Vice President of Human Resources

ImOn Communications, LLC•Cedar Rapids, IA

About The Position

At ImOn Communications, we’re more than a technology provider, we’re a team of people passionate about keeping our community connected. As the Vice President of Human Resources, you will serve as a strategic partner to the CEO and senior leadership team, leading colleague strategy, culture, and human capital programs that enable execution of the company’s business strategy and achievement of its growth objectives. You will contribute to enterprise strategy, business planning, and budgeting processes, and serves as a trusted advisor and coach to leaders and colleagues across the company.

Requirements

Deep functional knowledge and proficiency across the breadth of the HR functional areas of responsibility.
Thorough knowledge of employment-related laws and regulations.
Stays current in HR best practices and regulatory/legal developments impacting the function’s work.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
Strong supervisory and leadership skills, with a track record for successfully building a highly capable and engaged team.
Excellent verbal and written communication skills.
Outstanding interpersonal and negotiation skills; able to build trusted relationships and effectively manage confidentiality.
Ability to effectively prioritize tasks and delegate as and when appropriate.
Excellent organizational and operational skills, with a strong attention to detail.
Strong analytical and problem-solving skills.
Ability to easily and quickly adapt to the changing needs of the organization and employees.
Bachelor’s degree in Human Resources, Business Administration, or related field is required.
At least 10 years of progressive human resources experience, including experience leading HR teams and advising senior/executive leadership.
Demonstrated ability to translate business strategy into scalable people programs, operating cadence, and measurable outcomes.
Experience overseeing HR operations, payroll/HRIS, and external vendors; comfort using data to inform decisions.

Nice To Haves

Master’s degree.

Responsibilities

Organization Design: Partner with senior leaders and managers in developing and adapting the company’s organizational structure to support business growth, efficiency and talent development.
Change Management: Lead enterprise change management for strategic initiatives (e.g., growth, new market entry, operating model changes, systems implementations). Develop change strategies, communication plans, and stakeholder engagement to drive adoption, minimize disruption, and reinforce culture and performance expectations.
Recruiting: Lead the development and execution of the company’s recruiting strategy and best practices to attract the skilled talent needed across all roles and levels, and in the markets in which the company operates.
Performance Management: Design and administer a performance management framework that translates business plans into clear objectives for every colleague. Ensure managers provide timely, consistent feedback and conduct fair performance assessments that inform compensation, development, and job assignment/promotional decisions.
Talent Development: Lead the creation of workforce plans to support business strategies, succession planning and development efforts that enable the company to build a strong internal talent pipeline.
Training: Create and deliver training programs that support new initiatives, safety and compliance objectives and other core needs.
Culture Champion: Takes lead responsibility for ensuring the company’s culture is integrated and reinforced by the programs, policies and initiatives, as well as leadership and colleague behaviors expected and rewarded across the company. Monitors cultural health and suggests efforts to address any areas that are off track as needed.
Employee Relations, Policy & Compliance: Develop, maintain, and communicate policies and best practices that reinforce the company culture and ensure compliance with federal, state, and local employment laws and regulations. Partner with leaders on investigations, disciplinary matters, dispute resolution, and other employee issues/concerns, and adapt policies and practices to support entry into new markets.
Compensation & Benefits: Design and manage competitive, affordable compensation and benefits programs that support recruiting and talent retention and reinforce a performance-oriented culture.
HR Operations, Payroll & HRIS: Oversee payroll and the HR systems/tools that enable reliable, secure, and efficient delivery of HR programs and processes. Leverage systems and data to provide workforce, productivity, and compliance insights for leadership decision-making.
Compliance: The Vice President of Human Resources (VP of HR) is responsible for ensuring compliance with multi-state employment laws. This includes understanding and applying federal, state, and local laws, regulations, and policies to protect the organization's reputation and interests. The VP of HR must also be able to interpret and advise on the application of EEO/AA.
Occupational Health & Safety: Manage the company’s health and safety efforts, including training, tracking, and reporting key data, and ensuring compliance with all regulatory requirements.