The VP of Human Resources is a pivotal position responsible for implementing, guiding, and leading the Human Resources function organization-wide. Responsible for the coordination and implementation of the Human Resource systems, processes, policies and programs. This position functions as a business partner to company leadership on issues of significant organizational importance that foster employee engagement and help drive results.
With expertise in strategy, integration, planning, training and communications, provides broad scale expert consultation, direction and guidance to leadership teams.
Ensures that human resources management activities contribute to creating and maintaining an engaging company culture and climate that attracts, motivates and retains employees.
Creates a talent acquisition strategy to attract and hire quality talent that meets the requirements of the business while ensuring efficient and best processes and procedures are followed and executed.
Leads and mentors a world-class and results-oriented human resource management function.
Ensures that all human resource activities (e.g. compensation, benefits, learning and development, etc.) are compliant with regulations, are competitive in the marketplace and provide employees with opportunities for growth and development.
Participates in the organization’s business planning processes and ensures that all human resource programs and policies are aligned with organizational goals and priorities and support the Company’s strategic and financial goals.
Responsible for ensuring the Company’s Core Values are communicated and followed throughout the organization.
Leads an integrated vision for talent, from organization-wide strategic initiatives to essential workforce policies and practices.
Implements a staffing practice that values all employees.
Coordinates and participates in strategic planning aimed at reducing the incidence of worker's compensation-related injuries organization wide.
Creates total compensation philosophy and program with supporting systems based on solid fundamentals, surveys, market intelligence and common sense. Refine compensation and benefits where necessary to make sure they are optimal, competitive, cost beneficial and appropriate to each location.
Leads strategic talent and organizational planning - assesses current workforce capabilities and organizational structural issues; forecasts talent needs due to expansion and expected turnover; works closely with CEO and leadership team on building the work/organization structures to support maximum performance of team and maintains succession plan for all departments.
Provides insight and input into business strategy based on implications of people and organizational strengths and constraints. Frames issues and brings the right analytics to discussions and problem solving on how to create the right, cost-effective workforce strategies. Partners with leaders on tactics to develop and implement long-term people strategies, policies and practices that reflect the vision of the organization.
Leads Organizational Development strategy to create systems, processes and structure to create a culture and employee brand that is aligned with the company mission, values and impact.
Supports management by providing advice, counsel, and decisions, analyzing information and applications.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Some travel required (approximately 10%).
Demonstrated support and passion around the Company’s Core Values and Mission.
Can quickly establish credibility and respect and build strong working relationships with peers/teams/departments. Demonstrable influence, collaboration, and professionalism.
Ability to coach and counsel both employees and executive-level management.
Ability to develop others by leading paths for career development and constructively delivering honest and direct feedback to direct reports and colleagues.
Ability to multi-task and balance numerous priorities in a fast paced, deadline-oriented environment.
Excellent organizational, analytical and project management skills, with particular attention to quality and detail.
Excellent communication skills—verbal, written, presentation and delivery skills.
Strong conflict management, facilitation and collaborative problem-resolution skills.
Exceptional leadership and negotiation skills.
Excellent problem solving, strategic thinking, and decision-making– balances data, wisdom, experience, and judgment to make sound decisions aligned with their culture and values.
Experience developing an employee relations plan in a multi-unit environment.
Experience leading the development and creation of human resources functions.
Experience leading multi-unit, multi-function organizational development/effectiveness functions.
Approachability, strong listening skills, and the ability to diffuse and resolve high-tension situations.
Knowledge of legal requirements for compliance, diversity, wage & hour laws and other rules governing human capital management.
To perform this job successfully, an individual must be able to perform each essential duty. The requirements listed above are representative of the knowledge, skill, and/or ability required. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Bachelor’s Degree, preferably in Organizational Development, Adult Education, Organizational Psychology, Human Resources, Business Administration or related field
Minimum of twelve (12) years of experience in human resources management
Knowledge of federal and state labor laws in all DNW locations.
Master’s Degree in business, Human Resources or HR-related concepts, models, and tools.
Certified SPHR, Six Sigma, executive coaching
Healthcare industry experience
While performing the duties of this Job, the employee is regularly required to stand for long periods; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk, hear, taste and smell. The employee must occasionally lift and/or move up to 25 pounds.
The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified.
Internal Number: 2018-000
About Donor Network West
Donor Network West saves and heals lives through organ and tissue donation. We honor and respect the donors and families we serve with compassionate care, and inspire our communities to donate life.
Our vision is to be the premier community resource for organ and tissue donation in our service area. We will provide excellent and compassionate support and service to the public and health care professionals who serve them in the hope that each person will choose to be a donor.
Who We Are
Donor Network West is proud to be the third largest federally designated organ procurement organization and one of the largest tissue recovery organizations in the nation. Donor Network West has connected donors’ gifts to those in need since 1987.
What We Do
Donor Network West works in close partnership with families, doctors, nurses, more than 500 funeral homes and 44 coroners and medical examiners to connect donors to recipients, because every donation is a generous, powerful gift that can save and heal the life of someone in need.