainable and scale-able to ensure they align with our business strategy and optimize our ability to attract and retain talent.
• Analyze turnover trends and develop retention programs.