Chief Human Resources Officer

VICARS LANDING 1•Ponte Vedra Beach, FL

About The Position

The Chief Human Resource Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating Human Resources needs and plans to the executive management team and the board of directors, as appropriate.

Requirements

A BS/BA degree from an accredited college/university required; MBA or MA/MS in human resources or related field preferred.
A minimum of 10 years of HR experience, with at least five years of executive HR experience.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
Considerable knowledge of principles and practices of human resources administration.
Minimum of three years experience administering employee benefit plans in the health and welfare areas.
Experience administering 403(B) retirement programs.
Minimum of three years of payroll processing and/or supervising the payroll function.
Familiarity with the use and administration of Paycom.
Must have computer skills and be proficient in Word and Excel.
Strong analytical and problem-solving skills.
Excellent verbal/written skills and presentation skills.
Strong interpersonal skills are essential.
Familiarity with COBRA, ERISA, FMLA and related state and federal regulations required.

Responsibilities

Develops and drives the strategy of the Human Resources function for the organization in accordance with the goals and overall strategy from the CEO.
Drives succession planning process to ensure a pipeline of talent or identification of gaps.
Function as an advisor to the director of each department regarding key organizational and human resource management issues.
Directs recruiting efforts for staff in all departments at LCPS Management managed communities.
Identifies skills needed in the future in key positions and plans for recruiting to fill skill gaps.
Evaluates current total compensation and benefits programs annually and implements innovative ways to remain competitive in the marketplace.
Delegates and oversees hiring and new employee orientation to ensure process fosters a positive attitude toward company values and goals.
Delegates and oversees employee benefits program administration such as retirement plans; health, life, and disability insurance plans; IRS Section 125 plans; accidental death policies; unemployment insurance; and all other benefit programs.
Delegates and oversees the input of new hire information and payroll changes.
Participates with the team in developing a corporate culture that supports the organization’s business model.
Administers an annual employee satisfaction survey.
Analyzes the results and creates action plans to address weak spots and improve retention.
Investigates grievances and/or complaints from employees for the purpose of reaching resolutions that provide a healthy work environment.
Speaks with staff informally to gauge morale and engagement.
Delegates and oversees the effectiveness and quality of internal employee communications and develops necessary and effective communication channels.
Delegates and oversees employee engagement and morale events.
In consultation with department heads, identifies staff with leadership potential and nominates them to internal or external development programs.
Guides department heads regarding their responsibilities on personnel matters.
Arranges and leads supervisory training for department heads and lead supervisors.
Finds regular and current trainings to benefit the team.
Implements team-building activities for the leadership team.
Participates in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Monitors trends in future skills needed or issues to be addressed and provides training to address.
Complies with federal, state, and local employment law requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Consults with legal counsel as appropriate on personnel matters.
Acts as Corporate Human Resource Compliance Officer.
Guides management and employee actions by researching, developing, writing, and updating human resource policies and procedures, and enforcing organization values.
Administers the Workers’ Compensation program in close coordination with the Safety Officer.
Assures company compliance with provisions of Employee Retirement Income Security Act (ERISA).
Supervises preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies.
Ensures the Paycom timekeeping system is maintained and staff and supervisors are regularly trained in its use.
Represents organization at personnel related hearings and investigations.
Prepares budget of Human Resources operations.
Ensures miscellaneous Human Resources and payroll reports are delivered to management staff in a timely manner.
Represents the company in a professional manner at all times in consideration of our core values and The Vicar’s Landing Way.
Other duties as assigned.