In collaboration with HOPCo Human Resources, the Vice President of People and Culture, North Florida Market is responsible for the overall administration of the Human Resources services and organizational development projects, programs, and strategic organizational effectiveness processes and learning initiatives including but not limited to recruiting and staffing, performance management, reward and recognition, employee relations, compensation, and benefits. The VP plans, directs, and reviews Human Resources policies, procedures, and practices to ensure company-wide legal compliance and implementation of the organization’s mission and talent strategy.

ESSENTIAL FUNCTIONS

• Responsible for the administration of the human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Educates/advises the management team concerning Human Resource policies, including employee relation issues, corrective action process, conduct, and the termination process.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Manages annual budgets as assigned and assists the CFO and Financial team in preparing necessary labor, benefits, and other business costs related to personnel management.
• Administers and manages the compensation plan and recommends changes to ensure that the company remains competitive with market rates for wages/salaries and benefits.
• Identifies key performance indicators for the organization’s human resource and talent management functions, and assesses the organization’s success and market competitiveness based on these metrics.
• Develops and administers new hire orientation for all employees. Ensures that employees receive training regarding policies, and procedures to include OSHA, HIPAA, Harassment, Safety, and EEO.
• Facilitates peer-to-peer and employee-manager discussion mediations. Practices an open-door policy to encourage management and employees to discuss issues and grievances.
• Recommends and facilitates employee recognition programs, efforts, and events. Ensures employee assistance is available for emergency relief.
• Works directly with management to evaluate and participate in training for staff development and training for new managers.
• Other duties as assigned.

EDUCATION

• A bachelor’s degree in Human Resources or related field is required. Master’s degree preferred.

EXPERIENCE

• Minimum of five years of human resource management experience required.
• Minimum of three years in the healthcare field.
• SHRM-CP or SHRM-SCP is highly preferred.

REQUIREMENTS

• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite, Excel, PowerPoint, or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

KNOWLEDGE

• Knowledge of federal and state employment/labor laws and human resource policies.
• Knowledge of wage/salary surveys and employment satisfaction surveys.
• Knowledge of compensation/benefits administration.
• Knowledge of payroll/HRIS system.

SKILLS

• Skills in maintaining current knowledge concerning employment, employee relations, compensation, and government regulations.
• Skill in gathering/analyzing objective and subjective data regarding personnel matters and facilitation resolution.
• Skill in advising/educating managers and supervisors on best Human Resource practices including employee training, motivation, development, and discipline/termination.
• Skill in effectively communicating with employees and management both in oral and written form.

ABILITIES

• Ability to adapt to the needs of the organization and employees.
• Ability to provide excellent customer service and interact with diverse personalities.
• Ability to establish credibility for the department and recognize the needs of management and employees.
• Ability to be comfortable performing multiple projects in conjunction with day-to-day activities.

ENVIRONMENTAL WORKING CONDITIONS

• Normal office environment
• Some travel within the community.

PHYSICAL/MENTAL DEMANDS

• This can occasionally be a high-stress work area requiring the ability to make quick decisions while being organized and prioritizing appropriately.
• Requires sitting and standing associated with a normal office environment.
• Some bending and stretching are required.
• Manual dexterity using a calculator and computer keyboard.

ORGANIZATIONAL REQUIREMENTS

• HOPCo's Mission, Vision, and Values must be acknowledged and adhered to.