Vice President of Human Resources

City
Raleigh
State
North Carolina
Title
Vice President of Human Resources
Description

The Food Bank is poised to embrace change in the coming months as the Board of Directors leads the transition of the retiring President & CEO, and the organization builds upon the pillars of the recently completed strategic plan. The next Vice President of Human Resources will play a key role in the selection and onboarding of the next CEO while leading efforts to incorporate equity, diversity, and inclusion discussions, actions, and measurements throughout the organization as called for in the new plan.

Reporting to the President & CEO, the Vice President of Human Resources leads and implements an HR strategy focused on maximizing the alignment of the Food Bank’s mission with its people. As a member of the senior leadership team, the Vice President of Human Resources will partner with this team as well as other key stakeholders to ensure the development and advancement of an empowered, inclusive, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs. The Vice President will work closely with the Vice President of Equity, Diversity, & Inclusion (also a member of the senior leadership team) to ensure that equity, diversity, and inclusion remains at the forefront of the organization’s work and initiatives They will direct the effective delivery of all Human Resource services across the organization’s six locations including staffing, employee engagement/employee relations, safety & health, compensation and benefits, and learning and development, and they will manage the organizational insurance program.

End date
Opportunity type
Job
Category
Executive Director / CEO / Other C-Level Executives
Job responsibilities

Leadership and Organizational Effectiveness:
- Collaborates with key stakeholders across the organization to develop, integrate, and implement workforce planning and analysis, talent acquisition, learning and development, performance management, professional development, succession planning, and rewards.
- Leads the organization’s employee engagement and retention initiatives to increase organizational, programmatic, and individual performance.
- Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management, partnering with the VP of Equity, Diversity, and Inclusion to implement key diversity, equity, and inclusion initiatives and with the VP of Communications to communicate systems and processes
- Work with the Food Bank’s Board of Directors to implement people-related goals in the organization’s strategic plan.
- Influences organizational decision-making with the use of relevant, value-added metrics and analyzes and reports on same in a manner that aligns with and supports the organization’s strategic and short- and long-term business objectives.
- Works with the organization’s safety committee and others to ensure compliance with OSHA/DOT regulations and that safe work practices are reinforced as a part of organizational culture.

Talent Acquisition and Management:
- Oversees, develops, and executes talent acquisition and retention strategies and plans, including directing the design and implementation of the organization-wide employment programs for recruitment and retention strategies, candidate identification and selection methods, and diversity and inclusion strategies and measurements.
- Designs and implements talent development strategies and initiatives in a manner that ensures/tracks the quality of assessment, dialogue and follow-up across all levels of the organization.
- Develops and leads integrated talent management solutions including individual development planning, talent reviews, succession planning, and leadership development.
- Leads and develops results-driven performance management tools and processes that integrate with the organization’s values and core competencies.
- Oversees the development and delivery of comprehensive training and development programs that are aligned with the organization’s key competencies and enable employees and managers to successfully meet personal, professional, and corporate goals.
- Develop and implement a plan to address staffing needs using a variety of tools including employment and temporary employment agencies.
- Oversees new hire onboarding/orientation program to enable new employees to quickly and effectively adapt to the organization’s culture.
- Leads employee engagement survey process in partnership with Feeding America. This includes overseeing survey administration, results review and analysis, engagement action planning and others. -Develops plans to increase and improve engagement.

Employee Relations:
- Develops appropriate policies and programs to support a safe and engaging environment in alignment with the Food Bank’s values and people-focused culture. This includes, but not limited to a complaint resolution process, harassment-free workplace, positive employee relations, transparency, job training, and safety training.
- Provides confidential guidance, advice and counsel to employees and managers regarding a broad range of employee relations issues (e.g., performance issues, manager-employee communications, complaint resolution, employee engagement, attendance, etc.).
- Interprets, explains, and applies various HR practices and programs and relevant employment and labor laws to employees and managers.
- Develops and maintains progressive HR programs and practices that allow for flexibility to accommodate employees’ needs while enabling the organization to remain competitive in the external business environment.

Compensation and Benefits Management:
- Oversees, develops, and implements a progressive total rewards program balancing organizational resources with the need to maintain the organization’s competitive position in the talent marketplace.
- Manages and implements the annual compensation review process (e.g., merit pay process and market pay rates).
- Manages and implements the annual performance management cycle (annual reviews and 6-month reviews).
In partnership with the VP of Finance, oversees the management and delivery of all benefit programs (e.g., health disability, life); works with brokers as necessary when placing the organization’s employee benefits programs out for competitive bidding.
- Manages workers’ compensation claims to ensure a quick return to work and to minimize costs.
- Works in cooperation with claims adjusters, loss control representatives and risk managers in investigating claims, analysis of potential hazards, and development of methods to reduce losses.

Application qualifications

- BA/BS degree with at least 10 years of comparable experience in a senior human resources management role, or an equivalent combination of education and experience.
- Certification through the Society of Human Resources Management (SHRM) at the SHRM-CP level; SHRM-SCP level is preferred.
- Skilled in change management initiatives and operating as a member of a senior leadership team.
- Working knowledge of safety and health programs and corporate insurance, warehousing, and DOT regulations.
- Experience promoting equity, diversity, and inclusion in all areas of work of the human resources department and the organization.
- Demonstrated experience using HR information management systems, including applicant tracking and benefits management platforms.
- Experience working in highly confidential environments and ability to maintain confidentiality at all times.
- Excellent written and verbal skills, and the ability to effectively present and train.
- Highly organized, flexible, and able to effectively prioritize a wide range of tasks and responsibilities.
- Demonstrated ability to lead, delegate and motivate, building positive working relationships both internally and externally.
- Ability to work well under pressure, with good judgment and decision-making abilities.

Benefits

The role is eligible for a robust benefits package including medical/dental/vision heatlhcare plans, company provided life insurance, AD&D insurance and short- and long-term disability insurance, a 403(b) retirement plan and multiple paid time off programs.

Deadline
How to apply

The Food Bank is an equal opportunity employer. As such, it is the policy of the Food Bank to provide an equal employment opportunity to all individuals without regard to race, color, religion, national origin, age, sex (including pregnancy), marital status, disability, genetic information, veteran status, sexual orientation or expression, or other protected class characteristics. Our equal employment opportunity practices apply to all recruiting, hiring, training, transfers, promotions, job benefits, pay, dismissal practices, social and recreational activities, and any other term or condition of employment. Elinvar has been retained to conduct this search. Please send a cover letter and resume to [email protected] for confidential consideration. Applications will be considered as they are received and accepted until the position is filled. You are encouraged to apply promptly and no later than October 7, 2021.

About the organization

The Food Bank of Central & Eastern North Carolina is an exciting, challenging, and rewarding place to work. Our vision: No one goes hungry, our Mission: Nourish people. Build solutions. Empower communities. We are an equal opportunity employer and are known for our core values of Respect, Integrity, Compassion, Dedication, Teamwork, and Fun!

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