Vice President Jobs

About The Position

Requirements

• Fifteen years of enterprise-level Human Resources experience.
• At least five years of executive Human Resources experience, including at least five years in a senior leadership role.
• Bachelor’s degree in human resources, business management, or a related field from an accredited college or university.
• Proven experience leading human capital strategy, talent management, labor relations, workforce planning, and organizational effectiveness initiatives.
• Proven ability to lead cross-functional teams and provide strategic leadership.
• Excellent interpersonal, communication, analytical, organizational, management, and negotiation skills.
• Strategic problem-solving skills.
• Proven supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.

Nice To Haves

• SHRM-SCP, SPHR, or equivalent professional certification.

Responsibilities

• Lead enterprise efforts to ensure the Authority has the skilled workforce needed to operate and maintain critical infrastructure, including strategies for succession planning, workforce demographics, apprenticeships, licensed positions, and future workforce requirements.
• Partner with executive leaders to develop and maintain a high-performance culture characterized by accountability, continuous improvement, operational excellence, and measurable results.
• Lead labor relations strategy, collective bargaining, workforce stability, and productive labor-management partnerships.
• Advise the Board of Directors and Board committees on human capital strategy, executive compensation, succession planning, organizational effectiveness, and workforce trends.
• Lead initiatives that promote and sustain exceptional employee engagement and organizational excellence, and strengthen employee engagement, retention, organizational effectiveness, and alignment with DC Water’s culture and values.
• Oversee talent strategy, including organizational design, competency coaching, career development and paths, retention strategies, and timely acquisition of top talent.
• Lead talent management and workforce development programs that foster an inclusive workplace and leverage the strengths of a diverse workforce.
• Oversee comprehensive learning and development programs and establish a learning culture that prepares the workforce for current and future requirements and challenges.
• Develop an enterprise-wide learning and performance management system that holds management accountable for measurable progress on strategic planning and operational priorities.
• Ensure leadership development programs strengthen management capacity and expand career advancement opportunities throughout the workforce.
• Ensure succession management plans and strategies maintain robust talent pipelines for current and future business needs.
• Enhance the People and Talent teams’ ability to drive compliance, governance, strategy alignment, investment prioritization, metrics, and continuous improvement.
• Develop and implement comprehensive, competitive, and cost-effective compensation and benefits plans.
• Partner with executive leadership to advance a culture of safety, accountability, employee engagement, and operational excellence.
• Provide daily planning and administration to subordinates and oversee personnel selection, assignment, supervision, promotion, discipline, and training within the business unit’s functional area.
• Perform other duties and special projects as assigned by the CEO/General Manager.