Our client, a fast-growing manufacturer of Medical Products in the Milwaukee area seeks a Vice President of Human Resources. SCOPE OF RESPONSIBILITIES The Vice President of Human Resources develops, implements, andcoordinates policies and programs concerning recruiting, employment, training and development, employee relations, compensation, payroll, employee benefits, safety and health, and employee services, and advises senior management on human resources issues. Specific responsibilities include:
- Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company.
- Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
- Develops programs to allow the corporation to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
- Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for filling the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
- Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
- Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.
- Develops appropriate policies and programs for effective management of the people resources of the corporation. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
- Enhances and/or develops, implements and enforces human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. Manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation.
- Coordinates the activities, programs and strategic HR plans of other HR departments throughout the corporation.
- Manage the entire recruiting process, from position definition and requirement through offer and assimilation into the organization.
- Refine the existing process to drive down recruiting costs, improve cycle time, and increase the quality of the candidate being interviewed.
- Develop an annual recruiting strategy and implementation plan. Implement the plan as agreed upon with Senior Management. Must be able to adjust recruiting practices to meet demands associated with company growth.
- Develop strong working relationships with the entire senior leadership team, to act as a consultant on staffing needs, requirements definition, and compensation requirements. Ensure recruitment strategy is aligned with individual business requirements and their growth goals.
- Employ proactive recruitment methods to source qualified passive candidates for exempt positions, many of which require highly specialized technical skills and experience. This includes extensive proactive professional networking, including cold calling.
- As needed, work with other parts of the organization to improve their effectiveness in interviewing, selecting and assessing candidates, and to act as a champion for the company. Also, work with them to understand how to use their own networks to facilitate recruiting.
- Continue effective relationships with colleges for college recruiting and build necessary college relationships to fill gaps in entry level recruiting.
- Continually enhance the use of tools and resources for effective recruiting, including the Internet, in-house applications, associations, etc., and employ proactive to ensure that well-qualified candidates are sourced to meet the talent needs of the organization.
- Carry out supervisory responsibilities including interviewing, hiring and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
- Develop and maintain compensation programs/plans for the entire Company.
- Develop and maintain human resources policies and procedures that comply with State and Federal laws and are consistent with company philosophy.
- Oversee Surveys and Mandatory Reports (EEOC, VETS 100, etc.)
- Plan, organize, and control all activities of the human resources department involving: employee services, new employee orientation and on-boarding processes, and maintenance of employee records.
- Recommends employee relations practices necessary to establish a positive employee-employer relationship and promotes a high level of morale.
- Maintain personnel files, including employee performance issues and PIP plan documentation.
- Participate in developing department goals, objectives and systems with the CFO, recommend changes as appropriate.
- Ensure the company is prepared for all dealings with labor counsel and government agencies including the preparation of all requested or required reporting information.
- Establish and coordinate in-house training programs that address company needs.
- Oversees the content of the Employee Handbook
- Special projects as needed.
- Must be able to manage the corporate training hub, working with all functions within the company for developing and delivering the most effective training for internal and external needs. Sales training is a priority.
- Need to develop 3 pay levels for each position with appropriate educational support to warrant level movement.
- Need to be talking with employees to be aware of career goals. QUALIFICATIONS
- Requires a bachelor's degree in human resources or a related field. MBA is a plus.
- Eight to ten years' experience in human resources in a mid-size manufacturing environment preferred.
- Excellent business communication skills are necessary
- The ability to problem solve a variety of situations is required
- Must be able to execute reasoning skills and work well independently
- Strong detail orientation, analytical skills, and computer skills are necessary
- Ability to handle multiple projects and to complete them in a timely manner is essential
- Must have proven ability to plan and organize effectively
- Must have demonstrated oneself to be trustworthy and capable of maintaining a strict adherence to confidentiality
- PHR Certification is preferred #J-18808-Ljbffr