VP - Human Resources

Vice President of Human Resources

The Vice President of Human Resources (HR) provides senior level leadership and guidance to the organization's HR operations. This role is a critical partnership with Ancora leadership to foster a high-engagement environment where employee satisfaction and holistic well-being are prioritized. The ultimate goal is to ensure Ancora remains an employer of choice while maintaining rigorous legal compliance and operational excellence.

The Vice President of HR is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, while identifying and implementing long-range strategic talent management goals. The VP of HR maintains a data driven employee retention framework that extends the average employee lifecycle, preserving company knowledge and reducing the costs associated with turnover.

Supervisory Responsibilities

• Recruits, interviews, hires, trains and supervises HR staff
• Oversees the daily workflow of the department to include payroll, benefits, wellness, HRIS, hiring, onboarding, employee HR training, and employee relations
• Manages daily HR workflows, tasks, resource allocation, reporting, communications, and ensures projects meet deadlines.
• Provides support in development of HR team and individual team member goals, ongoing performance feedback as well as constructive and timely performance evaluations
• Ensures Ancora's compliance with HR, safety and company policies and applicable laws.

Duties/Responsibilities

• Core areas of responsibility include:
• Payroll, benefits and wellness
• HRIS and employee lifecycle status processing and reporting
• Talent Acquisition, Hiring and Onboarding
• Standard Operating Procedures and Employee Forms
• Employee HR Training
• Employee Relations, Performance Management
• Employee Satisfaction, Engagement and Recognition
• Vendor Management
• Collaborates with leadership to define Ancora's long-term mission and goals; identifies ways to support this each Ancora business unit through talent management.
• Identifies key performance indicators for Ancora''s human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.
• Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
• Partners with HR team and in house counsel to maintain Ancora's employee helpdesk, ethics reporting system, conducts investigations, responds timely and thoroughly to employment claims, complaints and requests; reporting regularly to senior leaders on any identified themes and/or corrective actions
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, benefits, and talent management.
• Drafts and implements the organization's staffing budget, and the budget for the human resource department.
• Participates in professional development and networking conferences and events.
• Performs other duties as assigned.

Key Areas of Impact

• Strategic Leadership: Continue transition of HR from a functional department to a strategic partner that drives business results.
• Culture & Engagement: Cultivate an inclusive, high-performance environment that makes Ancora a "destination employer."
• Talent Optimization: Oversee end-to-end talent acquisition and retention strategies in a competitive market.
• Organizational Development: Design scalable frameworks for performance management, succession planning, and leadership coaching.

Education and Experience Required

• Bachelor's degree in Human Resources, Business Administration, or related field required
• At least five years of human resource management experience required
• Knowledge and experience leading human resources for a multi-state organization
• Excellent verbal and written communication skills
• Excellent interpersonal and conflict resolution skills
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills
• Strong supervisory and leadership skills
• Thorough knowledge of federal and multi-state employment-related laws and regulations
• Knowledge of and experience with varied human resource information systems
• Knowledge and experience with HRIS and third party payroll systems

Education and Experience Preferred

• SHRM-CP or SHRM-SCP
• Master's or law degree
• Proficient with Google Suite and ADP
• Ten years of human resource management experience with strategic, talent management, and/or business development experience

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 occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Prolonged periods sitting at a desk and working on a computer.

Work Environment

Work environment characteristics 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 usually not exposed to weather conditions. The noise level in the work environment is usually moderate.

Note: This is not necessarily an exhaustive list of all responsibilities, skills, duties, or requirements associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or require that other or different tasks be performed when circumstances change.

I have read and understand the above job description. I further understand that this is not an all-inclusive list and does not constitute a contract. My employment remains at will as with all employees of Ancora Education.