Vice President of Talent and Workforce Experience
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The Vice President of Talent Acquisition, Development, & Engagement is a key leadership role responsible for developing, implementing, and continually evaluating effective strategies to advance the organization’s talent acquisition, employee engagement, and employee learning and professional development. The Vice President is responsible for developing and directing a high performing team of professionals to ensure that the organization maintains necessary staffing with qualified employees to provide high quality supports and services and administrative functions. The Vice President will collaborate closely with executive and other senior leadership regularly to evaluate evolving staffing needs, to develop new and revised strategies as needed, and to provide clear guidance to the organization on data-driven solutions and best practices in the industry regarding talent acquisition, development, and engagement. Travel is primarily local during the business day, although some weekend, out-of-area and overnight travel may be expected.
Primary Duties and Responsibilities
- Direct all aspects of Talent Acquisition, including identifying and prioritizing open positions, marketing and outreach to referral sources, engaging qualified candidates, screening and selecting candidates, expediting job offers, and facilitating onboarding. Identify and advertise opportunities for internal advancement and encourage current employees to seek advancement. Assess the value of talent acquisition strategies and the return on investments to ensure that the organization allocates resources in strategies demonstrated to result in successful new hires. Consult with and advise departmental leadership regarding their talent acquisition, development, and engagement needs to carry out their business goals and objectives. Ensure the organization maintains fair and equitable hiring practices as an equal opportunity employer.
- Direct all aspects of Learning and Professional Development for employees, including new hire orientation, all initial and recurring trainings and certifications required by OWPDD and other oversight bodies, and non-mandated workshops and trainings to provide employees with additional opportunities for professional growth and career advancement. Ensure dynamic and effective curricula, instruction, and platforms to support employees’ successful performance of job duties and opportunities for development and advancement. Ensure ongoing systems of evaluating effectiveness of learning and development classes and programs. Oversee a reliable and comprehensive learning management system. Provide regular accurate and comprehensive reports to management on employees’ compliance with required trainings and direct effective strategies to facilitate employee compliance with required trainings and certifications. Direct the organization’s Tuition Reimbursement program.
- Direct all aspects of Employee Engagement, including developing and implementing a comprehensive employee recognition strategy to engage employees at all levels, designed to engage diverse team members. Develop, implement, and maintain events, activities, and programs to engage employees, demonstrate appreciation, and establish positive morale. Ensure the establishment and effective utilization of a robust multi-media communication platform that effectively engages employees across the organization. Continually evaluate effectiveness in retaining employees and positively impacting morale within and across departments and regions, utilizing objective metrics to assess outcomes, and adjust strategies to improve retention.
- Direct the development and implementation of effective strategies for obtaining employee feedback and evaluating engagement (morale, satisfaction, etc.), analyzing trends, and developing new strategies to address areas for improvement. Provide regular objective reports on employee engagement with recommendations.
- Model, establish, and facilitate productive and collaborative professional relationships and provide direct training to administrators and managers to promote leadership development, teamwork, relationship development, and employee engagement.
- Develop and direct all aspects of the organization’s Employee Wellness initiatives to create an overall culture of health and wellness and to engage employees. Evaluate effectiveness of wellness initiatives on relevant variables, including but not limited to health plan claims experience, absenteeism due to illness, employee engagement and morale, etc.
- Support and collaborate with the organization’s Diversity Officer to implement and promote effective Diversity, Equity, and Inclusion practices, policies, and training. Support and facilitate a culture of inclusion and belonging for all employees and develop and promote employee engagement activities to advance this culture.
- Participate in the development, implementation, and evaluation of the organization’s three-year strategic plans. Act as chair of Strategic Plan Goal Committee(s) as requested.
- Maintain responsibility for organization’s compliance with all applicable federal, state, and local laws pertaining to hiring and other relevant personnel matters, as well as compliance with OPWDD, SED, DOH, and other applicable industry regulations. Maintain current knowledge of related laws, regulations, and enforcement trends.
- Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance.
- Assess relevant business procedures and systems and recommend changes for efficiency/effectiveness. Develop and manage annual departmental budget.
- Provide regular ongoing supervision and training for direct reports and other members of the Talent Acquisition, Development & Engagement.
- Represent the organization at local, regional, statewide, and national conferences, as requested and approved, to remain familiar with current trends and best practices and to serve as an ambassador for the organization. Offer presentations and workshops, as appropriate and needed, at conferences.
- Participate on internal and external committees and special projects as assigned.
- Review, analyze, and evaluate department’s effectiveness and success in key performance areas, report concerns to Executive Management, and implement changes to improve where necessary.
- Other duties as assigned.
- Bachelor’s degree or higher and credential in Human Resources (e.g., SHRM-SCP, PHR, CEBS, etc.); Master’s degree or higher preferred.
- Ten (10) or more years progressive supervisory experience in Human Resources Management.
- Demonstrated expertise and a record of success in Talent Acquisition, Engagement, and Professional Development; Experience in additional Human Resources areas preferred.
- Demonstrated commitment to and experience in designing, supporting, and leading organization-wide initiatives.
- Demonstrated record of meeting deadlines and delivering effective measurable outcomes.
- Experience with talent metrics and data analytics preferred.
- Strong interpersonal and written and verbal communication skills.
- Strong organizational, time-management, and leadership skills.
Seniority Level
- Executive
Employment Type
- Full-time
Job Function
- Other
Industries
- Individual and Family Services