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Job Description
Vice President of Human Resources
MAJOR FUNCTION:
Develops Human Resources policies and programs for the entire company. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff. Reports to the Chair as the ranking Human Resources executive in the company. Assists and advises senior management on Human Resources issues.
ESSENTIAL FUNCTIONS:
1.
Formulates and recommends Human Resources policies and objectives for the entire
company.
2.
Determines and recommends employee relations practices necessary to establish a
positive employer-employee relationship and promote a high level of employee
morale.
3.
Identifies legal requirements and government reporting regulations affecting
Human Resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour).
Monitors exposure of the company. Directs the preparation of information
requested or required for compliance. Approves all information submitted. Acts
as primary contact with labor counsel and outside government agencies.
4.
Protects interests of employees and the company in accordance with company Human
Resources policies and governmental laws and regulations. Approves
recommendations for terminations. Reviews employee appeals through complaint
procedure.
5.
Directs a process of organizational planning that evaluates structure, job
design, and manpower forecasting throughout the company. Coordinates activities
across division lines. Evaluates plans and changes to plans. Makes
recommendations to senior management.
6.
Directs a process of organizational development that primarily addresses
succession planning throughout the company. Coordinates activities across
division lines. Evaluates plans and changes to plans. Makes recommendations to
senior management.
7.
Establishes wage and salary structure, pay policies, performance appraisal
programs, employee benefit programs and services, and company safety and health
programs. Monitors for effectiveness and cost containments.
8.
Establishes standard recruiting and placement practices and procedures. Reviews
variances to schedules. Interviews executive-level candidates.
9.
Establishes in-house management training programs that address company needs
across division lines (e.g., MBO, Performance Appraisal, Interviewing).
10.
Defines all Human Resources programs, and authority/responsibility of Human
Resources and line management within those programs. Provides necessary
education and materials to line management and employees—workshops, manuals,
employee handbooks, standardized reports.
11.
Oversees implementation of programs through Human Resources staff. Monitors
administration to standards. Identifies opportunities and resolves
discrepancies.
12.
Selects and coordinates use of Human Resources consultants, insurance brokers,
insurance carriers, pension administrators, training specialists, labor counsel,
and other outside sources.
13.
Conducts a continuing study of all Human Resources policies, programs, and
practices to keep top management informed of new developments.
14.
Directs the preparation and maintenance of such reports as are necessary to
carry out functions of department. Prepares periodic reports to top management,
as necessary or requested.
15. Keeps supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
ADDITIONAL RESPONSIBILITIES:
Assumes
other duties as assigned by supervisor.
PREREQUISITES FOR THE JOB:
1. Education:
2. Affiliations with successful companies who practice effective Human Resources
Management.
3..
Generalist background with broad knowledge of employment, compensation,
organizational planning, employee relations, and training and development.
Well-developed administrative skills. Strong management skills—principles and
people. Experienced working with more than two divisions.
4..
From eight (8) to ten (10) years' experience gained through increasingly
responsible management positions within Human Resources.
5. A minimum of three (3) years' recent experience as the top Human Resources executive of a company with 800 to 1,000 employees in a nonunion manufacturing and office environment. Direct marketing companies a plus.
Personal Characteristics:
1.
High energy level, comfortable performing multifaceted projects in conjunction
with day-to-day activities.
2.
Superior interpersonal abilities. Ability to get along with diverse
personalities, tactful, mature, flexible.
3.
Good reasoning abilities. Sound judgment.
4.
Good communication skills.
5.
Resourceful and well organized.
6.
Participative management style—advocate of team concept.
7.
Ability to establish credibility and be decisive—but be able to recognize and
support the organization's preferences and priorities.
8. Results and people oriented, but have sound judgment—ability to balance other business considerations. Service oriented, but assertive/persuasive.
Organizational Relationships:
1.
Accountable to the Chair for all phases of activities.
2.
Positions accountable to the Vice President, Human Resources, for all phases of
their activities:
• Manager, Employee Relations; Manager, Employment and
Training
• Human Resources Representative
• Human Resources Administrative Assistant.
3.
Advises, consults, and coordinates with:
• Senior Management: organizational plans, succession
plans, company policies, legal issues, divisional results
• Treasurer and Controllers: compensation costs, budgets,
and expenses
• Director, MIS: Human Resources Automated System
• Middle Management and Supervisors: as needed.
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