Under the direction of the President, the Vice President of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s HR strategy. S(he) administers or oversees the administration of human resource programs including, but not limited to, HR budget; payroll; compensation, benefits, and leave; disciplinary matters; disputes and investigations; recruitment and retention; performance and talent management; recognition and morale; occupational health and safety; HRIS; organizational development; and training and development. The role requires a strategic, HR professional, who will work fully onsite in New Berlin, WI.

ESSENTIAL DUTIES:

HR Administration

• Understand, uphold, and communicate the company’s guiding principles of culture, teamwork, continuous improvement, results, and customer focus.
• Maintain a high level of personal knowledge of all company policies and procedures.
• Collaborate with senior leadership to understand the organizations goals and develop the HR strategy.
• Establish and manage the HR budget.
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
• Oversee the analysis, maintenance, and communication of records required by law or local governing bodies or other departments in the organization including but not limited to records of insurance coverage, benefit plans, and personnel transactions such as hires, promotions, transfers, performance reviews, and terminations.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to executive management. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations.
• Provide technical advice and knowledge to others regarding the human resources discipline.
• Respond to employee relations issues including but not limited to conflict resolution, disputes, harassment, and general questions.
• Consult with legal counsel as appropriate for personnel matters. Represent the organization at personnel related hearings and investigations.
• Prepare reports, monitor key HR metrics, and recommend improvements as needed.
• Develop and maintain affirmative action program.
• Conduct exit interviews and communicate necessary information to interested parties.
• Conduct orientations for newly hired team members.
• Conduct touchpoints at 14, 30, 60, 90 and 180 days of employment for new hires or new internal roles.
• Seek to improve operational efficiency of the job and department when opportunity presents.

Compensation and Benefits

Develop and manage comprehensive compensation and benefit plans that are competitive, cost effective and support the retention of talent. Key contributor in the analysis, modification, and selection of employee benefit programs including medical, dental, vision, life, and disability insurance; 401(k) plan; PTO; and employee assistance programs.

Complete compliance testing and benefits censuses as needed.

Ensure annual benefit plan filings are completed accurately and timely.

Review the compensation philosophy and use internal/external benchmarking data to develop internal guidelines consistent with stated philosophies.

Manage participation in salary surveys; analyze survey results and recommend changes to the compensation program to maintain compensation objectives and competitive position in the marketplace.

Organizational Development

In conjunction with leadership team members, strategize proper organizational structure and prepare and maintain job descriptions on all company positions.

Serve as an effective and responsive internal consultant to the leadership team regarding team member development, engagement, counseling, etc.

Develop tools to help leaders evaluate and develop team members.

Develop or select leadership training topics aimed at developing leadership abilities and ensuring legal compliance.

As requested by team leaders, source and coordinate training vendors and programs to address specific development needs in the organization.

HRIS

Source, select, and implement HR software applications to support the organization as needed.

Enhance and/or develop, implement, and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation.

Act as a Subject Matter Expert, Administrator, and Power User to the organization regarding HR systems such as Applicant Tracking, HR Management, and other HR applications. Remain informed about current and emerging technologies and their application within HR.

Recruiting

• Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.
• Manage the recruitment and employment process for all jobs. Review job descriptions, post jobs online or through recruiters, evaluates candidates by reviewing resumes and applications with managers, schedules interviews, conducts reference and background checks, and arranges pre-employment drug screens.
• Establish and maintain recruiting budget.

Safety

• Ensure existence of a comprehensive safety program for the organization and keep up to date on trends in the safety industry.
• Participate in the Health and Safety Committee and ensure compliance with OSHA and continuous improvement of the safety program.
• Ensure safety training is executed and tracked in accordance with safety programs.
• Monitor workers’ compensation claims, utilize case management to strive for no lost time, and work with carrier to obtain timely resolution to issues.

QUALIFICATIONS:

1. Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
2. 10 or more years human resource management experience required.
3. Excellent verbal and written communication skills.
4. Excellent interpersonal and negotiation skills.
5. Excellent organizational skills and time management skills with a proven ability to meet deadlines.
6. Strong analytical and problem-solving skills.
7. Strong supervisory and leadership skills.
8. Ability to adapt to the needs of the organization and employees.
9. Ability to prioritize tasks and to delegate them when appropriate.
10. Thorough knowledge of employment-related laws and regulations.
11. Proficient with Microsoft Office Suite or related software.
12. Proficiency with or the ability to quickly learn the organizations HR Information systems.

SUPERVISORY RESPONSIBILITY:

• This position supervises HR staff.