Sr. Vice President of HR

ARORA ENGINEERS•Concord Township, PA

About The Position

We are seeking a proven, strategic, insightful, and growth-minded human resources leader to be a true business partner to the organization and to promote a high-performance and engaged workforce. A direct report of the CEO and managing a team of five, the Sr. Vice President of Human Resources is responsible for developing and executing the human resources strategy for a population of approximately 400 employees today, with significant plans for growth in the near future. The Sr. Vice President of Human Resources is a key leadership team member and takes the lead in establishing and implementing HR policies and initiatives that effectively communicate and support the organization’s vision, mission, and desired culture. This role will be the catalyst for modernizing the HR function and ensuring that Arora is able to win in the current war for talent. The ideal candidate will have a bachelor’s degree in human resources or business management (master level and SPHR or SHRM-SCP preferred) and 10+ years of proven experience with a blend of smaller and larger corporate entities, including 5+ at a leadership level). Experience in providing strategic direction and day-to-day operational control in a PE-backed company on a growth trajectory is needed to understand and thrive in this busy, fast-paced, driven Infrastructure Solutions Firm. The Sr. Vice President of Human Resources is a strategically focused leadership role, reporting directly to the CEO and working closely with the leadership team. The Sr. Vice President is responsible for establishing and implementing HR policies, programs, and initiatives that support the company’s vision, mission, and desired culture. The Sr. Vice President leads and mentors a team of five sitting across all HR functions and ensures effective and efficient day-to-day operations of the human resources department. This role also provides HR oversight for a small group of union employees and collective bargaining. As a direct report of the CEO and supporting an employee population of 400+, the Sr. Vice President of HR functions and leads in both a strategic and tactical capacity.

Requirements

BS/BA from an accredited College/University in a business-related field; PHR or SPHR preferred.
MS/MA preferred.
Minimum 12 years of experience, with at least 5+ years in a managerial leadership role leading multiple HR functions.
Proven experience in managing the human resources function in a high growth phase for a company.
Engineering industry experience desired coupled with smaller and larger company experience.
Experience working efficiently within and maximizing the usage of an HRIS (Paycom, Deltek Vision experienced preferred)
Ability to function in a fast-paced environment, with competing priorities and deadlines.
Ability to evaluate and implement pragmatic and business-focused HR-related programs and initiatives strategically and tactically.
Strong relationship-building and influencing skills; ability to work with leadership to gain consensus around HR strategy and tactics.
Demonstrated experience in change management best practices.
Proven ability to attract and retain outstanding talent and assemble and motivate high-performance teams.
Proven ability to assist with company payroll and manage corporate benefits.
Ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills and project the highest levels of integrity.
Superior interpersonal communication and presentation skills as well as established organizational skills are required.
Outstanding communication skills both verbal and written with executive presence.
Ability to travel to regional offices as required. (10%)

Nice To Haves

MS/MA preferred.
Engineering industry experience desired coupled with smaller and larger company experience.
Experience working efficiently within and maximizing the usage of an HRIS (Paycom, Deltek Vision experienced preferred)

Responsibilities

Function as a strategic business advisor to the executive/senior management regarding key organizational and management issues.
Partner with executive leadership and operational management to ensure business alignment, mutual trust and accountability, positive business results, organization effectiveness, and open communications.
Champion change management initiatives, ensuring that employee experience is considered in all business change decisions.
Cultivate talent on the HR team, supporting the team’s growth and development and holding a high bar for performance.
Create and establish an HR organizational development plan.
Ensure the HR team has clear goals and priorities that align with the organizational strategy and HR strategy.
Establish and implement HR strategy that effectively enables the company’s vision, mission, and strategy.
Cultivate a culture that not only aligns with and supports Arora’s core values, but that is inspirational, lasting, and impervious to business changes.
Establish, refine, and continually optimize all HR processes throughout the talent lifecycle (acquisition to termination).
Build and maintain a best in class talent function, attracting and retaining the best talent for Arora.
Establish, maintain, update, and continuously improve company payroll and benefits practices.
Develop HR strategies to support the company’s overall business objectives.
Establish best practices and operational efficacy around talent acquisition, career development, employee relations and support, succession planning, retention, training and leadership development, compensation, benefits and people analytics.
Develop and champion a compensation philosophy that is both market-based and performance-based to ensure that all employees are appropriately rewarded.
Oversee the annual merit review process while ensuring that performance management is an ongoing process.
Proactively and reactively resolve employee issues; handle all EEOC matters.
Build and establish the HR infrastructure required for M&A activity.
Ensure compliance with employment laws and provide policy guidance and interpretation.
Create and update policies as needed; ensure governmental reporting requirements.
Manage the collective bargaining agreements and employee relations for union employees.
Develop processes and metrics that support a strong performance and the achievement of business goals.
Analyze, manage, and reconfigure as necessary company-wide HR systems and processes.
Organize and manage employee data through the company HRIS platform, Paycom.
Development and enhancements of Arora’s core pillars of HR Talent Acquisition Training and talent development Communications Compensation and Benefits Performance Management Culture, Wellness, Safety