Vice President, Human Resources

Cobb EMC•Marietta, GA

1d•Onsite

About The Position

Cobb EMC has an exciting opportunity for a Vice President, Human Resources to provide and create a culture of innovative leadership, attraction and retention of industry-leading employees. Develop and implement corporate strategy and programs with senior management team to create one of Atlanta’s greatest places to work. Ensure employee empowerment and understanding of corporate mission, strategy, and expectations. Coordinate company equal opportunity programs and affirmative action plan. Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees. Lead development of appropriate procedures and policies to ensure compliance with all benefit and labor laws and regulations.

Requirements

Bachelor’s Degree in the Human Resources or a related field.
Minimum 15 years’ experience in Human Resources including 10 years in a leadership capacity.
Experience with strategic planning and execution of work programs, budgeting, and directing innovative human resources programs.
Experience in design, development and implementation of salary administration plans and benefit programs.
Ability to interpret and advise on the application of EEO/AA laws.
Knowledge in group benefits, defined benefit plans, and defined contribution plans.
Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
Knowledge of employee relations procedures and applicable government regulations.
Ability to analyze and assess training and development needs.
In-depth knowledge of all aspects of human resources.
Professional HR designation (PHR or SPHR).
Demonstrated ability to excite, inspire and lead management and employees to great outcomes and to become great leaders.
Strategic mindset and ability to visualize, communicate and deliver corporate strategic objectives.
Demonstrated expertise with organizational planning and with policy and procedure development.
Ability to identify, teach and execute standards of accountability and leadership across the company.
Demonstrated leadership skills in a supervisory capacity and ability to do the right thing, even when it is harder.
Excellent oral, written, listening communication and interpersonal skills.
Excellent planning and analysis skills for accurate long-range trend predictions and recommendations.
Demonstrated skills with Microsoft Office software programs, ERP and HRIS systems.
Possess valid Georgia driver’s license.

Nice To Haves

Master’s degree a plus.

Responsibilities

Create company strategic recruitment and selection plan.
Hire and retain the best employees in the industry, ensuring adequate staffing levels with ideal work skills throughout the organization.
Annually review Affirmative Action Plan. Train, lead, and apply practices to create an environment that values diversity and acceptance.
Lead the recruitment, interviewing, hiring, on-boarding, and employment processes, ensuring they are thorough and compliant.
Lead employee relations to a place where performance, accountability and standards are understood, enforced, and rewarded and fairness is a hallmark.
Serve as executive sponsor for the Employee Advisory Group.
Coordinate the organization’s Report It hotline, including leading investigations and generating responses
Lead the creation, maintenance and implementation of organizations succession plan, including identification of development activities to close identified gaps.
Develop and implement employee-training programs at all levels to meet professional and organizational needs.
Enhance current learning “University” program to achieve corporate, departmental and individual goals.
Inspire intellectual curiosity and continuous personal growth, whether directly or indirectly beneficial to the company.
Monitor required training and certifications for specialty positions.
Serve as a lead facilitator and trainer for company meetings and training events.
Evaluate and recommend improvement to current and future benefit plans which are cost effective and align with company strategy.
Develop communication plan ensuring that the information is clearly understood by employees and retirees.
Direct the administration and delivery of all benefit programs for employees and retirees.
Ensure timely compliance with all federal and state laws affecting employee and retiree benefits administration.
Ensure the effective coordination of flexible benefit renewal and processing of all benefit bills.
Oversee compensation programs to ensure regulatory compliance and competitive salary levels.
Oversee the design and development of compensation strategy and programs.
Develop recommendations for annual merit increases.
Ensure the completion of the annual wage and salary analysis and participate in industry surveys.
Ensure evaluation and ranking of job descriptions are completed timely and within wage & salary guidelines.
Review, revise and implement performance appraisal process consistent with company objectives, culture and incentive programs. Make suggestions on annual basis for recommended best practice in the industry.
Coordinate company equal opportunity programs and affirmative action plan to achieve diversity goals.
Ensure the Employee Handbook, position specifications/descriptions, and other Human Resource policies are reviewed and revised as deemed appropriate and are available to employees via all media tools available.
Provide leadership during related discussions of division and corporate policies and programs.
Proactively review and execute existing division and corporate policies, structure, and programs on a regular and on-going basis. Makes timely recommendations for revisions.
Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives.
Formulate long-term strategic plans to best achieve the overall human resources objectives of the company.
Deploy resources where they will best meet the overall objectives of the company.
Contribute to forecasts related to member concerns, employee trends, and overall corporate well-being.
Evaluate procedures and technology solutions to improve human resources data management.
Prepare and submit annual budget and work plan and monitor budget expenditures.
Operate within budget and be able to identify budget variances.
Evaluate and recommend human resource outsourcing opportunities and identify potential vendors.
Lead all aspects of employment for subordinate staff, including hiring, promotion, training, and termination.
Appropriately document actions in employment issues.
Coach and direct learning through direct involvement and reinforcement.
Analyze and manage daily workload and schedules.
Monitor performance and conduct performance planning and review sessions.
Ensure fair and consistent treatment of departmental employees.
Actively support the efforts and intent of Equal Employment Opportunity.