Vice President of Human Resources

Systems & Methods, Inc. (SMI)•GA HQ, GA

About The Position

The Vice President of Human Resources is responsible for developing and administering Human Resources policies and programs across the company. The role oversees culture and employee engagement, organizational planning and development, employment, onboarding and training, employee relations, compensation, payroll, benefits, safety and health, and employee services. The VP establishes company-wide practices and objectives and coordinates their implementation through Human Resources staff. The position requires residence within commuting distance of Carrollton, Georgia. The VP provides executive oversight of HR compliance and reporting, payroll, employee relations, organizational planning and succession planning, compensation and benefits programs, recruiting, management training, and safety and health programs. The role advises senior management, manages relationships with outside HR-related providers and labor counsel, oversees HR program administration, and prepares reports for top management. Additional duties include administering performance management, progressive discipline, investigations and grievance processes, maintaining policy and handbook materials, and other assigned responsibilities.

Requirements

Bachelor’s degree in Human Resources, administration, or business administration.
Specialized training in organizational planning, compensation, and preventive labor relations.
Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development.
Well-developed administrative skills and strong management skills, including knowledge of management principles and people management.
Experience working with more than two divisions.
Eight to ten years of experience gained through increasingly responsible management positions within Human Resources.
At least three years of recent experience as the top Human Resources executive of a company with 500 to 1,000 employees in a nonunion manufacturing and office environment.
Required Human Resources certification(s).
Fluent in English.
Basic knowledge of Microsoft Windows and Office, and knowledge and familiarity with HR management systems, learning systems, and payroll systems.
Ability to exercise considerable judgment and discretion.
Residence within commuting distance of Carrollton, Georgia.

Nice To Haves

Affiliations with successful companies that practice effective Human Resources Management.

Responsibilities

Formulate and recommend company-wide Human Resources policies and objectives that comply with federal and state laws and protect SMI’s culture.
Determine employee relations practices that support positive employer-employee relationships, employee morale, and company culture.
Identify HR-related legal requirements and government reporting regulations; monitor company exposure, direct compliance information preparation, approve submissions, and serve as the primary contact with labor counsel and outside government agencies.
Report relevant events to the Chief Administrative Officer.
Provide executive oversight of payroll, ensuring accurate, timely, and compliant administration; establish controls and accountability and partner with Finance and payroll staff to address issues and manage risk.
Protect employee and company interests under HR policies and applicable laws; approve termination recommendations and review employee appeals.
Direct organizational planning, including evaluation of company structure, job design, and workforce forecasting; coordinate across divisions and recommend plans or changes to senior management.
Direct organizational development, including company-wide succession planning; coordinate across divisions and recommend plans or changes to senior management.
Establish and monitor wage and salary structures, pay policies, performance appraisal programs, employee benefits and services, and company safety and health programs, with attention to effectiveness and cost containment.
Establish recruiting and placement practices and procedures, review schedule variances, and interview executive-level candidates.
Establish in-house management training programs addressing company needs across divisions.
Define HR programs and the authority and responsibilities of HR and line management; provide education and materials such as workshops, manuals, handbooks, and standardized reports.
Oversee HR program implementation through HR staff, monitor administration of standards, and identify and resolve discrepancies.
Select and coordinate HR consultants, insurance brokers and carriers, pension administrators, training specialists, labor counsel, and other external providers.
Review HR policies, programs, and practices on an ongoing basis and keep top management informed of developments.
Direct preparation and maintenance of departmental reports and prepare periodic reports for top management as needed or requested.
Keep the supervisor informed of significant problems that threaten objectives or are not being adequately addressed by line management.
Administer the Performance Management Program and progressive discipline; monitor suspensions and terminations.
Contribute to the Employee Handbook and quarterly corporate newsletter.
Administer investigations of harassment claims and the grievance process.
Research and write policies as needed to address state and federal laws and regulations; develop job descriptions.
Administer Drug Free Workplace certification and prepare and present required or special reports.
Perform other duties as assigned.