VP - Human Resources

About the Position

The VP of Human Resources (HR) is a strategic business partner, leadership coach, and trusted advisor to Business Unit, Operational, and Corporate leaders. This role provides comprehensive HR guidance to operations teams, proactively translating business needs into effective HR solutions that support Kenco’s operations. The VP focuses on leading talent and workforce planning, driving the implementation of the Kenco Operating System (O/S), and initiating and sustaining programs that engage and empower Kenco’s workforce. Additionally, the role addresses employee relations and all human capital needs with a forward-looking approach. This position also develops the HR P&L budget and forecasting, identifies trends, variances, and opportunities. It plays a crucial role in Kenco’s acquisition activities by overseeing due diligence and integration planning related to human capital, assessing targets, evaluating cultural alignment, and ensuring the smooth implementation of all necessary people processes. The VP of HR reports to Kenco’s head of Human Resources or the Chief Administrative Officer and leads a staff of human resources professionals who are responsible for their assigned business units/areas. 

Functions

• Directly advise operations and HR leadership to build strategies that will engage people in delivering on Kenco’s Guiding Principles; recognize and provide insights on business trends, barriers and opportunities that may impact strategic goals. 
• Coach and advise to influence Kenco’s Operations Leaders in the areas of leadership, organization effectiveness, change, building capability, and the implications of short and long-term decisions and strategies. 
• Responsible for positive employee relations and culture building programs including, workforce development and retention strategic plans, engagement assessments, and identifying proactive solutions to address possible employee relations and culture opportunities. 
• Disseminate integrated programs with appropriate cross-functional teams to include: talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions throughout the organization. 
• Oversee the implementation of policies and practices to ensure integrated geographic and cultural knowledge, understanding, and performance that contribute to Kenco’s success; review all personnel policies to assure minimum corporate liability and integration of all operational concerns. 
• Oversee the execution of the Talent Pillar of the Kenco O/S and provide coaching to both HR and Operational Teams on implementation, sustainment, and best practices of O/S tools.  
• Provide strategy on HR processes, plans, programs and tools and ensure effective utilization (compensation, employee relations, staffing, performance management, etc.). Examine key performance metrics to ensure the effectiveness of HR services support in the achievement of business strategy and goals. 
• Build capability of field HR Team to deliver support related to the delivery of HR programs and services leveraging HR trends and technology; Builds and deploys change and implementation plans that ensure transfer of capability, sustainability of HR processes, programs, systems, and tools. 
• Create a performance-driven culture through the development and implementation of consistent performance management coaching practices 
• Consult with and mentor leaders on employee relations issues; ensure that appropriate corrective actions are consistently administered and provide leadership for all employee relations to assess, investigate, mediate, and correct issues. 
• Develop strategies for new customer acquisition and mergers and acquisition activity - both in assessing targets, evaluating cultural alignment, and ensuring the smooth implementation of all necessary people processes 
• Collaborate with the HR Leadership Team to help determine proactive enterprise-wide strategic priorities and drive positive business results. 
• Proactively partner and collaborate across the HR organization, share information, and provide thought leadership and a solution-oriented mindset to optimize the business value of the HR function. 
• Constantly evaluates HR team on performance and outcomes and drives accountability to perform to necessary results. 
• Take responsibility for the complete management of a segment(s) of the HR P&L including building of an initial budget as well as forecasting and regular analysis to identify trends, variances, and opportunities for G&A optimization and revenue enhancement. Coaches field HR Team on financial acumen and budgetary responsibilities.  
• Other applicable duties as assigned. 

Qualifications

• Bachelor’s degree in Human Resources or a related field required, a Master’s degree in business, psychology, or related field preferred. 
• 10-12 years of experience in various areas of Human Resources required 
• 10-12 years in having HR Leadership responsibility across multiple operations, within a field-based environment required.  Experience in manufacturing or distribution environments is preferred. 
• 8-10 years of people leadership experience, specifically in the coaching, mentorship and grooming of HR professionals required. Proven track record to develop HR Business Partners and managers. 
• Strong Proficiency in HR Practice Areas: Talent Management, Compensation, Human capital management, employment laws  
• Strong knowledge in Organization Effectiveness Practice Areas: Integrated Talent Strategies Development/Implementation, Change Planning/Management, Capability Development, Human Capital Management, Organization Design, Performance Management/Culture Change, and Team Effectiveness. 
• Proficiency in consulting, coaching, strategic solution development, facilitation and design. 
• Strong data and analytical skills, with the ability to extrapolate, manage and break down data and information into bite size chunks.  Ability to tell the story behind the data is required. 
• Ability to multitask and prioritize multiple projects and strategies simultaneously. 
• Ability to manage diverse and multiple stakeholders. 

Competencies

·         Collaborative Leadership - Knows how to get things done through formal channels and the informal network while instilling a sense of purpose in others; sees connection to larger purposes. 

·         Communicate for Impact - Devoting the time and resources necessary to communicate the strategic vision, direction, priorities, and progress of the team for which you are responsible.

·         Customer Relationship Building - Having an intimate knowledge of the customer's changing needs and the ability to produce rapid results in all areas.

·         Financial Acumen - Maintains and applies a broad understanding of financial management principles to ensure decisions are fiscally sound, responsible, and are strategically aligned.

·         Leading Change - Ability to develop and implement an organizational strategy and to incorporate it into the organization’s long-term goals. Foster a work environment that encourages creative thinking and the ability to maintain focus, intensity and persistence, even under adversity.

·         Leading People - Ability to develop and implement strategies to maximize employee performance and foster employee engagement in meeting the organization's strategy.

·         Strategic Agility - Gains perspective and balances the pressure between daily tasks and strategic actions that impact the long-term viability of the organization.

Travel Requirements

• This position is expected to travel approximately 25% - 50%.

• A passport is not required, but recommended.

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https://www.kencogroup.com/ccpa-notice-at-collection-for-employees-and-applicants/

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)