What do you need to work here? 1. A \"can-do\" attitude. We really mean this, thats why its first. 2. Passion. Enough said. 3. A sense of community. Want in? Come join us! UMFS is seeking a full time Vice President of Human Resources to provide overall strategic and hands on HR leadership to the agency. This person will oversee the development and implementation of human resources policies, programs and services related to recruitment, selection, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications and employee events. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Plan, develop, organize, implement, direct and evaluate the agency's human resource function and performance. Serve as internal consultant to supervisors and directors regarding appropriate resolution of employee relations issues. Participate in the development of agency strategic plans and programs as a strategic partner. Evaluate and advise on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of staff. Provide leadership and consulting support to agency supervisors and directors on matters of employee relations, employee coaching and development, compliance, terminations, separation agreements, departmental restructuring, program implementation and business relationships. Ensures data tracking and reporting for exit interviews, turnover, compliance, and other areas. Develop staffing strategies and implementation plans and programs to identify talent within and outside the agency for positions of responsibility. Assist departments with position and department restructuring as needed. Oversee Agencys internal Coaching Program by chairing Coaching Committee, develop curriculum, communicate program, manage nominations and selections and manage all aspects of the process. Conduct investigations related to EEO, employee complaints, and internal Human Rights Interviews. Consult with attorney as needed regarding complaints, EEOC, ADA, and other related issues. Provide coaching to supervisors and department heads on employee issues, complaints, terminations, disciplinary action, policies and procedures. Revise and update policy manuals and procedures, interpret policy and disseminate to staff. Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to address the gaps. Work with teams collaboratively to develop programs and trainings related to employee needs. Areas of activity will include talent management through proper succession planning programs, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the human services as a business and the agency as a whole. Enhance and/or develop, implement, monitor and enforce appropriate policies, procedures and programs for the effective management of staff within the compliance of state, federal, licensure, COA and legal requirement and standards. This would include but not be limited to employee relations, affirmative action, sexual harassment, employee complaints, external background checks and requirements, and career development. Coordinate activities, programs and special events to recognize employees and improve morale throughout the agency. Chair the Annual Employee Recognition Committee. Provide leadership, technical advice and knowledge to human resources staff and within the human resources discipline. Supervise members of the HR team, assign tasks and direct activities of team. Delegate authority to team members according to functional capacity and ability. Develop and manage the budget and other financial measures of the Human Resources Department. Evaluate the human resource department structure and team plan for continual improvement of the efficiency and effectiveness of the group through the use of the Gazelle model by ensuring Team KPIs (key performance indicators) improve efficiencies, practices and processes and provides individuals with professional and personal growth. Continue to develop an effective orientation and onboarding program that emphasizes the critical importance and value of welcoming and integrating new employees into the culture (with emphasis on agency mission and values). Coordinate job on- boarding and training with position supervisor to ensure beneficial starting experience for new employees. Responsible for wage and salary administration, with particular emphasis on compliance with annual salary budget and compensation plan. Update pay plan as needed, and make recommendations on pay plan revisions. Conduct compensation reviews, complete salary studies, and advise on pay issues. Ensure Agencys Affirmative Action Plan is completed. Conduct job analyses to establish the specific requirements of individual jobs within each department for the creation and oversight of job descriptions. Develop and deliver training and learning events to supervisors and staff as needed for professional growth and supervision. Trainings may include, but not be limited to, New Supervisors Training, Advanced Supervision, and department specific trainings by request. Responsible for overseeing the Performance Management process with particular emphasis on training and consulting with supervisors on the six-month and annual performance reviews. EDUCATION AND/OR EXPERIENCE Bachelors degree in Human Resources, Business, or a related field with a minimum of 10 years of HR generalist experience required. Minimum of 5 years of progressive supervisory experience required. Masters degree strongly preferred. HR professional certification (SHRM-CP/SHRM-SCP) required. Experience with schools, requirements for licensing and certification very helpful. Position requires competence in all areas such as employment compliance, recruitment, employee relations, benefits administration, risk management, training and compensation/salary administration. Associated topics: associate director, chief human resource officer, director, guide, leader, manager, monitor, senior associate, senior director, vice president
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.