Senior Vice President Human Resources
Company: Upstate Cerebral Palsy
Posted on: January 31, 2019
Senior Vice President of Human Resources The Senior Vice President of Human Resources serves as a role model, creating positive relationships with staff in an environment of mutual respect and trust. The Senior Vice President of HR is a strong advocate for people and cultivates and enhances an atmosphere of continuous improvement, and is involved in creating a customer focus within the organization. The Senior VP of Human Resources is responsible for directing all of the people functions of the organization in accordance with the policies, practices, laws, regulations and administrative rulings of advisory and regulatory authorities. The Senior VP will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry. The Senior VP will promote performance excellence through maintaining a focus on strategic and organizational planning, use of quality processes and goals, and decision-making based on data and analysis. The Senior Vice President of HR supports the professional development of staff and communicates in a manner that energizes the work force, promotes retention, encourages team excellence, and facilitates continuous learning and reinforces positive partnerships throughout the organization and in the community. ESSENTIAL DUTIES AND RESPONSIBILITIES --- Model, promote, and support the organizational performance values. --- Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance, to include Affiliate partner Agencies. Establish a work environment that creates positive relationships between supervisors and employees and assimilates new employees to the Agency culture, values and mission. --- Interprets, implements, and ensures compliance with the policies, procedures and regulations of the Agency, its Affiliates and external regulatory bodies. --- Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people translating the strategic and tactical business plans into HR strategic and operational plans. --- Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization. --- Develops staffing strategies and implements plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization. --- Develops a progressive and proactive compensation program to provide motivation, incentives and rewards for effective performance. --- Provide direction and support in all aspects of employee relations functions and programs designed to establish and maintain positive and effective employee relations through the uniform and equitable application of company policies and procedures. --- Responsible for the development and implementation of policies and programs for recruitment, employment, placement and transfer procedures to ensure supply of employees to meet Agency requirements. --- Responsible for the overall direction, planning and administration of Agency and Affiliate benefit programs to include 403(b) Retirement Plan, Self-Funded Benefits, Life Insurance, Voluntary Benefits, etc. --- Responsible for the development and implementation of employee Leave of Absence programs including Disability, Family Medical Leave, Paid Family Medical Leave, return to work, modified/light duty programs, and ADA claims while following all OSHA, Federal, and State guidelines, per regulations --- Overall responsibility for all employee credentialing in accordance with applicable regulatory entities and employment laws. --- Establishes credibility throughout the organization to be an effective listener and problem solver of people issues. --- Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee assistance, affirmative action, sexual harassment, employee complaints, external education and career development, among others. --- Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization. --- Provides technical advice and knowledge to others within the human resource discipline. --- Manages the budget and other financial measures of the HR department. --- Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization. --- Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities. SUPERVISORY RESPONSIBILITY --- This position manages all employees of the department, 3 directly and 17 indirectly and is responsible for the performance management and hiring of the employees. Requirements EDUCATIONAL REQUIREMENTS/ QUALIFICATIONS/ EXPERIENCE: --- Masters' Degree or equivalent preferred; with 10-15 years of related experience and/or training; or equivalent combination of education and experience. --- PHR/SPHR preferred. --- Excellent Computer Skills (Windows, Outlook, Adobe Acrobat, Word, Excel, Internet Browser, Ulti-Pro) --- Must have valid NYS Drivers License WORK HAZARDS/ENVIRONMENT: All jobs have OSHA Classification, including those with no exposure to Hazards. --- OSHA Exposure Category III PHYSICAL DEMANDS: --- Certain deadlines and unanticipated developments may require work during evenings, weekends. --- The employee must have full sight and hearing with fluency in the English language. While performing the duties of this job, the employee is regularly required to talk or hear. --- The employee frequently is required to stand, walk and sit. Must be able to sit for long periods of time. --- Constantly operates a computer and other office productivity machinery, such as a copy machine, scanner, computer printer, etc. --- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position without compromising work-flow and efficiency. WORK CONTACT GROUP: Staff, visitors, other divisions, vendors, regulatory and professional agencies. SUPERVISED BY: Chief Administrative Officer
Keywords: Upstate Cerebral Palsy, Utica , Senior Vice President Human Resources, Human Resources , Utica, New York
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