Senior Vice President of Human Resources

Position Summary:

The Sr. Vice President of Human Resources is responsible for leading the company’s human resources team and its programs, practices, processes and policies, to drive the organization’s culture and objectives. This is a strategic and highly visible position charged with managing employee benefits and compensation strategy, as well as ensure consistent application and compliance with the company’s processes, procedures and policies company-wide. The successful candidate will evaluate and build on the company’s existing policies, programs and culture to enhance performance, employee satisfaction and engagement, as well as manage risks from employee matters.

Essential Job Functions include:

• Provide strategic leadership in planning, implementing and maintaining the human resource policies, procedures, training and develop systems, and programs to support of the company’s operations and business goals.
• Manage and mentor the human resource team to be the stewards and local experts of HR policies, procedures and processes.
• Partner with the executive team on all HR matters, statistics and programs, including human resource related matters in the industry and marketplace affecting the company.
• Determine and direct the company's staffing goals and strategies to support productive and profitable business operations.
• Partner with Legal to ensure policies and practices comply with all federal, state and local regulatory requirements and are administered consistently throughout the company.
• Advise on the company’s wage, bonus and benefit programs to remain competitive in the market to attract and retain qualified employees.
• Evaluate, select and administer the company’s employee benefits, such as health insurance, retirement plan, and other benefit programs available to employees.
• Oversee the annual performance evaluation and compensation programs.
• Provide direction and oversight in the development and implementation of employee relations strategies and programs designed to minimize and mediate workplace disputes, and to foster a positive and productive work environment.
• Design, establish, and maintain an organizational structure and staffing to effectively and efficiently accomplish the company's goals and objectives, including advising managers in recruitment, on-boarding and training of employees.
• Develop and manage budget for the HR Department and perform periodic cost and productivity analyses, with ability to explain the information to the Executive team and Board of Directors.
• Oversee the maintenance and periodic audits of HRIS record keeping to include statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Identify and resolve all at-risk conditions in partnership with HR staff and management, and report at-risk conditions to General Counsel.
• Work with and advise managers to improve leadership effectiveness.
• Coordinate with General Counsel to defend employment matters, EEOC/DFEH and DLSE claims, conducts investigations and responds to agencies, including attending hearings as needed.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field.
• Master's degree in Human Resources, Business Administration, or related field (preferred).
• SHRM-SCP or SPHR certification.
• Minimum of 10 years of experience in HR leadership roles, with a minimum of 3 years as an SVP/Head of HR.
• Proven track record of developing and implementing HR strategies and initiatives that align with business objectives.
• In-depth knowledge of employment law and regulations.
• Excellent communication and interpersonal skills to manage conflict and foster a positive work environment.
• Strong business acumen and strategic thinking.
• Ability to lead and manage a team of HR professionals.
• Experience in talent management, organizational development, and employee relations.
• Proven ability to drive organizational change and transformation.
• Experience in mergers and acquisitions and post-merger integration.
• Strong understanding of HR technology, systems, and data analytics.
• Ability to build strong relationships with senior leadership and stakeholders.