Job Description: Vice President (Human Resources)

 

Responsibilities:

1. Develop and implement HR strategies, policies, and programs aligned with the organization's goals and objectives.

2. Oversee all aspects of the HR function, including talent acquisition, employee relations, performance management, compensation and benefits, training and development, and HR operations.

3. Collaborate with senior leadership to provide strategic HR guidance and support on workforce planning, organizational development, and change management initiatives.

4. Ensure compliance with labor laws and regulations, and maintain up-to-date knowledge of HR best practices.

5. Lead the talent acquisition process, including recruitment, selection, and onboarding of high-quality candidates.

6. Develop and implement performance management systems and processes to drive a high-performance culture and ensure alignment with organizational goals.

7. Develop and manage compensation and benefits programs, ensuring competitiveness and fairness.

8. Drive employee engagement and retention efforts, including the development of initiatives to enhance employee satisfaction, motivation, and overall work experience.

9. Oversee employee relations activities, including conflict resolution, disciplinary actions, and grievance handling.

10. Develop and deliver HR training programs to enhance employee skills, knowledge, and engagement.

11. Ensure the maintenance of accurate and up-to-date employee records and HR systems.

12. Manage HR budgets and resources effectively, ensuring efficient utilization of HR resources.

13. Stay informed about industry trends and best practices in HR, and proactively identify opportunities for continuous improvement.

 

Experience Required:

1. Proven experience in a senior HR leadership role, preferably as a Vice President or Head of HR.

2. Solid understanding of HR practices, policies, and procedures, as well as employment laws and regulations.

3. Demonstrated experience in developing and implementing HR strategies that align with organizational goals.

4. Experience in managing the full spectrum of HR functions, including talent acquisition, performance management, compensation and benefits, employee relations, and training and development.

5. Strong leadership and people management skills, with the ability to build and motivate high-performing HR teams.

6. Excellent communication and interpersonal skills, with the ability to effectively collaborate with senior leadership and stakeholders.

7. Proven experience in driving organizational change initiatives and managing cultural transformation.

8. Ability to think strategically and provide insights and recommendations to support business growth and success.

9. Strong problem-solving and decision-making abilities, with a focus on delivering innovative HR solutions.

10. Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree in HR or an MBA is preferred.

11. Professional certifications in HR, such as SHRM-CP or SPHR, are desirable.

 

Key Result Areas (KRAs):

1. Strategic HR Leadership: Develop and implement HR strategies aligned with organizational goals and objectives.

2. Talent Acquisition and Management: Attract, recruit, and retain high-quality talent to meet the organization's workforce needs.

3. Employee Relations and Engagement: Foster a positive work environment and manage employee relations activities to drive engagement and retention.

4. Performance Management and Development: Implement performance management systems and programs to drive a high-performance culture and support employee development.

5. Compensation and Benefits Management: Develop and manage compensation and benefits programs to attract and retain top talent.

6. HR Operations and Compliance: Ensure efficient and compliant HR operations, including maintaining accurate employee records and complying with labor laws and regulations.

7. HR Metrics and Analytics: Develop and track HR metrics to assess the effectiveness of HR programs and initiatives.

8. Change Management and Organizational Development: Lead and support organizational change initiatives to drive business growth and success.

 

Key Performance Indicators (KPIs):

1. Time-to-fill for key positions.

2. Employee turnover rate.

3. Employee satisfaction and engagement scores.

4. Performance management completion rate and quality of performance evaluations.

5. Compliance with labor laws and regulations.

6. Accuracy and timeliness of HR operations, including employee recordkeeping.

7. Cost-effectiveness of compensation and benefits programs.

8. Successful implementation of HR initiatives and projects.

9. HR metrics, such as time-to-hire, retention rate, training participation, etc.

10. Successful execution of organizational change initiatives and cultural transformation.

 

Note: The specific KPIs and KRAs may vary based on the organization's goals, industry, and priorities.