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Vice President HR

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$170,000 - $250,000
Job Type
Direct Hire
Sep 28, 2018
Job ID
The Human Resources Vice President is responsible for leveraging their expertise to influence outcomes that achieve business results via the creation and execution of a holistic, future-focused, people strategy that attracts, develops, motivates and retains talent. This person will lead a team of HR Business Partners, be a direct report to the CHRO, and act as a key member of the HR Leadership Team.  Additionally this person will have a direct impact on transforming the HR delivery model.

Business Acumen
  • Participates in the development of the division's strategic business plans and programs as a strategic partner, but particularly from the perspective of the impact on human capital.
  • Translates the strategic and tactical business plans into HR strategic and operational plans.
  • Stays abreast of current trends, innovations, legal and regulatory policies and practices.
  • Highly credible leader who, by reputation, will gain the trust and confidence of the business leaders.
  • Action-oriented, hands-on and with demonstrated experience in an innovative, fast-paced, performance-oriented business environment.
Knowledge of labor laws
  • In partnership with the HR Team, evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory actions as those items affect the attraction, motivation, development and retention of the human capital resources of the organization.
  • Based on a sound understanding of employment law, conducts investigations when employee complaints or concerns are brought forth, and provides and/or implements recommendations for resolution; consults with outside counsel as appropriate.
  • Partners with and influences leadership to create understanding and alignment between business needs and HR practices/programs.
  • Partners with and influences leadership to create a supportive learning culture that builds employee morale, engagement, and potential while achieving business results.
  • In partnership with COEs, develops strategies and implementation plans and programs that enhance all stages in talent lifecycle.
Critical Evaluation
  • Participates in the interview/selection process for client groups.
  • Follows up with new hires to determine the success of the hiring, selection and onboarding process; identifies and solves issues as they arise.
  • Identifies successors to key roles in the organization based on a rigorous understanding of capabilities, experience, motivation, and career development needs.
  • Works with leadership and the Total Rewards CoE to determine the appropriate reward and recognition programs; helps manage/execute programs as appropriate.
  • Uses structured, systematic, and transparent approaches to assessing and developing individuals and how they fit together in the team.
Ethical Practice
  • Provides consultation and coaching to leadership and employees in order to manage employee relations issues in a fair, legal and supportive manner that supports the company culture and facilitates a positive outcome.
  • Manages the application of policies and procedures to ensure the company is operating in a fair and legal manner; interprets the employee handbook using these same guidelines.
Cultural Awareness
  • Champions positive and constructive change in the organization; provides coaching and skill building as necessary to facilitate change.
  • Supports the organization’s mission, strategy and values and models the desired behaviors.
Leadership & Influence
  • Experience demonstrating the ability to perform successfully as a leader of other leaders, teams and cross-functional groups.
  • Building a strong, deep and highly functioning team that embraces the power of being curious.
  • Ability to re-energize, refocus and influence teams to perform at new level.
  • Sets compelling goals and shows tenacity, resilience, and bias for action and execution skills in driving towards these goals.
Relationship Focus
  • Develops and maintains positive, professional and objective relationships with employees and management.
  • Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with direct reports.
  • Highly credible leader who, by reputation, will gain the trust and confidence of the business leaders.
Desired Outcomes
  • World and work are changing fast and there is a need for HR to help define the future and ensure we are providing innovative solutions to drive our company forward. HR leading the conversation and change management effort to solve these emerging challenges.
  • Build a powerful and nimble human resources team, which business leaders will turn to for guidance and advice.
  • Experiment within to create learnings and consulting opportunities with our customers on how we are adapting to changing needs of technology and automation.
  • Application of technology and use of analytics to drive decision making.
  • Transparency, an enhanced employee experience and a highly engaged and inclusive workforce.
  • Create and align team on our common HR strategy and create ways our own HR talent can learn and grow.
Education, Qualifications, and Experience
  • Bachelor’s degree or equivalent experience and education required. Masters preferred.
  • PHR or SPHR certification preferred.
  • 15+ years as a broad human resources practitioner with experience leading both generalist and relevant specialty functions, preferably in a matrix environment. .
  • Experience working globally, in a growth culture and M&A experience preferred.
  • Service/solution or human capital industry experience preferred.
  • Thorough knowledge of employment law and ongoing legislation.
  • Proficiency in Word, PowerPoint, Outlook, Excel and other HR-related software programs.

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