Vice President of Human Resources

Little Flower Children and Family Services of New York•Wading River, NY

2d•Hybrid

About The Position

The Vice President of Human Resources is a member of the Senior Executive Council (SEC) and leads Little Flower Children and Family Services of New York (Little Flower)’s human resources team, which delivers the HR function for both Little Flower and its legal affiliate, St. John’s Residence for Boys (St. John’s). This role aligns Little Flower’s HR strategies with its organizational values and objectives and oversees all aspects of the employee lifecycle. The VP is a trusted advisor to their fellow SEC members. The VP is a strategic and operational leader who takes a holistic approach to employee engagement and organizational culture. The functions this role oversees include organizational development, employee relations, talent acquisition and management, compensation, onboarding and offboarding, performance management, training, employee engagement, policy administration, governmental compliance, and compensation and benefits design and administration. The VP will anticipate and optimize the organization’s people needs to align with the organization’s overall business strategy. This role reports to the Chief Financial Officer and works closely with other members of the SEC, program area leadership and external partners. This role supervises multiple staff working across multiple locations and remotely and oversees the work of vendors and contractors as needed. This position offers a hybrid work schedule and is based in the Brooklyn Flagship office or on the Wading River campus. The role requires some local travel within New York City and Long Island, including to the affiliated organization’s locations in Wading River, Queens and Brooklyn, and other business-related locations.

Requirements

15+ years of progressive human resources experience, including 5+ years leading a team and managing a department and 5+ years in compensation development, management and implementation
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRMSCP) credential
Proven track record in successfully structuring and leading teams to high performance
Commitment to diversity, equity, inclusion and belonging, and a willingness to proactively seek to deepen individual understanding of the root causes of oppression
Demonstrated analytical thinking, problem solving and decision-making skills
Ability to successfully manage change and deal with ambiguous situations
Ability to interact with all levels of management in a fast-paced, changing environment
Knowledge of federal, state New York City laws, regulations and compliance
Collaborative and inclusive leadership style and experience hiring, managing and supporting employees
Effective project management skills to design, plan, implement, course-correct and monitor the implementation of HR initiatives
Deep commitment to building a culture of workplace excellence
Ability to express oneself clearly and concisely and drive to understand and empathize with employees and other constituents
Dependability and strong organization skills with a commitment to transparency
Ability to prepare complete and accurate and data-driven reports and statements of considerable complexity using both qualitative and quantitative data

Nice To Haves

Familiarity with ADP
Experience working in a social services nonprofit, with child welfare or adjacent field preferred
Experience identifying gaps in processes and procedures and proactively addressing them
Knowledge of management, planning and budgeting
Experience working with a unionized workforce

Responsibilities

Serves as a strategic advisor to the SEC on people and culture development
Leads organization-wide efforts to support and sustain a culture that reflects and enhances the affiliated (combined) organization’s values
Leads, supervises, mentors and coaches the HR team to achieve high individual and team performance, efficiency and professional growth
Works collaboratively with SEC members and managers to design and execute initiatives that promote and measure employee engagement
Leads the development, implementation and execution of programs designed to improve and supportemployee engagement,retention, employee development and recognition, and the overall employee experience
Directs the planning, development, and implementation of programs to promote inclusive and equitable practices
Works collaboratively with colleagues across the organization to develop and implement strategies to retain and support the success of our employees
Guides the integration of diversity, equity, inclusion and belonging (DEIB) values into the organization’s people and culture policies and partners to continue elevating the organization’s DEIB efforts and impact
Directs ongoing development and overall support to managerial employees to enhance their management skills
Oversees the management of employee relations, HR policies, recruitment, retention, relocation, and compensation and benefits administration
Ensures regulatory compliance with all federal,state and local employment laws, as well as state licensure/accreditation requirements
Builds a robust recruitment and retention strategy at all levels of positions
Develops, implements, and updates procedures related to HR policy compliance
Provides key leadership toward the design and implementation of compensation strategies that maintain market-competitive wages that attract, retain and motivate both current employees and candidates
Designs and manages strategies and procedures for employee relations ,learning and development and implementation of a talent plan
Structures employee benefits administration, including communication,enrollment and status changes
Implements processes, dashboards and tools to drive the success of key HR initiatives. Help bring data informed decisions to SEC.
Manages the vendor selection process, including researching and evaluating potential vendors and partners
Maintains labor relations and effective collaboration with the bargaining unit of Little Flower
Serves as staff lead for all 403(b) administration responsibilities (in coordination with our third-party administrator)