VP, People & Culture
Currently Remote, NY
|Date Posted||January 11, 2022|
Our client is a well-recognized marketing agency of creative thinkers that specializes in brand building through conversation. They do this for the world’s leading brands with an integrated team across all marketing disciplines. Whether it’s developing strategy, building powerful brand narratives, crafting insight-driven creative, producing content, or engaging the media, everything they produce is designed to inspire, incite, and shape conversation for the benefit of their client partners, their customers, and stakeholders.
They are seeking a Vice President (VP) of People & Culture to serve as the key management team member overseeing the experience of their most important resources – people. The VP will be responsible for leading the vision, development, and execution of talent and culture management programs aimed at the acquisition, retainment, and enrichment of Associates. In addition, this leader will proactively plan for, address, and forecast future talent and culture needs, including change management. The role will report to the Chief Administrative Officer (CAO) and work with the executive team and management team to ensure the development and advancement of an empowered, value-driven, diverse, and inclusive workplace culture.
Organizational Effectiveness Duties
- Catalyze organizational performance through leadership – linking strategy to structure, building a transformational change approach, and navigating complex administrative issues.
- Collaborate with leaders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and development, performance management, employee engagement and retention, succession planning, and compensation. Understand and add value to the critical staffing allocations process, helping to build financially solvent teams with a focus on career advancement as associates grow within the organization
- Support the development and implementation of an enterprise compensation and benefits strategy.
- Influence organizational decision-making with the use of relevant, value-added metrics and data.
Leadership and Talent Management Duties
- Design and implement integrated talent management solutions, including executive coaching, individual development planning, talent review, succession planning, and leadership development.
- Oversee and coordinate in-house talent acquisition process, with special emphasis on best practices and resources to find and attract a diverse pool of candidates of the highest caliber. Design and implement strategies and protocols to effectively interview, hire and retain a broadly diverse staff.
- Lead and develop results-driven performance management tools and processes that integrate with company’s values and core competencies.
- Foster and strengthen comprehensive diversity, equity, and inclusion strategies and develop DE&I capabilities throughout leadership and within the organization. Co-lead DE&I Council, a group of leaders appointed to shape, champion, and take action on our DE&I mission and vision
- Advance existing talent development processes and tools, ensure/track the quality of the assessments and dialogue across all levels of the organization.
Workplace Culture Management Duties
- Foster a culture of accountability, diversity, equity & inclusion, trust, recognition, and results among staff at all levels.
- Responsible for all elements of strategies aimed at maintaining a healthy workplace culture, including employee communications, engagement, and relations across the enterprise.
- Proactively drive effective employee communications while maintaining a strong pulse on staff morale, sentiments, and concerns.
- Effectively address components of workplace culture that impede organizational and individual effectiveness in a manner consistent with company’s values.
Other Human Capital Management Duties
- Ensure compliance with all applicable Federal, State, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, OSHA, PPACA, workers' compensation, etc.
- Guide the design, implementation, and testing of all human capital-related technology to improve established goals and outcomes.
- Provide dynamic leadership to the human resource team through timely feedback, fostering an environment of continuous learning consistent with the organization's needs, team, and individual staff members.
SKILS & QUALIFICATIONS
- Bachelor's degree.
- Minimum of 10 years of leadership experience in Human Resource Management, preferably with an organization of national scope.
- Senior Professional in Human Resources (SPHR) and/or SHRM Senior Certified Professional (SHRM-SCP) certification is strongly preferred.
- A proven track record of enriching organizational cultures and successfully leading innovative changes to enhance the employee experience.
- Demonstrated advanced knowledge in leading human resources practices, including talent management, organizational development, diversity and inclusion, performance management, labor relations, employee communications, and applicable laws and regulations governing these areas.
- Demonstrated forward-thinking strategic leadership across the organization to executives, management, and staff at all levels.
- Experience conceptualizing, leading, implementing, and monitoring human resources initiatives in the context of organization-wide objectives.
- Ability to process and present information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders, including members of the Board of Directors, outside organizations, vendors, management, and staff.
- Ability to balance accountability with emotional intelligence in all interactions.
- Must demonstrate sensitivity with staff representing all areas of diversity.