Vice President of Human Resources

CU Student Choice Partners LLC• REMOTE, US,

1d•Hybrid

About The Position

The Vice President of Human Resources provides senior level leadership and guidance to the organization’s HR operations. The Vice President, Human Resources is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, retention, cultural leadership, onboarding, human resource policy implementation, recruitment/employment, and employment law compliance.

Requirements

Bachelor's degree, Master’s degree preferred. Experience will be considered in lieu of formal education.
PHR or SPHR certification.
Eight to ten years human resource experience in a leadership role.
Experience in supporting and effectively working in a remote work environment.
Ability to self-motivate, organize, and prioritize workload.
Ability to meet deadlines and manage changing priorities independent of direct supervision.
Ability to work efficiently and resourcefully with minimal supervision.
Excellent interpersonal, oral, and written skills.
Proficiency in Microsoft Office Suite (intermediate level).
Ability to use proprietary systems and other technologies to perform job duties.
Ability to negotiate contracts.
Well organized with a keen attention to detail.
Critical competencies include, but are not limited to: HR expertise, ethical practices, adaptability, communication, teamwork, accountability, customer focus, and quality.
Ability to maintain the confidentiality of employee and client information.

Responsibilities

Develops and administers various human resources plans and procedures for all company personnel.
Assists COO with the compensation program; develops and reviews job descriptions as necessary; analyzes compensation.
Facilitates and monitors the performance evaluation program; revises as necessary.
Develops, recommends and implements personnel policies and procedures; maintains employee handbook.
Maintains the HRIS, including ensuring manager training and use; manages vendor relationship.
Leads and supports the Cultural and Communication Committee (C3). This includes annual planning and budget monitoring.
Identifies new opportunities to improve/enhance training, cultural, and cross-department relationships.
Performs benefits administration to include third party vendor management, managing enrollment processes, evaluation of programs and policies for cost-effectiveness.
Maintains relationship, negotiations, and benefit offerings as the main point of contact with third party benefit broker.
Performs payroll processing functions including collecting, calculating, entering data, and resolving discrepancies.
Manages the recruitment process for all exempt, nonexempt, interns, and temporary workers; writes and places advertisements; participates in career fairs; works with managers to screen and interview candidates; conducts reference checks; extends job offers; conducts new associate onboarding and orientation.
Develops and maintains employee learning and professional development program(s).
Provides management with support and direction with employee relations to include counseling, discipline, and the termination process, as outlined in policy.
Resolves complex conflicts, often without previous precedent to draw upon.
Engages with outside legal counsel as needed for employee relations and policy guidance.
Maintains and implements the human resource and C3 budgets.
Establishes and maintains accurate department and employee records and reports.
Creates and distributes monthly HR Connections Newsletter.
Organizes all staff meeting updates, including the offsite all staff meetings.
Participates in staff meetings and attends other meetings as requested/necessary.
Collaborates with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management.
Supports the overall business goals and mission of the organization.
Updates job knowledge by participating in conferences and educational opportunities.
Complies with all federal, state and local employment laws by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, and advising management on needed actions.