POSITION SUMMARY

Reporting to the Chief Executive Office, (CEO) The Vice President of Human Resources is responsible for the vision, strategy, and execution of the organization’s Human Resources function. This position supports the mission, vision, and values of the organization. In this “hands-on” role, the VP HR has direct ownership for results by leading the HR Team, including best practices in the areas of talent acquisition, retention, compensation, benefits administration, performance management, staff development, employee engagement, employee relations, inclusion, and compliance.

QUALIFICATIONS OF THE POSITION:

• Education: Bachelor’s degree required with emphasis in business and/or human resources. Master’s degree preferred. Significant and direct human resource management experience may qualify in lieu of Master’s degree.
• Experience: Eight to Fifteen years progressive experience in human resources field including c-suite experience.
• Skills: Excellent verbal and written communication, interpersonal, conflict resolution, organizational skills, and attention to detail. Strong analytical and problem solving, supervisory, and leadership skills.
• Licenses / Certifications: In lieu of Masters, SHRM Certified Professional and/or SHRM Senior Certified preferred.
• Knowledge of and experience with various human resources information systems.
• Proficient with Microsoft Excel, Word, PowerPoint and related software.

PHYSICAL REQUIREMENTS

• Refer to Physical Requirements form.
• Must meet the general health requirements set forth by the organization.
• May be requested to assist in the evacuation of Members or perform other procedures to protect the safety of Members, visitors and team members during emergency situations.
  NOTE: This job description is not intended to be all-inclusive and every effort has been made to identify the essential functions of the above position. However, this job description in no way states or implies that the duties specifically identified are the only duties required to perform this position. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or is an essential function of the position. Employees may perform other related duties within Federal and/or State regulations to meet the ongoing needs of the organization. This job description is not a guarantee of employment for any set period and that either the organization or employee may terminate employment at any time with or without case. Furthermore, this job description may be added to or revised at any time.
  Job Type: Full-time
  Pay: $145,000.00 - $165,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Employee assistance program
• Employee discount
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Professional development assistance
• Retirement plan
• Vision insurance

Work Location: In perso

• Collaborates with executive leadership to define the organization’s long-term mission and goals; participates in strategic development of organization’s plan, identifies ways to support the mission through talent management.
• Identifies key performance indicators for the organization’s human resources and talent functions; assesses the organization’s success and market competitiveness based on these metrics.
• Directly supervises Human Resources Director (with oversight of Operations and Talent Acquisition Coordinator) and the Benefits & Rewards Manager (with oversight of HR Coordinator and HR Assistant).
• With a service mindset, works closely with Executive and Leadership teams in providing counsel and support of organizations’ HR needs across the continuum.
• Advises Executive, Leadership and Management teams in proper handling of human resources matters through written material, group presentations and individual conferences.
• Reviews and implements competitive and best in class HR services, compensation, benefit programs, performance appraisal, and employee incentive programs. Makes recommendations of changes to Executive Team.
• Serves as Board of Director Staff Liaison for Joint Compensation Committee and Joint Retirement Committees. Work closely with CEO to prepare data and information to be shared at Board and Committee meetings.
• Utilizes HRIS to track key metrics, ensuring data integrity, and provides regular reports to ELT.
• Assures that all practices, policies and procedures comply with Department of Health, Department of Labor and all federal and state regulations (re: wages, overtime, employment, termination, benefits).
• Leads organization’s employee development and training with emphasis on clinical and leadership growth (growing our own CNAs/LPNS/RN/Leaders).
• Responsible for preparing and reviewing succession planning for leadership and key roles across the continuum. Work closely with executive team to create development plans to prepare employees for future roles.
• Assures that all programs, policies, initiatives etc. are inclusive and equitable. Maintains appropriate records and file annual EEO-1 report and provides regular updates to Administration regarding recruitment and retention.
• Creates, administers, and analyzes annual employee satisfaction survey and work with executive leadership team to communicate and address results.
• Responsible for preparing and executing an annual calendar of events reflecting inclusive and industry-specific celebrations, employee recognition, fun initiatives, and multiple engagement events.
• Network with external colleagues and associations to remain up-to-date on new and best practices both locally and nationally, and learn from each other.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• With HR Director, develops, prepares and monitors HR Department’s operating and capital budget, maintaining spending within the approved budget.