Vice President, Human Resources (52703)

RISEBORO COMMUNITY PARTNERSHIP•New York, NY

7d•$200,000 - $220,000•Onsite

About The Position

The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization’s HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. The Vice President will serve as a senior advisor, coach, and trusted resource to the leadership team, create, develop, and implement new programs and services related to departmental and organizational strategic goals, and provide leadership and direction to the management team on HR issues such as organization design, leadership development, succession management, recruitment, performance management, training, human resource policy, talent retention strategies and compensation. The Vice President will also evaluate and promote opportunities within and across Divisions to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership, collaborate with Legal Counsel, Compliance and Senior Leadership to review union and consultant contracts, and in partnership with the Legal team, oversee research and regular updating of employee manuals. Additionally, the Vice President will oversee organization-wide recruitment of a high-caliber, diverse and values-aligned staff, promote a high level of staff engagement, including managing effective onboarding, employee survey, and exit interview processes, and research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs; oversee annual auditing and selection/negotiation of all benefits packages. The Vice President will participate in the drafting and implementation of the organization’s staffing budget; develop and manage the HR budget, and in partnership with the CEO, lead institutional efforts to establish a vibrant and unifying organizational culture. The Vice President will serve as a key internal point person for employee relations and personnel mediation, promote work life balance, employee wellness, and retention through creative benefits initiatives, and ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. The Vice President must maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management, analyze and present reports to the CEO using business metrics and KPI’s, represent the organization in high-level negotiations such as Collective Bargaining Agreements, interface with labor lawyers and/or regulatory entities as needed, and participate in professional development and networking conferences and events.

Requirements

At least ten years of human resource management experience required
Strategic, talent management, and/or business development experience highly preferred
Demonstrated creative approach in managing talent to ensure that the organization is positioned for growth and excellence
An ability to build trust, influence senior executives and establish and maintain partnerships
Track record of identifiable and measurable successes in managing a complex organization and implementing operational change
Excellent leadership and organizational skills
Demonstrated ability to manage staff to a high level of performance
Demonstrated ability to lead multiple high-profile and complex projects simultaneously
Strong communication and interpersonal skills; ability to work and build relationships with people from many cultures
Collaborative team player
Strong business acumen, including problem solving, critical thinking and analytical skills
Experience initiating training and leadership programs
Thorough knowledge of employment-related laws and regulations
Knowledge of and experience with varied human resource information systems
Bachelors degree in Human Resources, Business Administration, or related field required
SHRM-CP or SHRM-SCP required

Nice To Haves

Masters or law degree highly preferred

Responsibilities

Serve as a senior advisor, coach, and trusted resource to the leadership team
Create, develop, and implement new programs and services related to departmental and organizational strategic goals
Provide leadership and direction to the management team on HR issues such as organization design, leadership development, succession management, recruitment, performance management, training, human resource policy, talent retention strategies and compensation
Evaluate and promote opportunities within and across Divisions to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership
Collaborate with Legal Counsel, Compliance and Senior Leadership to review union and consultant contracts
In partnership with the Legal team, oversee research and regular updating of employee manuals
Oversee organization-wide recruitment of a high-caliber, diverse and values-aligned staff
Promote a high level of staff engagement, including managing effective onboarding, employee survey, and exit interview processes
Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs; oversee annual auditing and selection/negotiation of all benefits packages
Participate in the drafting and implementation of the organization’s staffing budget; develop and manage the HR budget
In partnership with the CEO, lead institutional efforts to establish a vibrant and unifying organizational culture
Serve as a key internal point person for employee relations and personnel mediation
Promote work life balance, employee wellness, and retention through creative benefits initiatives
Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements
Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management
Analyze and present reports to the CEO using business metrics and KPI’s
Represent organization in high-level negotiations such as Collective Bargaining Agreements
Interface with labor lawyers and/or regulatory entities as needed
Participate in professional development and networking conferences and events
Provide leadership and direction to the team to ensure the delivery of high performance, acting as an enthusiastic, positive and motivated coach
Take full responsibility for the performance management of the team to ensure that quality and deadlines are achieved and maintained and that any issues are managed in line with RiseBoro policies, procedures and guidelines
Ensure team is appropriately staffed at all times
Coordinate training programs for new staff and identify training needs for current staff