Vice President, Human Resources (52703)

Essential Duties and Responsibilities The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization’s HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long‑range strategic talent management goals. Serve as a senior advisor, coach, and trusted resource to the leadership team Create, develop, and implement new programs and services related to departmental and organizational strategic goals Provide leadership and direction to the management team on HR issues such as organization design, leadership development, succession management, recruitment, performance management, training, human resource policy, talent retention strategies and compensation Evaluate and promote opportunities within and across divisions to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership Collaborate with Legal Counsel, Compliance, and Senior Leadership to review union and consultant contracts In partnership with the Legal team, oversee research and regular updating of employee manuals Oversee organization‑wide recruitment of a high‑caliber, diverse, and values‑aligned staff Promote a high level of staff engagement, including managing effective onboarding, employee survey, and exit interview processes Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs; oversee annual auditing and selection/negotiation of all benefits packages Participate in the drafting and implementation of the organization’s staffing budget; develop and manage the HR budget In partnership with the CEO, lead institutional efforts to establish a vibrant and unifying organizational culture Serve as a key internal point person for employee relations and personnel mediation Promote work‑life balance, employee wellness, and retention through creative benefits initiatives Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management Analyze and present reports to the CEO using business metrics and KPIs Represent organization in high‑level negotiations such as collective bargaining agreements Interface with labor lawyers and/or regulatory entities as needed Participate in professional development and networking conferences and events Supervisory Responsibilities Provide leadership and direction to the team to ensure the delivery of high performance, acting as an enthusiastic, positive and motivated coach Take full responsibility for the performance management of the team to ensure that quality and deadlines are achieved and maintained and that any issues are managed in line with policies, procedures and guidelines Ensure the team is appropriately staffed at all times Coordinate training programs for new staff and identify training needs for current staff Competencies At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred Passionate about talent acquisition Demonstrated creative approach in managing talent to ensure that the organization is positioned for growth and excellence Ability to build trust, influence senior executives and establish and maintain partnerships Track record of identifiable and measurable successes in managing a complex organization and implementing operational change Excellent leadership and organizational skills Demonstrated ability to manage staff to a high level of performance Demonstrated ability to lead multiple high‑profile and complex projects simultaneously Strong communication and interpersonal skills; ability to work and build relationships with people from many cultures Collaborative team player Strong business acumen, including problem solving, critical thinking and analytical skills Experience initiating training and leadership programs Thorough knowledge of employment‑related laws and regulations Knowledge of and experience with varied human resource information systems Education Experience Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s or law degree highly preferred SHRM‑CP or SHRM‑SCP required Qualifications Equal Employment Opportunity (EEO)/Affirmative Action Policy Statement: It is the policy of RiseBoro to provide equal employment opportunity to all employees and applicants for employment. No individual will be discriminated against on the basis of race, color, age, creed, religion, national origin, citizenship status, political or union affiliation, marital or partnership status, sex, sexual orientation or affectional preference, gender identity, familial status, genetic information or predisposition or characteristic, disability, status as a victim of domestic violence, status as a veteran or member of the U.S. military and related obligations, or any other characteristic protected by law. This policy applies to all terms and conditions of employment, including but not limited to, recruitment, hiring, job placement, compensation, benefits, training and apprenticeship, employee development, promotion, demotion, discipline, transfer, lay‑off and recall, and termination. RiseBoro makes reasonable accommodations based on religion and/or disability as required by law, and requests for accommodation are to be directed to the Human Resources Department. #J-18808-Ljbffr RiseBoro Community Partnership