What are the responsibilities and job description for the Vice President of Human Resources position at SkyWater Search Partners?
- Job Tag:
- Posted: January 31,2025
Responsibilities
Essential Duties and Responsibilities ? Human Resource Planning and Strategy: o Works with the CEO to identify and implement key human resource strategies supportive of the company’s strategic initiatives. o Aligns efforts of all HR disciplines to identify and anticipate current and future needs of the business and employee constituents while ensuring competitive positioning in the marketplace balanced with fiscally responsible management of costs to achieve desired results. o Drives continuous business process improvement, transformation and advancement of modern HR practices that will support the ever-evolving organization and employee base. Initiatives include, and are not limited to, talent management, total rewards programs, engagement, and retention strategies which maximize human capital effectiveness in this growing environment. o Leads the integration of HR focused issues brought on through future acquisitions. o Provides guidance, communications, and training to ensure consistent application of talent and employment practices and policies across the organization designed to achieve consistent interpretation and application of HR policies, programs, procedures, and applicable laws and regulations. o Plans and recommends annual budgets and related expenditures which support the near- and long-term needs of the business plan and the multi-year strategic objectives of the organization. ? Executive and Manager Partnership: o Serves as a valued partner to the company’s executives and key managers. Provides counsel and coaching as needed to support strategy and day-to-day operations. ? Recruitment and On-boarding: o Creates an employment proposition and brand that positions the company as an Employer of Choice. o Ensures effective sourcing and recruiting tools and systems are in place to attract and retain high quality candidates on a timely, cost-effective basis. o Coordinates and continues to innovate the company’s partnership and recruiting efforts with local colleges and trade schools to drive a pipeline of talent. o Develops and manages an effective on-boarding and start-up process for new hires so that they quickly become fully integrated into the organization and can be knowledgeable, productive contributors. Ensures the first 90 days are a positive experience, laying the foundation for future performance and engagement. ? Talent Management: o Provides a relevant, motivational performance management culture that includes regular two-way dialog about performance, contributions, and development needs. o Supports innovative thinking related to virtual learning and other future thinking initiatives. o Oversees the performance review process, providing coaching and training support to managers. o Ensures that managers are well-equipped to support and lead at every level. ? Employee Development: o Works with the CEO to administer Talent Assessment, Succession Planning, and Organization Development processes. o Creates a “development” culture with Development Planning in place for all key contributors and eventually for all employees. o Identifies and implements needed business-related training to support strategic initiatives. ? Employee Relations: o Creates effective policies, procedures and employee relations programs that reflect the company’s core values and provide a means of communicating with and connecting and engaging people. o Provides coaching for employee issues and performance management needs and oversees disciplinary process and termination decisions. o Provides support and facilitation of employee survey feedback and results management. ? Legal: o Ensures the business culture, behavior, and actions are consistent with effective, legal employment practices to manage risk exposure to a minimal level. o Maintains up-to-date knowledge of all employment-related law. ? Payroll: o Oversees the timely and accurate processing of payroll, including time tracking, tax filing and reporting. ? Compensation & Benefits: o Research and analyze: Research compensation and benefits policies, plans, and trends. Particular emphasis on plan evaluation as organization will continue to grow organically and through acquisitions. o Develop and implement: Create and implement new compensation and benefits programs o Ensure compliance: Ensure that programs comply with federal and state regulations o Manage budgets: Prepare and manage budgets for compensation and benefits o Manage vendors: Select and manage outside partners, such as benefits vendors, insurance brokers, and investment managers o Communicate: Communicate with employees, vendors, and other stakeholders
Desired Skills And Experience
The ideal candidate for this role should possess multi-site HR leadership experience working for an industrial manufacturer, coupled with expertise in M&A integration. The CEO is seeking an HR leader who has honed their skills in both large corporations with established practices and smaller companies demanding a hands-on approach. Key responsibilities include Human Resource Planning, Executive Partnerships, Recruitment, Talent Management, Employee Development, Legal Compliance, Payroll, Benefits Administration, and Compensation oversight. While strong preference is given to candidates based in the Twin Cities currently, exceptional individuals looking to relocate back to the area will also be considered. The CEO values someone who uses common sense, is happy to be there, and is reliable. The role necessitates a strong presence in the office 4-5 days a week, with limited travel requirements. Critical Competencies and Skills: ? Strong business process strategic thinker (people, systems, process). ? Strong EQ skills manifested in a hungry, humble and smart approach. ? Experience with multi-location industrial manufacturing environments in both union and non-union environments (company currently has no union locations). ? Experience partnering with leadership and PE partners on new acquisition(s) due diligence and integration. ? Strong business acumen demonstrating ability to drive enterprise decision making. ? Ability to operate in a fast paced, customer first environment while responsibly evolving current state HR to meet the future needs of high growth financial services business. ? Proven ability to make sound judgments and decisions and understand how decisions affect business lines and the organization as a whole. ? Demonstrated knowledge of employment law and other relevant legislation. ? Strong human relations and interpersonal skills. ? Strong relationship orientation and experience working with, coaching, and influencing business leaders. ? Excellent verbal and written communication skills. Ability to communicate effectively with all levels of employees. ? Excellent organization and time management skills. ? Strong analytical and problem-solving skills to inform decision making and prioritization. ? Strong, transparent leadership and management skills. Able to be a hands-on leader in high growth organization. ? Experience working with a geographically dispersed work force. ? Education and Qualifications: ? Bachelor’s degree in related field and/or equivalent experience; master’s preferred (MBA or MAIR) with SPHR or other related certification a plus. ? Minimum of 10-years progressively responsible human resource generalist and management experience, with at least 5-years in a manager-level role. ? Minimum of 3-years’ experience working with an executive business team as the senior human resources partner. Personal Characteristics: ? Authentic leader who is amiable and intelligent. This person will need to be able to “walk the walk” when it comes to culture. Possess unquestionable ethics, values, and integrity. ? Demonstrated leadership and team building skills; someone who understands the need for collaborative efforts and who consistently achieves goals with and through others. ? A critical thinker who is equally effective at execution. Able to successfully address both tactical and strategic issues and deliver results. ? Hands on executive with an eye for detail. Someone with an ability to take a granular view of business issues to identify key opportunities for improvement and growth. ? An individual who is able to drive best practices but has the sensitivity and antennae to recognize the nuances of the culture and how to pull teams together through common objectives and purpose. ? Excellent communication skills, both written and verbal. ? Executive presence and credibility; able to assess needs and make compelling business cases to senior executive leadership. ? Ability to work effectively with all levels and roles in the organization. ? Willingness to be flexible and adapt as situations arise and priorities change. ? Ability to constructively push thinking and challenge the status quo. ? Foster a culture that works hard but has fun. ? Skillful and flexible at working with and communicating with virtual employees. ? Intellectual agility and high EQ. ? Self-starter with an entrepreneurial spirit and “get it done” mindset.
