VP Human Resources

Published
June 11, 2021
Location
Littleton, CO
Category
Job Type

Description

Reporting to the Chief Executive Officer (CEO) and working closely with the leadership of the organization, the VP of Human Resources will serve as a trusted advisor and a critical member of the executive team. The individual will have accountability for the people strategy for this organization and must be able to balance the tactical duties to build an HR infrastructure to scale with growth and the strategic elements of HR to create a culture and brand to attract and retain top talent. The VP will work closely with executive leadership team to proactively lead people programs that will strengthen the organization’s ability to drive revenue growth, performance improvement, and operation excellence across the organization.

The VP will have responsibility for all aspects of the human resources function including, but not limited to; talent acquisition and development, compensation, benefits, workers’ compensation, employee training, organizational development, succession planning, employee relations and merger and acquisition planning. The VP will provide insight and perspective on the organizational culture, will play a key role in evaluating employee engagement, and in spearheading employee communication programs.

Roles and responsibility

  • Evaluates the current HR organizational structure and creates a plan to align the HR function with critical needs in the business.
  • Leads the HR function and strategy to provide proactive service that advances the business.
  • Sets the tone for HR to ensure employee engagement, teamwork and a positive organizational culture.
  • Effectively supervises and manages direct reports and provides, by example and leadership, motivation and direction to employees of the organization.  This includes, but is not limited to team member selection, training, performance management and development.
  • Fosters collaborative and productive efforts to support Branch and District operations.
  • Engages with leadership and employees to address complaints and resolve problems.
  • Ensures annual employee performance reviews are conducted in a timely and effective manner.
  • Regularly schedules department, and staff 1:1 meetings to provide leadership, development, and a forum for communication to ensure coordination and collaboration in meeting organization and individual goals.
  • Responsible for leveraging technology and people analytics to monitor HR Metrics and identify opportunities for improvement.
  • Creates comprehensive long range HR strategies that foster a culture and environment consistent with the mission and strategy of the organization.
  • Consult with business and functional leadership on HR strategy, tactical issues, and other policy matters while working closely with operational leaders to understand their specific needs.
  • Develop a succession planning program that is future focused and incorporates development programs, talent pipeline relationships, and educational programs to ensure clarity and accountability.
  • Oversee the continuing development and administration of benefits and compensation programs.

Requirements

  • Bachelor’s degree with HR certification and at least 10 years of experience in HR and people leadership.
  • Graduate degree preferred.
  • Experience building HR infrastructure and aligning HR strategy in a growth organization.
  • Budgeting fiscal responsibility of human capital.
  • Demonstrated experience with mergers and acquisitions in high growth environment.
  • Must be also comfortable challenging the status quo to serve as a true adviser and partner to leadership team.
  • Ability to navigate state-by-state employment law and regulations and build comprehensive HR practices that meet the needs of varied regions.
  • Strong analytical skills, comfortable with utilizing Excel spreadsheets.
  • Current experience, knowledge and skill of human resources, people issues, accounting, budgeting, workers’ compensation, organizational structures, operating procedures, policy formulation and development/implementation of new strategies and procedures.
  • Strong interpersonal skills and ability to effectively and tactfully present information to, and communicate with, co-workers, employees, and others.
  • Possess exceptional English written and verbal communication skills, including accurate grammar and business correspondence knowledge.
  • Must be computer proficient and possess experience with Microsoft Word, Excel, and Outlook.
  • Must be able to quickly learn specific software and new applications.
  • Ability to define problems, collects data, establish facts, and draw valid conclusions.
  • Able to establish and maintain cooperative and positive working relationships.
  • Organized, detail-oriented, diplomatic, proactive, self-motivated, dependable, and driven by excellence.
  • Even-tempered and able to balance multiple tasks in accordance with changing deadlines and priorities in a fast-paced environment.
  • Ability to work sensitively and effectively with individuals of diverse ethnic and cultural backgrounds.
  • To foster the evolving nature of the organization, the incumbent must primarily work in the office.
  • Travel required.
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