Vice President, People Experience & Culture
About The Position
The Vice President of People Experience and Culture serves as the organization's senior HR leader and strategic business partner, responsible for developing and executing a comprehensive people strategy that enables organizational success, under the direction of the Executive Vice President of Administration. This role provides leadership across all aspects of the Human Resource Function, including organizational design, talent acquisition, total rewards, employee relations, leadership development, performance management, succession planning, culture, employee experience, HR technology, and workforce planning. The Vice President of People Experience and Culture must work closely with all levels of leadership to ensure the organization has the talent, capabilities, culture, and organizational structure necessary to achieve strategic business objectives while fostering an engaging, inclusive, and high-performing workplace.
Requirements
- Bachelor’s degree in business, human resources management, public administration, or a related field.
- Seven (7) years of demonstrated increasing related human resources administration experience.
- Five (5) years of experience in a management role.
- Ability to demonstrate the DFW Leadership competencies.
- Established record of success in increasingly responsible positions as a strategic leader.
- Proven track record as a top performer who can motivate and inspire others to move in a new direction.
- A strong team builder who can get the best from others.
- Knowledge of the principles and practices of human resources management.
- Knowledge of the principles and practices of total rewards, organizational development, staffing/recruiting, and employee relations.
- Knowledge of business strategies and its link to people management.
- Knowledge of the relevant legal and regulatory constraints governing employment, compensation, benefits, retirement, and other HR functions.
- Knowledge of large-scale, enterprise-wide software applications (e.g. Workday, SAP, Oracle) and the ability to leverage systems and technology to enhance HR and organizational capabilities (e.g. process automation, intranet, self service, communication).
- Proven management skills and a capability to quickly analyze business problems and arrive at sound solutions.
- A reputation for maturity and sound business judgment.
- Strong interpersonal skills with ability to lead.
- Ability to plan, schedule, and supervise the work of others.
- Ability to review business issues from various perspectives and make recommendations that meet the Board’s objectives.
- Ability to link business objectives with human capital objectives to drive organizational success.
- Ability to research, gather, analyze, and evaluate facts and prepare and present concise and persuasive oral and written reports.
- Ability to conceive, develop, implement, and maintain HR systems and procedures.
- Ability to establish and maintain effective working relationships with subordinates, other Board departments, Board officials and the public.
Nice To Haves
- Master’s degree in business, human resources management, public administration, or a related field.
- Significant private sector Human Resources experience.
- Certification in SPHR, SHRM-SCP, CCP, CBP, CEBS.
Responsibilities
- Develops and implements people strategies and practices in support of the Airport Board’s Strategic Business Plan.
- Ensures effective and timely resolution of employee relations matters through appropriate neutral and comprehensive support.
- Develops and implements organization wide employee engagement programs to enhance overall employee engagement as measured by defined engagement index.
- Develops a comprehensive talent management strategy that ensures proper assessment of talent, succession planning and individual development plans.
- Ensures the development and maintenance of multi-layered employee development curriculum that supports technical and leadership learning programs.
- Responsible to maintain, update, publish and ensure legal compliance with all organization wide policies.
- Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
- Leads the integration of workforce engagement programs in all Human Resources initiatives, programs, and policies.
- Responsible to access HR Technology needs, effectiveness, data integrity, maintenance, and security.
- Manages the administration of DFW airports contingent resources ensuring efficient utilization of temporary services.
- Ensures that the Airport complies with current regulations, accepted professional standards, policies and procedures and legislation.
- Responsible for the development and adherence to the department budget.
- Establishes appropriate key performance indicators and accountability metrics for the HR functional areas.
- In partnership with functional Sr. Leadership, interviews, selects, trains, and evaluates subordinate staff to ensure employee engagement.
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What This Job Offers
Job Type
Full-time
Career Level
Executive
