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Vice President of Human Resources - DePaul

Company: DePaul
Location: Rochester
Posted on: January 15, 2019

Job Description:

US-NY-Rochester Category Administration Type Regular Full-Time FLSA Status Exempt Shift Days Department Human Resources Corporation Name DePaul Adult Care Communities (DACC) Carolina, DePaul Adult Care Communities (DACC) NY, DePaul Community Services (DCS), DePaul Group, DePaul Properties, DePaul Resources, Living Opportunities of DePaul (LOD) Overview The Vice President of Human Resources for DePaul is a key leader on the executive team helping to craft, shape and produce a workforce strategy that is creative and decisive in its goal to support DePaul's delivery environment. The person serves as the advisor and business partner to senior leadership, driving positive impact in the organization, while facilitating and enabling collaborations among cross-functional teams. The person is responsible for the day to day management of all aspects of the HR function including: Employee Relations, Organizational Design and Development, Talent Recruitment, Performance Management, and Compensation and Benefits. This position is responsible for ensuring that the DePaul Group, Inc. and its subsidiary corporations are fully compliant with all employee-related federal, state and local laws. This position leads all Human Resources practices and objectives to provide an employee-oriented, high performance culture that emphasizes quality, empowerment, productivity, goal attainment, and ongoing development of a superior workforce. About DePaul The DePaul Group, Inc. is a progressive, private not-for-profit organization founded in 1958, that is committed to providing quality housing and services including assisted living for seniors; residential and support services to persons with mental illness in recovery, some of whom have a history of homelessness; addiction prevention and support services, vocational programs and affordable housing. We are headquartered in Rochester, New York but provide services to people and communities across New York State, North Carolina and South Carolina, with the potential for expansion. DePaul assists individuals in achieving their optimum level of independence and success in the environment of their choice, while remaining sensitive to assessed community needs and available resources. DePaul provides care and services to over 5,000 people each year, employs over 1,500 individuals and operates over 3,000 beds. To learn more, visit www.depaul.org or on social media at Facebook, Twitter, LinkedIn, Instagram, Pinterest, YouTube, and the DePaul Blog. Culture DePaul Group, Inc. seeks energetic thought leaders and caring individuals who thrive on making a difference. We are committed to providing the highest quality care, while valuing integrity, innovation, community connectedness, and exceptional service. DePaul is an Equal Opportunity Employer. Responsibilities Duties and Responsibilities Executive Team --- While reporting to the CEO, partners with Senior Leadership Team members to adopt and integrate key HR strategies and initiatives. Consults on diversity, workforce and business issues that have an impact on the organization. --- As a member of the Senior Leadership Team, participates in key decisions pertaining to strategic initiatives, operating model and operational execution; contributes to strategic planning, supports corporate initiatives; keeps abreast of critical issues in other departments/business units; understands market and economic factors affecting the organization; participates in corporate policy development; and creates and delivers an outstanding experience for the organization's employees and customers. Department --- Responsible for all Human Resources functions including the design, development and execution of all HR strategies, policies, procedures and programs including: hiring and recruiting; compensation; benefits; employee relations, and talent management. --- Develops a strategic human resources plan which is designed to attract and retain the best talent and contributes to the development of DePaul's positive brand as the "Employer of Choice." --- Translates the human resources strategic and operational plans and goals to ensure that compensation, professional development, recruitment and retention are aligned and supports the organization's strategic initiatives. --- Partners with the departments/business units to optimize performance, productivity, and retention. Assists leaders in decisions regarding personnel actions such as hiring, promoting, and training and development. --- Develops an organizational framework to ensure the ongoing availability of qualified and motivated employees in order to meet current needs and planned future growth. Designs innovative recruiting strategies and practices aimed at identifying and acquiring talent within and outside of the organization. --- Directs the development of progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance. Oversees the evaluation of key positions in the organization to maintain a competitive market- based sustainable compensation and benefits package. --- Appropriately directs policies and programs for effective management of the people resources of the organization, including employee relations, employee safety, affirmative action, sexual harassment, employee complaints, external education, and career development. Keeps abreast of new laws, regulations, and trends and ensure compliance with federal, state, and local employment, wage and salary laws and regulations. Ensures compliance for HR regulations related to FMLA/leaves of absences, disability insurance, workers' compensation, DOL, SCA, GSA, DCAA, FAR, and AA/EEO compliance. --- Provides direction and leadership for HR programs and services to foster an environment that promotes a culture of customer service and continuous improvement. Maintain and grow relationships with internal customers to further cultivate a positive and trustworthy reputation for the HR Department. --- Provides advice and assistance to DePaul leaders in interpreting and applying policies and practices: provides guidance to resolve problems; reviews all disciplinary actions and proposed terminations with the appropriate management level and HR team. Coordinate with legal counsel in litigated and non-litigated HR matters. --- Advise DePaul leaders as required on policies and regulations to minimize risk of exposure to employee claims based on terminations, discrimination, harassment, payroll issues, workers compensation, etc. --- Improves overall employee satisfaction and engagement by identifying and responding to concerns and opportunities for improvements; handles complex employee relations issues from beginning to end. Provides consistent and fair communication and interpretation of HR policies and procedures. --- Develops and manages on-boarding programs to enable successful transitions, and to accelerate time to productivity and performance. --- Safeguards employee confidentiality by establishing, maintaining, and enforcing strict adherence to policies and procedures concerning all communications (verbal and written) including the storage of records and documents. --- Develops the annual budget, with the CEO and CFO, for the areas within the scope of responsibility; ensures that operations are managed within authorized budgets; advises, develops, reviews and approves budgets, plans, and business goals. --- Recommends partners and coordinates with outside services providers, human resources consultants, insurance brokers/carriers, retirement plan administrators, consultants, training specialists, and employment counsel. --- Creates and installs systems and controls for consistent operation of open enrollment. --- Functions as plan administrator for the 403b plan and pension plan. Also responsible for compliance w/ plan rules, federal and state statutes, including ERISA. --- Continually assesses the competitiveness of all programs and practices against the relevant comparable organizations, industries, and markets; remaining up to date on trends in human resources. --- Performs all other duties as assigned. Organizational Development --- Designs, develops, and implements a strategic organizational development plan to include organization design and development, succession planning, leadership development, talent management, change management, employee engagement efforts, and cultural change. --- Advises and coaches managers on HR policies and programs. --- Actively collaborates and builds relationships with key business and functional partners to deliver key initiatives and influence outcomes. --- Analyzes trends (organizational, business, market, geography) and their impact on the business; identifies potential roadblocks and opportunities, creating and implementing plans to address these. --- Spearheads HR Software conversions and acquisitions providing oversight and strategic direction on vetting, contracts and implementation --- Develops initiatives to support the mission, vision and values of the organization. Talent Management --- Oversees the talent management program to support a positive, performance-driven culture. Designs and develops the human resources strategies to identify strategic talent needs; identifies competency, knowledge and talent gaps; and creates a plan to build, buy and/or develop talent management tools and resources. --- Oversees the talent review process. Routinely evaluates key positions in the organization to maintain a competitive market-based sustainable compensation and benefits package for employees. --- Develops high potentials and senior leaders in order to strengthen the leadership of the organization. Advocates learning, training, development and management accountability to enhance both individual performance and organizational capability. --- Develops retention plans and programs targeting high potential and critical roles. Identifies appropriate and effective external sources for candidates for all levels within the organization. --- Supports Staff Development and Training on forward-thinking learning strategies driving organizational and departmental success through talent management, leadership development, curriculum management, learning tools and systems, and role-specific training across the organization. --- Measure employee satisfaction and identify areas that require improvement Team Management --- Evaluates the Human Resource Department's structure and team to continually improve the efficiency and effectiveness of the group, as well as, provides professional and personal growth for all employees on the team. --- Mentors, develops, and promotes appropriately skilled and experienced staff. Provides team development; establishes direction and motivates team members; creates an atmosphere of trust; leverages diverse viewpoints and experiences; coaches; encourages team dialogue; and encourages improvement and innovation. --- Ensures a positive, productive environment where employees are well suited to their position. There is a dedication to providing continuous, valuable performance reviews with candid, meaningful and timely feedback; career development and training with challenging assignments to develop the employee; and succession planning. Personal Development --- Maintains professional and technical knowledge by reviewing professional publications; establishing personal networks; benchmarking state of the art practices; and participating in professional organizations. --- Continually strives to update personal awareness, knowledge and skills including a broader base of knowledge and skill in overall business acumen. This can include advanced degrees, education, certifications for self and/or team. --- Keeps abreast of current market and industry trends and issues, new regulations and policies, and participates in industry trade groups. Identifies any new opportunities or areas of concerns for the organization. Qualifications Qualifications and Requirements --- BA/BS degree in human resources, business administration, public administration, sociology, psychology, or a related field is required. Advanced degree preferred. --- Minimum of ten years of progressive human resources and organizational development leadership responsibility, demonstrated experience leading change and influencing across functional lines to create a unified approach to managing the department. --- Expertise in a variety of the HR field's concepts, policies, practices, procedures, processes and employment laws including but not limited to Federal and State regulations. --- Broad knowledge and expertise in employment law, compensation, organizational planning, organization development, employee relations, safety, training and development and preventive labor relations. --- Must be able to work closely with other senior management throughout the organization including having a general understanding of the operations of each corporation and special personnel needs of each --- Must be well organized and able to handle multiple tasks. --- Excellent presentation, interpersonal, oral and written communication skills. --- Evidence of the practice of a high level of confidentiality. --- Strong emotional intelligence, coaching, change management and business acumen. --- Demonstrated proficiency in current technology. --- As part of the senior management team, must be available 24/7 to respond in critical situations. --- Some travel is required to establish a presence throughout the organization and its sites (currently New York, North Carolina, South Carolina). PM18 PI106790063

Keywords: DePaul, Rochester , Vice President of Human Resources - DePaul, Executive , Rochester, New York

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