The Woodmansee Group is a Retained Executive Search Firm representing an aviation company. They are a well-established leader in the industry and seeking an SVP, HR.
This role is tasked with leading the HR team and is expected to be an organization-wide thinker who works collaboratively with other department leaders in driving the organization's Human Resources strategy, operations, and resource planning for organizational effectiveness and performance. In addition, this position is responsible for the development and implementation of HR strategic planning, tactical and operational HR initiatives, and tools that enable the organization to achieve success in recruitment, development, and retention initiatives. He or she will provide management to all personnel performing human resources and corporate training responsibilities.
The role reports to the President and is based in Bridgewater, VA.
This role is tasked with leading the HR team and is expected to be an organization-wide thinker who works collaboratively with other department leaders in driving the organization's Human Resources strategy, operations and resource planning for organizational effectiveness and performance.
In addition, this position is responsible for the development and implementation of HR strategic planning, tactical and operational HR initiatives and tools that enable the organization to achieve success in Recruit, Develop and Retain initiatives. He or she will provide management to all personnel performing human resources and corporate training responsibilities.
The role is based at the corporate headquarters in Bridgewater, Virginia and will require the successful candidate to relocate to the Bridgewater or surrounding areas.
This position's core responsibilities include:
- Recruit: Effectively scale hiring for growth through successful campaigns that fill immediate needs and increase awareness in labor market for future needs. Build a recruiting function that achieves dramatic results while also unearthing diamonds in the rough.
- Develop: Create an incredibly effective training and development function through a laser focus on continuous improvement and feedback.
- Retain: Establish a strategy of reward and recognition practices that are competitive, market-driven and enable outstanding client retention. Develop solutions with leadership team on organizational issues including organizational design and structure and organizational effectiveness to enhance cultural attributes.
- Responsible for change management by developing and implementing strategics and frameworks that impact people programs, culture, and organizational process.
- Drive workforce planning efforts in alignment with short and long-term business needs.
- Benchmark (internally and externally) total reward practices to ensure market-driven pay and internal equity.
- Create strategies to recruit, develop and retain outstanding employees and provide strategic direction in the processes and practices associated with the attraction, development and retention of talent.
- Develop and execute the annual HR operating plan. Implement metrics, reports and analytics to measure value, efficiency and effectiveness of the plan.
- Maintain a working knowledge of relevant regulatory issues, professional or industry substantive codes and federal and state laws and regulations.
- Broad business acumen. Demonstrated track record of driving results and growth through execution of HR initiatives and able to speak to key HR and business metrics, including metrics driven personally, as well as those driven through the performance of the broader HR team.
- Proven capability with a full complement of human resources objectives including talent acquisition, talent management, leadership development, compensation and benefits, and HR information systems.
- Strong strategic and analytical skills. Able to assess processes and outcomes by establishing solid metrics of performance.
- Served as part of a world-class organization, understanding dimensions of a healthy, vibrant culture. Knows how to drive engagement and continue to shape culture.
- A servant leader who can quickly establish themselves as a valued member of the business leadership team.
- Able to effectively balance competing priorities to fulfill all internal customer expectations.
- Demonstrated efforts to prioritize, develop and recommend diversity initiatives and programs to allow the corporation to embrace applicants and employees of all backgrounds promoting diversity and inclusion at all levels of the organization.
- Other duties as assigned by the President, and other executive leadership.
Ideal Experience & Profile
Professional Human Resources Leader with previous experience in growing a team substantially (doubling and possibly tripling the number of employees over several years)
Traits Desired include:
- Attracts talented people and uses them at their highest point of contribution.
- Creates an intense environment that requires people's best thinking and work.
- Defines an opportunity that causes people to stretch.
- Drives sound decisions through rigorous debate.
- Gives other people ownership for results and invests in their success.
Additional desired experience, skills and traits:
- Minimum of 15 years of experience in HR industry within customer focused, services organization, aviation, or manufacturing environment
- Bachelor's degree in human resources management, Business Administration, or equivalent experience. Advanced degree / MBA preferred and SPHR is a plus.
- Demonstrated experience growing multiple businesses as the Human Resources executive leader.
- Prior experience in a senior HR role within a public or privately-owned (preferred) and operated company.
- Prior military experience preferred.
- Ability to interact with both external and internal personnel at all levels.
- Excellent written and verbal communication skills.
- Ability to work within a team environment and foster consensus.
- Self-starter with the ability to work on own initiative.
- Executive compensation experience
- Union experience and experience in maintaining non-union status.