Chief Human Resources Ofc

The Chief Human Resources Officer is a member of the InVision Human Services Executive Leadership Team responsible for developing, overseeing, and implementing a talent acquisition and management strategy which is aligned with the vision, mission, values, and philosophy of the company and has leadership responsibility for the Human Resources and Learning and Development departments. The position partners with the Chief Executive Officer to provide an array of advice and consultation on initiatives including and not limited to company/subsidiary infrastructure, diversity, executive coaching and development, executive team building, executive compensation, company strategy, employment law/compliance matters, employee engagement, organizational design, change management, and workplace morale/effectiveness. The position partners and collaborates with executive leadership to sustain a culture consistent with the company’s core values and develops strategies and initiatives in support of those objectives. The Chief Human Resources Officer (CHRO) has shared responsibility for the overall strategic direction of the company ensuring business initiatives are aligned with philosophy, vision, culture, and mission.

ESSENTIAL FUNCTIONS

The position oversees the Human Resources and Learning and Development departments and functions in a manner consistent with the company’s vision, mission, values, and philosophy and in conjunction with those objectives, oversees the development and implementation of HR and L&D initiatives, policies/procedures, and programs that are aligned with the overarching strategy of the company. The position is responsible for overseeing compensation matters for the company and will act as the internal subject matter expert for executive compensation. Other Functional responsibilities include:

• Ensures department initiatives are aligned with the company’s established mission, vision, philosophy, culture, and core values

• Ensures a culture of excellence and corresponding expectations aligned with the company values.

• Actively participates in the development of the long-term strategy for the company

• Collaborates with executive leadership on all aspects of the strategic planning process

• Oversees the development of the Human Resources and Learning and Development department strategic plans.

• Ensures the company is in compliance with all federal, state, and local regulations as it pertains to human resources and employment law.

• Oversees the annual review, preparation, and administration of the company wage, salary, and benefits programs.

• Oversees, assesses, analyzes, and performs all HR due diligence with potential new acquisitions and/or partnerships.

• Oversees the development and revision of company HR policies, procedures, and practices as needed and communicates changes effectively.

• Consults with legal counsel as appropriate, and/or as directed by the Chief Executive Officer on human resource matters.

• Oversees executive compensation methodologies.

• Oversees and directs existing HR functions and staff.

• Directs and manages the staff of the Human Resources Department.

• Oversees the development of executive/senior leadership development programs and initiatives for the company.

• Oversees CEO and senior management succession planning.

• Oversees management of company benefit programs including medical, dental, life, accident and disability insurance, vision, and 401K programs. Develop and implement changes to the plans as necessary to remain competitive and equitable.

• Oversees the development of wage and salary policies and initiatives that are competitive, legal, equitable, and designed to attract, reward, and retain valued and key staff.

• Ensures overall Learning & Development philosophy is aligned with the strategic initiatives of the company.

• Ensures the implementation of effective recruitment and retention strategies that meet the growing and changing needs of the company.

• Ensures an employee engagement strategy aligned with the company mission, vision, values and culture.

• Ensures, in collaboration with the executive team, an agile organizational design that maximizes efficiency and optimizes opportunities for growth.

• Oversees the development of a budget for HR and L&D and for approval by the CEO and CFO and subsequently, the Board of Directors.

SUPERVISORY RESPONSIBILITIES

Directly supervises Director, Human Resources and the Director, Learning and Development. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE

Bachelor’s degree required in Human Resource Management or appropriate related field. Master's Degree preferred, or equivalent combination of education and experience. Minimum of 10 years management experience, 3 years executive leadership preferred, gained through increasingly responsible positions in Human Resources. Generalist background with broad knowledge of employment and recruitment, performance management, compensation and benefits, organizational planning, employee relations and learning and development. Extensive knowledge of applicable state and federal employment laws. Ability to comprehend, access and utilize electronic medium and various computer programs.

LANGUAGE SKILLS

Effective communication skills, both oral and written. Excellent interpersonal skills with the ability to positively interact with diverse personalities. Has the ability to consult, coach, influence and inspire at all organizational levels. Good organizational skills. Ability to read, analyze, and interpret professional journals, financial reports, technical procedures, and government regulations. Ability to respond to common inquiries or complaints from employees, regulatory agencies, or members of the business community. Ability to effectively present written or oral information to top management, public groups, and/or Boards of Directors.

MATHEMATICAL SKILLS

Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret and deal with several abstract and concrete variables. Ability to use strategic and innovative critical thinking skills to analyze, anticipate and solve problems or develop a course of action. Possesses the knowledge and understanding of operations fundamentals relevant to a business and/or not-for-profit/human services environment.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable

accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, talk or hear use hands to finger, handle, or feel; and reach with hands/arms. The employee is occasionally required to stand; walk and lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.

All job requirements listed indicate the minimum level of knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Employees may be required to perform any job-related function as directed by their supervisor.

The Chief Human Resources Officer is a member of the InVision Human Services Executive Leadership Team responsible for developing, overseeing, and implementing a talent acquisition and management strategy which is aligned with the vision, mission, values, and philosophy of the company and has leadership responsibility for the Human Resources and Learning and Development departments. The position partners with the Chief Executive Officer to provide an array of advice and consultation on initiatives including and not limited to company/subsidiary infrastructure, diversity, executive coaching and development, executive team building, executive compensation, company strategy, employment law/compliance matters, employee engagement, organizational design, change management, and workplace morale/effectiveness. The position partners and collaborates with executive leadership to sustain a culture consistent with the company’s core values and develops strategies and initiatives in support of those objectives. The Chief Human Resources Officer (CHRO) has shared responsibility for the overall strategic direction of the company ensuring business initiatives are aligned with philosophy, vision, culture, and mission.

ESSENTIAL FUNCTIONS

The position oversees the Human Resources and Learning and Development departments and functions in a manner consistent with the company’s vision, mission, values, and philosophy and in conjunction with those objectives, oversees the development and implementation of HR and L&D initiatives, policies/procedures, and programs that are aligned with the overarching strategy of the company. The position is responsible for overseeing compensation matters for the company and will act as the internal subject matter expert for executive compensation. Other Functional responsibilities include:

• Ensures department initiatives are aligned with the company’s established mission, vision, philosophy, culture, and core values

• Ensures a culture of excellence and corresponding expectations aligned with the company values.

• Actively participates in the development of the long-term strategy for the company

• Collaborates with executive leadership on all aspects of the strategic planning process

• Oversees the development of the Human Resources and Learning and Development department strategic plans.

• Ensures the company is in compliance with all federal, state, and local regulations as it pertains to human resources and employment law.

• Oversees the annual review, preparation, and administration of the company wage, salary, and benefits programs.

• Oversees, assesses, analyzes, and performs all HR due diligence with potential new acquisitions and/or partnerships.

• Oversees the development and revision of company HR policies, procedures, and practices as needed and communicates changes effectively.

• Consults with legal counsel as appropriate, and/or as directed by the Chief Executive Officer on human resource matters.

• Oversees executive compensation methodologies.

• Oversees and directs existing HR functions and staff.

• Directs and manages the staff of the Human Resources Department.

• Oversees the development of executive/senior leadership development programs and initiatives for the company.

• Oversees CEO and senior management succession planning.

• Oversees management of company benefit programs including medical, dental, life, accident and disability insurance, vision, and 401K programs. Develop and implement changes to the plans as necessary to remain competitive and equitable.

• Oversees the development of wage and salary policies and initiatives that are competitive, legal, equitable, and designed to attract, reward, and retain valued and key staff.

• Ensures overall Learning & Development philosophy is aligned with the strategic initiatives of the company.

• Ensures the implementation of effective recruitment and retention strategies that meet the growing and changing needs of the company.

• Ensures an employee engagement strategy aligned with the company mission, vision, values and culture.

• Ensures, in collaboration with the executive team, an agile organizational design that maximizes efficiency and optimizes opportunities for growth.

• Oversees the development of a budget for HR and L&D and for approval by the CEO and CFO and subsequently, the Board of Directors.

SUPERVISORY RESPONSIBILITIES

Directly supervises Director, Human Resources and the Director, Learning and Development. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE

Bachelor’s degree required in Human Resource Management or appropriate related field. Master's Degree preferred, or equivalent combination of education and experience. Minimum of 10 years management experience, 3 years executive leadership preferred, gained through increasingly responsible positions in Human Resources. Generalist background with broad knowledge of employment and recruitment, performance management, compensation and benefits, organizational planning, employee relations and learning and development. Extensive knowledge of applicable state and federal employment laws. Ability to comprehend, access and utilize electronic medium and various computer programs.

LANGUAGE SKILLS

Effective communication skills, both oral and written. Excellent interpersonal skills with the ability to positively interact with diverse personalities. Has the ability to consult, coach, influence and inspire at all organizational levels. Good organizational skills. Ability to read, analyze, and interpret professional journals, financial reports, technical procedures, and government regulations. Ability to respond to common inquiries or complaints from employees, regulatory agencies, or members of the business community. Ability to effectively present written or oral information to top management, public groups, and/or Boards of Directors.

MATHEMATICAL SKILLS

Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret and deal with several abstract and concrete variables. Ability to use strategic and innovative critical thinking skills to analyze, anticipate and solve problems or develop a course of action. Possesses the knowledge and understanding of operations fundamentals relevant to a business and/or not-for-profit/human services environment.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable

accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, talk or hear use hands to finger, handle, or feel; and reach with hands/arms. The employee is occasionally required to stand; walk and lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.

All job requirements listed indicate the minimum level of knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Employees may be required to perform any job-related function as directed by their supervisor.