VP OF HUMAN RESOURCES at ST JOHN KNITS INC

Anaheim, California, United States -

Full Time

Start Date

Immediate

Expiry Date

12 Jan, 26

Salary

0.0

Posted On

14 Oct, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Professionalism, Client Focus, Honesty and Integrity, Communication, Strategic Agility, Business Acumen, Leadership, Motivator, Time Management, Thoroughness, Results Oriented, Planning, Decision Making, Negotiating, Solutions Oriented

Industry

Luxury Goods & Jewelry

Description

The Vice President, Human Resources is responsible for the management of the entire Human Resources function within the organization. This includes organizational strategy, policies, programs and services for Talent Acquisition, Staffing, Workforce Planning, Benefits, Compensation, Recognition/Rewards, Performance Management, Employee Relations, Policy/Procedures and Legal Compliance. The Vice President, Human Resources, in partnership with the HR team and department leaders, create and lead HR programs, practices and objectives that provide an employee oriented, high-performance culture that emphasizes empowerment, quality, productivity, efficiency, standards, goal attainment and on-going employee career development. This role is responsible for developing and implementing human resource strategies which support business goals, develop individual effectiveness and build organizational capability. In partnership with the legal team, this role ensures HR practices are in compliance with all federal and state regulations. Corporate Initiatives * Strategizes, develops, organizes, implements, directs and evaluates the organization's human resource function and performance. * Participates in the development of the organization’s plans and programs as a strategic partner and from perspective of impact on workforce. * Translates the strategic and tactical business plans into HR strategic and operational plans. * Develops and maintains the HR budget. * Represents SJK in Talent Committee and other HR meetings with shareholders. Talent Acquisition and Workforce Planning * Oversees and directs talent acquisition strategies for the organization. * Works with leadership to develop and implement plans, programs and strategies for short and long-term succession planning along with people development. * Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the organization. * Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company. Benefits * Develops, implements, and modifies competitive and equitable compensation programs for all employees, including executives, professionals and non-exempt employees. * Participates in the establishment of corporate long-range objectives regarding compensation and benefit programs. * Analyzes and evaluates plans, policies, procedures, processes and practices for competitiveness, effectiveness and legal/regulatory and policy compliance. Employee Relations * Directs and conducts investigations and resolves complaints as needed. * Provides recommended resolution to resolve employee relations issues across organization. * Ensures consistent application of company policy and procedures. * Prepares, reviews and completes documentation relating to employee relations matters as needed. * Remains up to date on labor law issues related to employment and employee relations. * Ensures compliance with all local, state and federal labor laws. * Maintains personnel policies and procedures and conducts appropriate research, determines deficiencies and recommends solutions. Performance Management * Manages the execution and administration of the performance management process for organization. * Guides and supports management through the process of addressing under-performing employees. * Interprets policies and procedures to ensure all level of managers are consistent with disciplinary action. * Provides evaluation of the human resource department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth. Organizational Development * Partners with Department leaders on strategic objectives. * Develops and implements human resources strategies which support business goals and build organizational capability for efficiency. * Identifies talent and assists in development towards transfers/promotions and career progression. * Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributors and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs. Training & Development * Identifies, develops and implements training initiatives that support the brand, culture and philosophy of St. John. * Assists and/or conducts training as needed. HRIS & Legal Compliance * Enhances and/or develops, implements and enforces human resources policies and procedures of the organization through systems that will improve the overall operation and effectiveness of the organization. Oversees the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources. * Maintains knowledge of international HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs. * Experience in managing workers’ comp claims, PAGA legal matters and LOA policies. ADDITIONAL RESPONSIBILITIES: * Demonstrates high degree of professionalism in communication, attitude and teamwork with customers, peers and management. * Demonstrates high level of quality work, attendance and appearance. * Adheres to all Company Policies & Procedures, Code of Ethics and Safety Regulations. * Adheres to local, state and federal laws. * Additional responsibilities assigned by supervisor related to your position/department. * Travel may be required as necessary. * Ability to be flexible and willing to work extended hours when necessary. * Manages multiple brands through shared services. * Enjoys rolling up their sleeves as an individual contributor when needed. SUPERVISORY RESPONSIBILITIES * Directly manages Human Resources, Talent Acquisition and Benefits team including Directors, Managers, Coordinators and Clerks. * Provides coaching, direction, develops and empowers direct reports. * Ensures workflow and processes are to maximum efficiencies for business necessity. ORGANIZATIONAL RELATIONSHIPS * Interacts with all levels throughout organization including executives, employees and outside vendors. MINIMUM QUALIFICATIONS: The following are the minimum qualifications which an individual needs in order to successfully perform the duties and responsibilities of the position. COMPETENCIES: * Professionalism * Client Focus * Honesty and Integrity * Communication * Strategic Agility * Business Acumen * Leadership * Motivator * Time Management * Thoroughness * Results Oriented * Planning * Decision Making * Negotiating * Solutions Oriented Education/Experience: * Minimum of 10 years of progressive HR generalist experience, plus retail experience required * Employee relations and employment law experience required * Experience working with senior level company executives * BS / BA degree required * Knowledge of using Outlook, Powerpoint and Excel is required * Payroll knowledge and experience * Experience with ADP WFN PHYSICAL DEMANDS: In general, the following physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to allow differently-abled individuals to perform the essential functions of the job. * Ability to read, count and write to accurately complete all documentation and reports * Must be able to see, hear and speak in order to communicate with employees and other customers * Specific vision abilities include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus * Manual dexterity required using hands to finger; handle, feel and type; reach with hands and arms WORK ENVIRONMENT: In general, the following conditions of the work environment are representative of those that an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to allow differently-abled individuals to perform the essential functions of the job within the environment. * The work space is clean, orderly, properly lighted and ventilated with the proper safety acknowledgment * Noise levels are considered moderate

Responsibilities

The Vice President of Human Resources is responsible for managing the entire HR function, including talent acquisition, employee relations, and performance management. This role develops and implements HR strategies that align with business goals and ensure compliance with regulations.