Vice President, Human Resources

at  iGov

ESSENTIAL REQUIRED EXPERIENCE & SKILLS:

• 15+ overall years of experience with 5+ years of experience in a Human Resources Senior Leadership role with a track record of accomplishment for HR services delivery that positively impacted business results in the federal contracting sector
• At least 5 years of broad HR Generalist background including organization / job design, workforce planning, staffing & recruitment, performance management, talent development, compensation & benefits, employee engagement, ideally in a government contracting and sales driven business
• Experience in company-wide HR strategy and policy development and alignment to the corporate strategic plan that resulted in a track record of accomplishment in organizational and human capital planning
• A track record of having built partnering relationships with leadership to advance the business
• Extensive knowledge of federal, state, and local employment, wage and salary laws and regulations Ability to interpret and direct the application of EEO/AA Laws
• Excellent interpersonal, writing, speaking, analytical and prioritization skills
• Proactive approaches to problem-solving with strong decision-making capability
• Ability to achieve high performance goals and meet deadlines in a fast-paced environment
• Successful team leader with ability to improve and enhance HR’s value proposition within the company

EDUCATIONAL REQUIREMENTS:

• Bachelor’s or Master’s degree with 10 to 15 years’ experience and/or training

ESSENTIAL RESPONSIBILITIES:

• Provide guidance to Executive and Senior Management on HR-related issues
• Manage risk and protect the company from liability
• Ensure resolution of complex HR issues that arise within the business, to minimize organizational impact, risk, and liability
• Consult with legal counsel as appropriate, and/or as directed by the President or CEO on personnel matters
• Manage the HR Staff in both Reston and Tampa and the Payroll Administrator
• Direct the administration of benefit programs to include health, retirement (401k, ESOP), disability, and unemployment, with associated vendors
• Evaluate and recommend improvements to benefit programs
• Handles the successful completion of the annual 401(k) audit
• Oversee the full recruiting life cycle along with the HR Business Partner/Recruiter in Tampa to support all programs, bids, and proposal efforts
• Delegate and determine best methodology to fulfill recruiting requirements
• Develop staffing strategies to identify talent within and outside the company for positions of responsibility
• Identify appropriate and effective external sources for candidates for all levels within the company.
• Participate in the development of the company’s plans and programs as a strategic partner but particularly from the perspective of the impact on people
• Oversee internal compensation program to ensure regulatory compliance and competitive salary levels
• Maintain a high-level oversight of the Performance Appraisal Process
• Establish credibility throughout the organization with management and the employees, in-order to be an effective listener and problem solver of people issues
• High level oversight of the semi-monthly payroll process
• Ensure the Accounting Lead is provided the necessary personnel changes to process the semi-monthly payroll
• Review the semi-monthly payroll
• Evaluate relationships with HR and Payroll service providers to ensure best service at best cost.
• Manage the affirmative action program
• Monitor to allow the company to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees
• Comply with Affirmative Action requirements and educate management team of annual Affirmative Action Goals
• Manage and develop appropriate policies and programs for the effective management of the people resources. To include:
• Programs for employee relations, affirmative action, sexual harassment, ethics, documentation and discipline, employee complaints, external education, and career development.
• Update Handbook and Ethics Guide annually.
• Enhance and/or develop, implement, and enforce human resources policies and procedures of the organization by means that will improve the overall operation and effectiveness of the company
• Participate in strategic meetings and present to Board on occasion as directed by President & COO.
• Evaluate regularly the Human Resource and Payroll division structure and team plan for continual improvement of the efficiency and effectiveness of the group and provide individuals with professional and personal growth.
• Perform other duties as assigned