The Vice President Human Resources (HR) will be responsible for providing leadership and direction in the translation of business strategy into organizational initiatives and HR priorities. He/She will ensure organizational structure and HR practices support the organization's desired culture and attainment of business goals.

Job Description:

The Vice President Human Resources (HR) will perform all or some of the following Job description:

• Ensure that policies, procedures, and employment practices support the needs of the workforce and the organization and are in compliance with all laws and regulations

• Utilize technology solutions in gaining operational efficiency and effectiveness in the delivery of HR services

• Continuously assess , monitor and evaluate HR contribution through the use of measure and metrics

• Ensure a safe and secure work environment. Stay abreast of workers compensation issues and trends and contribute to effective program management

• Demonstrate knowledge of the occurrence reporting system and report trends in occurrences to staff quarterly to improve safety

• Address safety in the Performance Improvement Plan

• Partner with Recruitment COE and facility leadership to develop and deliver effective recruitment and retention strategies to ensure the availability of a competent workforce

• Ensure alignment between facility workforce needs and recruitment initiatives

• Provide guidance and counsel in the effective selection and retention of staff

• Participate in and support the establishment of educational programs and partnerships to meet workforce needs

• Partner with the Compensation COE to design and deliver compensation and benefit programs that support the organization's ability to attract, retain, and motivate the workforce

• Consult with managers and employees on compensation related issues and ensure effective communication and understanding of compensation programs

• In alignment with organizational culture and business strategy, develop and implement systems/processes to identify competency, knowledge and talent gaps and develop/implement training programs (technical, cultural, leadership) to address developmental needs

• Ensure organizational capability through the identification of key competencies, individual and organizational development planning and succession planning

• Foster a positive employee relations culture

• Facilitate the design and delivery of communication strategies and feedback processes

• Develop programs which support employee input, participation, and recognition

• Demonstrate knowledge of labor relations and actively work to minimize third party representation or involvement

• Promote a culture of accountability and drive business results through the implementation of effective performance management systems, measures and rewards

• Actively support facility community efforts, and represent the Company in the community through participation in community organizations, agencies, speaker bureaus etc. 

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