Vice President of People Operations

Our Client is looking for a Vice President of People Operations to drive effective business partnership on both strategic and tactical management and employee-related needs, in support of our mission and overall growth strategy. The VP of People Operations will work closely with the executive team to build, scale, and develop the people operations, culture, employee satisfaction hiring, onboarding, and retention programs, as well as all HR duties and functions.

If you think you’re able to help support our organization as we strive for a best-in-class workforce and culture, we’d like to meet you.

Leadership Competencies

Strategic Agility
Learning & Development
Talent Acquisition & Retention
Succession Planning
Compensation & Benefit Development
HRIS Implementation and Optimization
Organizational Effectiveness

Primary Responsibilities

Embrace the critical drivers, our people, and how we market itself in the community.
Responsible for developing and leading an enterprise level innovation strategy, driving desired outcomes, managing budgets, assessing/developing a team, and ensuring long-term return on learning investment to the organization.
Lead the on-going design, development, and execution of initiatives, programs, processes, and policies that deliver a top-notch work environment and company culture, such as: new hire onboarding for both remote and on-site hires, training, and development programs to improve staff skills, leadership competencies, communication, and organizational effectiveness
Utilize deep and broad human resources practice experience to evolve the HR Business Partner team through cross-organization collaboration
Lead the on-going management of core HR policies and procedures, ensuring adherence to latest regulatory requirements and guidelines in accordance with our business operations and practices.
Strive for a merit-based and diverse team across departments, and ensure an inclusive experience for all.
Provide day-to-day collaboration and support on all types of employee relations issues and work promptly with key partners to resolve conflict, mitigate employee and organizational risk, and maintain high levels of performance and retention.
Provide leadership, guidance and professional development to the HR Business Partner team with a strong focus of being consultative and strategic to the business.

Partner with business groups to sustain and increase employee performance levels through timely execution of performance coaching, corrective action, and quality completion of the performance management process.
Support talent development including the identification of development opportunities for employees, partnership on identification of development solutions, and the execution of organization-wide development programs and initiatives.
Collaborate with stakeholders at all levels of the organization to deliver effective HR and talent-based solutions that align with business objectives, drive superior results, and strengthen the market position.
Develop and administer existing HR policies and procedures; appropriately partners with internal legal team to ensure policies comply with federal and state law; delivers training to managers and employees as appropriate to ensure understanding and compliance with policies.

Minimum Requirements/ Competencies

An experienced people management leader with a minimum of 10+ years of experience in a fast-paced, growth-oriented business with demonstrated knowledge in HR principles, practices, and procedures, specifically related to benefits, employee relations, compensation, staff management and development, employment law, and compliance.
Experience with SaaS and high-tech companies strongly desired.
8 years progressive experience with high technical competence in all human resource areas including recruitment, retention, employee and labor relations, classification, compensation, information systems, succession planning and employee development, benefits, and diversity initiatives. Organizational design experience a plus.
Bachelor’s Degree in Human Resource Development or a related field from an accredited college/university or equivalent HR work experience
PHR or SPHR Certification preferred.
Working knowledge of succession planning methodology; experience participating in the identification and development of talent to be ready and in place for critical leadership positions.
Must be highly analytical, and a creative problem solver and with the ability to identify and implement process improvement strategies with positive business results.
Fundamental tactics to perform at a high level in a fast-paced environment. Ability to work effectively and successfully by being well-organized with strong time-management skills and multitasking abilities.
Must demonstrate impeccable integrity, authentic character, and serve as a dynamic “culture leader”; must be genuine and committed to junior staff, fellow-colleagues, and the leadership team.