Vice President Human Resources

On behalf of our client, a member-owned life insurance company, we are seeking a Vice President of Human Resources to be a member of the executive leadership team and the senior executive responsible for ensuring the organization has the leadership, talent, culture, capabilities, workforce and organizational structure required to execute its strategy. The incumbent serves as a trusted strategic advisor to the CEO, executive leadership team and Board, translating business priorities into an integrated, multi-year people and workforce strategy. The chosen professional will lead the development, delivery and alignment of HR strategy with organizational mission, long-term growth and business objectives. The role partners with leaders to strengthen organizational effectiveness, leadership capability, talent management, succession, workforce planning, culture, employee engagement, change management and performance. Our candidate of choice uses workforce data and analytics to identify trends, anticipate talent risks and inform business decisions. Location This position is remote with ideal home office strategically located near one of their 3 Midwest offices (Madison, Chicago, Minneapolis) with secondary preference anywhere within United States. Key Priorities Partners with the CEO and executive leadership team to translate the organization’s strategic priorities into a comprehensive, multi-year people and workforce strategy. Serves as the CEO’s principal strategic advisor on people, culture, leadership, organizational effectiveness and workforce matters; strengthens executive team effectiveness, alignment and accountability. Develops and maintains a 3–5-year workforce strategy that anticipates critical capabilities, talent requirements, organizational structure, workforce costs and future workforce needs. Leads organizational effectiveness and organizational design initiatives to ensure structure, roles, decision-making, accountability and talent are aligned with the organization’s strategy. Develops an enterprise talent strategy encompassing talent acquisition, development, retention, internal mobility, critical-role identification, high-potential talent and succession planning. Partners with executives to strengthen leadership effectiveness and build a sustainable leadership pipeline, including executive succession and continuity planning. Provides executive coaching and strategic counsel on performance management, talent management, succession planning, employee engagement, organizational design, workforce planning, employee development, recruiting and employee relations. Creates and manages a workforce strategy that addresses the best way to staff for business needs, including improving effectiveness of when and how to use contractor staff. Defines and advances the organization’s desired culture and leads initiatives that strengthen alignment between culture, values, employee experience and business strategy. Leads the employee engagement survey process and ensures follow-up actions are translated into measurable improvements in engagement, productivity and retention. Leads change management and the people dimension of significant organizational transformations. Establishes meaningful people and workforce analytics that provide executives and the Board with insight into workforce trends, talent risks, org. effectiveness, retention, productivity and future workforce needs. Develops and monitors a strategic HR scorecard and informs executive decision-making. Ensures a fair, transparent and competitive compensation structure and administration process, including partnering with leadership to establish compensation philosophy, job pricing, merit and promotion practices, and effective manager communication. Acts as a liaison to the Governance & Compensation Committee and provides strategic counsel regarding compensation philosophy and executive and organizational talent matters. Provides leadership and direction to all recruiting functions and ensures talent acquisition strategies support current and future workforce requirements. Provides leadership for employee relations, coaching, discipline, investigations and termination (w/ legal). Builds and implements leadership, professional development and organizational capability programs that support technical knowledge, leadership skills and continuous improvement. Analyzes benefit design, costs and competitiveness; recommends changes that support the organization’s talent strategy, financial objectives and employee needs; and oversees benefit administration and education. Oversees HR systems and technology strategy to automate and improve HR processes, strengthen the employee experience and provide reliable workforce information for decision-making. Remains current on laws and regulations affecting the organization and ensures HR practices, policies and programs comply with applicable requirements. Provides leadership to the HR department and establishes a high-performing, strategic HR function with clear priorities, capabilities, accountability and service expectations. Actively develops HR team members through coaching, professional development, succession planning and opportunities for advancement; creates and manages the annual HR department budget. Acts as a strategic liaison to the Board of Directors on people, culture, leadership, succession, workforce strategy and organizational risk; periodically presents workforce analytics & talent trends. Partners with the Board to complete the CEO performance review and supports ongoing executive succession planning. Experience & Competencies Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, OR equivalent professional experience. 10–15 years of progressive HR leadership experience, including 5+ years in a senior or executive people leadership role and demonstrated experience serving as a strategic HR business partner to C-suite executives. Demonstrated experience translating organizational strategy into people strategy, workforce planning and organizational effectiveness initiatives. Experience advising executive leadership and, preferably, a Board of Directors on talent, leadership, culture, succession and workforce matters. Preferred SHRM-SCP, SPHR, or equivalent senior HR certification. Experience in insurance, financial services, or fraternal/mutual benefit organization contexts. Graduate degree in a relevant field (MBA, MHRM, or equivalent). Knowledge, Skills & Abilities Connects decisions about people, place and programs to organizational mission, business strategy and the communities it serves. Demonstrated expertise in strategic HR practices including workforce strategy, organizational effectiveness and design, talent management, succession, leadership development, culture, change management and employee experience, combined with strong HR generalist knowledge. Strong business acumen and the ability to understand organizational strategy, financial considerations, operating priorities and workforce economics and translate them into people decisions. Ability to quickly build trusted relationships and influence the CEO, executive leadership team, Board, stakeholders and peer groups. Expert coaching, mentoring, facilitation and executive advisory skills; able to challenge leaders constructively and drive accountability. Superior problem-solving, critical thinking and decision-making skills, with the ability to anticipate organizational and talent risks and develop practical solutions. Strong analytical and data-driven decision-making skills, including the ability to translate workforce data and analytics into actionable business recommendations. Excellent verbal and written communication skills; ability to communicate complex strategic ideas to all levels of employees by adapting the message as appropriate. Demonstrated ability to prioritize multiple, competing organizational needs and establish clear enterprise HR priorities using sound project and change management principles. Demonstrated experience managing the annual budget for a department and evaluating the financial and organizational impact of HR investments. Proven capability to build, lead and develop a high-performing HR team and to establish appropriate capabilities across business partnering, talent, recruiting, employee relations and HR operations. Strategic thinker with the ability to balance long-term organizational needs with immediate business priorities and operational requirements. Demonstrated ability to lead through ambiguity, organizational change and transformation while maintaining trust, engagement and organizational effectiveness. Other Requirements & Considerations Position is primarily sedentary, performed in a professional office environment, with frequent use of computer keyboards and monitors, with or without reasonable accommodation. Occasional movement between office locations or facilities sites; may involve standing, walking, or navigating multi‑floor buildings. Work may periodically require attendance at early morning, evening, or weekend events. Travel up to 20%, primarily for visits to affiliate office locations, industry conferences, and community‑facing events across organizational geographic footprint. #J-18808-Ljbffr Blue Lake Consulting Group