human resources vice president

Mitchell Hamline School of Law

<div>Position Summary
The Vice President of Human Resources (VPHR) serves as the Title IX Deputy Coordinator, Assistant Compliance Officer, and on other key leadership committees and is a strategic advisor to President &amp; Dean and other senior leaders. The VPHR is responsible for overall leadership, administration, coordination, and evaluation of the Human Resource function including culture management, leadership development, organizational development, performance evaluation, recruitment and retention, affirmative action, employee benefits, compensation, training, employee and labor relations, and legal compliance with federal and state employment laws. The incumbent will contribute at a strategic level and deliver hands-on operational expertise and directs all aspects of the Law School's Human Resources practices, policies, objectives, and initiatives to achieve the mission and vision as well as provide consultation and guidance on the development and interpretation of human resources policies and guidelines and develops human resource initiatives in alignment with the School's strategic plan and departmental work plan.
Key Responsibilities
People Leadership<ul><li>
Oversee and contribute to all aspects of human resources, including recruitment, retention, performance management, benefits, policy development and implementation, and compliance.</li><li>
Provide strategic direction and project management for the HR team.</li><li>
Lead initiatives to strengthen organizational culture, employee engagement, and workplace inclusion.</li><li>
Develop and implement programs to build leadership and professional skills.</li><li>
Advise the President and Dean and senior leadership team on workforce planning, succession, and organizational design.</li><li>
Understand the overall climate within higher education generally, and legal education specifically.</li><li>
Establish credibility throughout the school with faculty and staff in order to be an effective listener and problem solver.</li><li>
Partner with other School leaders to understand the skill sets they and their departments need and to develop strategies to meet those needs.</li><li>
Develops effective training programs.</li><li>
Manage the culture in a way that mitigates risk and safeguards the School, its reputation and people resources.</li></ul>
Management &amp; Budget<ul><li>
Directs the activities of the Human Resource department.</li><li>
Develops a departmental work plan in alignment with the School's Strategic direction.</li><li>
Evaluates department in relation to established goals.</li><li>
Consults with managers and staff on human resources issue(s).</li><li>
Prepares periodic reports for other senior managers as needed.</li><li>
Develops and manages an annual budget.</li><li>
Updates faculty and staff compensation programs.</li><li>
Reviews job descriptions and rewrites as necessary.</li><li>
Develops the school's salary budget.</li><li>
Develops the annual merit program.</li><li>
Develops and revises the performance management program as needed.</li><li>
Serves as the School's Privacy Officer as described in HIPAA policy.</li><li>
Negotiates contracts with insurance carriers or delegates the task to a benefits broker to obtain cost-effective, maximum coverage for employees.</li><li>
Provides recommendations to Senior Leadership Team regarding proposed changes to the benefits program.</li><li>
Ensures plans meet legal requirements.</li><li>
Communicates benefits to faculty and staff.</li><li>
Manages the open enrollment process.</li><li>
Manages compliance with Affordable Care Act.</li><li>
Manages compliance with ABA faculty reporting requirements.</li></ul>
Employee Relations<ul><li>
Cultivates professional relationships to facilitate resolutions of employee and labor relations issues.</li><li>
Works with outside legal counsel as directed by General Counsel.</li><li>
Counsels managers and employees regarding employment issues.</li><li>
Develops human resource policies.</li><li>
Writes, updates and maintains faculty (in consultation with Vice Deans) and staff handbooks for the School.</li><li>
Implements and interprets policies in collaboration with the management team.</li></ul>
Recruitment &amp; Retention<ul><li>
Develops effective recruiting strategies.</li><li>
Develops retention and reward strategies.</li><li>
Helps attract outstanding candidates by articulating the School's mission and vision.</li></ul>
Qualifications<ul><li>
MBA, JD, MPA or Masters in Human Resources/Organization Development or a related field and a minimum of 8 years of leadership experience in HR, talent management, or executive operations or an equivalent combination of experience and education.</li><li>
Experience supervising HR staff, experience supervising staff at the Vice President level or above preferred.</li><li>
Strong understanding of HR best practices, and workforce development.</li><li>
Demonstrated ability to manage executive priorities, lead projects, and coordinate cross-functional initiatives.</li><li>
Excellent communication, negotiation, and interpersonal skills.</li><li>
High emotional intelligence, strategic thinking, and problem-solving capabilities.</li><li>
Experience working with governing boards.</li></ul>
Competencies<ul><li>
Strategic leadership and decision-making</li><li>
Bridging high-level thinking with practical action and results - orientation execution</li><li>
Talent development and coaching</li><li>
Change management</li><li>
Project management and operational efficiency</li><li>
Relationship building and conflict resolution</li></ul>
Pay Range
The anticipate salary range for this position is $130,000 - $175,000 per year, depending on qualifications.
Benefits<ul><li>
Health insurance</li><li>
Dental insurance</li><li>
Life/AD&amp;D insurance (MHSL pays for)</li><li>
Optional Life Insurance</li><li>
Disability Benefits (MHSL pays for)</li><li>
Generous Holidays and Winter Break</li><li>
403(b) Retirement plan (Generous MHSL match)</li><li>
Employee Assistance Program (EAP)</li><li>
Competitive compensation package</li></ul>
Why Join Us
This is a unique opportunity to shape the culture, strategy, and operations of an independent law school committed to access and opportunity. You will have a direct impact on both our people and our mission, making this role highly visible and highly influential. 
To apply, please submit a cover letter and resume. Review of applications will begin immediately and will continue until the position is filled or otherwise closed at the School's discretion. 
Mitchell Hamline School of Law does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor.
Notice of Nondiscrimination re: Title IX Sex Discrimination
Mitchell Hamline School of Law prohibits sex discrimination in any education program or activity that it operates. Individuals may report concerns or questions about sex discrimination or harassment to the Title IX Coordinator. The notice of nondiscrimination and information about reporting concerns is located on our website (https://mitchellhamline.edu/students/title-ix/).</div>

Vice President of Human Resources

Security First Insurance Company (Security First Managers)

<div>This is an onsite position in Ormond Beach
Position Summary
The Vice President, People &amp; Culture is a strategic executive leader responsible for designing and executing a comprehensive People &amp; Culture strategy that enables business success and fosters a high-performance, values-driven organization. This role provides oversight of Human Resources, Learning &amp; Development, Facilities, and Security, ensuring alignment across all functions to create an exceptional employee experience and safe, efficient workplace environment. The VP serves as a trusted advisor to executive leadership, driving organizational effectiveness, leadership development, talent strategy, and operational excellence while reinforcing a strong, inclusive culture.
Key Responsibilities
<ul><li>Provide strategic leadership and execution of a comprehensive People &amp; Culture strategy aligned with business goals</li>
<li>Serve as a key advisor and member of the executive leadership team, guiding organizational design, workforce planning, and change management</li>
<li>Lead and oversee all Human Resources functions, including talent acquisition, employee relations, compensation &amp; benefits, HRIS, performance management, and compliance</li>
<li>Drive leadership development, learning initiatives, succession planning, and organizational development to build capability and engagement</li>
<li>Establish and monitor KPIs related to talent, engagement, retention, and operational effectiveness</li>
<li>Oversee Facilities operations to ensure a safe, efficient, and engaging workplace, including space planning, vendor management, and capital projects</li>
<li>Provide oversight of corporate security, safety programs, risk mitigation, and emergency preparedness</li>
<li>Champion a values-driven, inclusive culture and a consistent, positive employee experience across the full employee lifecycle</li>
</ul>
Qualifications
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field required; Master&rsquo;s degree preferred</li>
<li>10+ years of progressive HR leadership experience, including executive-level responsibility</li>
<li>Proven experience leading multiple functional areas (HR, L&amp;D, Facilities, Security or related functions)</li>
<li>Strong knowledge of employment laws, HR best practices, and organizational development principles</li>
<li>Demonstrated ability to influence and partner with executive leadership</li>
<li>Experience leading change in a growing or evolving organization</li></ul></div>

Vice President, People & Culture

Advance Auto Parts

<div><h2 class="jobSectionHeader">Job Description</h2>
The Vice President of Field Human Resources is a strategic, enterprise-level HR executive responsible for building, leading, and optimizing a high‑performing Field HR organization that supports 4,000+ retail automotive stores across the United States. This role ensures that HR strategy, people programs, and workforce initiatives directly enable operational excellence, talent optimization, and a world-class team member experience.
The VP of Field HR partners closely with Operations leadership to align HR strategies with business priorities, shape workforce culture, and support a distributed workforce at significant scale.
Key Responsibilities
Strategic Leadership<ul><li>
Develop and execute the Field HR strategy aligned to enterprise goals, retail operations priorities, and organizational culture.</li><li>
Serve as a trusted advisor to senior leaders, providing thought leadership in the areas of field workforce strategy, talent planning, retention, engagement, and organizational effectiveness.</li><li>
Lead the transformation and modernization of HR processes, systems, and capabilities to support a rapidly scaling retail automotive environment.</li></ul>
Field HR Team Leadership &amp; Development<ul><li>
Lead, inspire, and develop a team of 30+ HR Managers and regional HR professionals supporting 4,000+ store locations.</li><li>
Build a strong leadership bench within the Field HR team through coaching, capability-building, and succession planning.</li><li>
Create a culture of accountability, continuous improvement, and cross-functional collaboration.</li></ul>
Workforce &amp; Talent Strategy<ul><li>
Oversee strategic workforce planning to ensure the right talent is available at the right time to meet operational demands in a large, distributed retail environment.</li><li>
Partner with Talent Acquisition, Learning &amp; Development, and Total Rewards to strengthen recruitment, onboarding, leadership development, and career-pathing programs for hourly and management roles.</li><li>
Drive initiatives that reduce turnover, improve store staffing stability, and elevate the overall employee experience.</li></ul>
Employee Relations &amp; Compliance<ul><li>
Provide executive oversight of complex employee relations issues, workplace investigations, and regulatory compliance across all states in which the company operates.</li><li>
Ensure consistency of HR policies, employee relations practices, and disciplinary processes across all stores.</li><li>
Collaborate with Legal to mitigate risk and strengthen compliance frameworks in a heavily regulated retail automotive environment.</li></ul>
Culture, Engagement &amp; Change Management<ul><li>
Champion programs to reinforce a high-performing, inclusive culture across a geographically diverse workforce.</li><li>
Lead organizational change initiatives related to operational transformation, culture evolution, and strategic business shifts.</li><li>
Utilize data-driven insights to identify opportunities to enhance engagement, recognition, and team member retention.</li></ul>
Operational Partnership<ul><li>
Serve as a senior HR partner to Regional Vice Presidents, District Managers, General Managers and other field operations leaders.</li><li>
Attend field leadership meetings and conduct regular store visits to assess HR and operational alignment.</li><li>
Influence business decisions by providing actionable insights on people trends, workforce risks, and organizational needs.</li></ul>
Required Qualifications<ul><li>
15+ years of progressive HR leadership experience, with at least 7 years in field-based or multi-unit HR roles supporting large, distributed retail or service operations.</li><li>
Demonstrated success leading HR teams supporting 30,000+ employees; preference for experience in retail automotive, specialty retail, consumer services, or franchise environments.</li><li>
Strong expertise in employee relations, workforce planning, talent management, organizational design, and HR operations.</li><li>
Proven ability to influence senior leaders and drive enterprise-level change in a matrixed environment.</li><li>
Exceptional communication, executive presence, and relationship-building skills.</li></ul>
Preferred Qualifications<ul><li>
Experience supporting rapid-growth or turnaround retail environments.</li><li>
Background navigating multi-state labor laws, wage-and-hour regulations, and compliance frameworks.</li><li>
Bachelor&rsquo;s degree required; Master&rsquo;s degree or HR certifications (SPHR/SHRM-SCP) strongly preferred.</li></ul>
Key Competencies<ul><li>
Strategic Thinking &amp; Business Acumen</li><li>
Leadership &amp; Team Development</li><li>
Influencing &amp; Executive Communication</li><li>
Change Leadership</li><li>
Data-Driven Decision-Making</li><li>
Problem Solving &amp; Conflict Resolution</li><li>
Customer-Centric Mindset</li><li>
Agility &amp; Transformational Leadership</li></ul>
Success Measures (KPIs)<ul><li>
Improved retention and reduction of store-level turnover</li><li>
Effective staffing levels across all stores</li><li>
Improved employee relations outcomes and reduced risk incidents</li><li>
Strong engagement and culture metrics</li><li>
Increased bench strength and internal promotion rates</li><li>
High-quality partnership and satisfaction from field operations leaders</li></ul>
California Residents click below for Privacy Notice:<div><div><div><div><div><div><h1 class="jobSectionHeader">
https://jobs.advanceautoparts.com/us/en/disclosures</h1></div></div></div></div></div></div></div>

VP, Field Human Resources

YMCA of the USA

<div>
 The cause is worthy and the team is fun and hard-working! Join our team as our new HR leader!
 
 
 
 Job Description
 
 
 
 The Vice President of Human Resources (VP of HR) reports to the CEO serving as a part of the senior leadership team. This role leads and works alongside the HR Manager and HR Coordinator to support the development and execution of company-wide HR initiatives while providing executive-level leadership across core HR functions including talent acquisition, employee relations, total rewards, compliance, organizational development and HR operations. Working in close collaboration with the COO, VP of Finance and CEO, the VP of HR translates organizational priorities into scalable people solutions, builds high-performing teams, and ensures consistent HR practices across the organization.
 
 
 The VP of HR operates at both the strategic and operations level, driving results through leaders while shaping a positive and inclusive employee environment. The cause is worthy and the team is fun and hard-working. Once trained, flexible work hours and remote work are possible at the discretion of the supervisor.
 
 
 
 Qualifications
 
 
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or related field required.
 
 
 Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) required.
 
 
 Minimum 10 years of progressive human resources leadership experience, including senior-level responsibility.
 
 
 Demonstrated experience supporting organizations with large part-time or seasonal workforces.
 
 
 Strong background in staff development, leadership training, and organizational culture building.
 
 
 Experience working within nonprofit organizations, membership-based organizations, or multi-site operations preferred.
 
 
 Deep knowledge of employment law, compliance, and HR best practices.
 
 
 Proven ability to think strategically while also executing operationally.
 
 
 Strong interpersonal and communication skills with the ability to build trust at all levels of the organization.
 
 
 Must be able to interact appropriately and professionally with members and participants as well as YMCA staff, Board members, and YMCA community partners.
 
 
 Must be able to follow instructions regarding policies and procedures of the Association Resource Office and YVBR.
 
 
 Excellent organizational skills and attention to detail.
 
 
 Demonstrated track record of excelling in an office environment and meeting deadlines.
 
 
 Must be dependable, mature, responsible, have the ability to use good judgment and demonstrate a high level of confidentiality.
 
 
 
 Essential Functions
 
 
 
 Serve as a key member of the senior leadership team, providing guidance on organizational design, workforce planning, and leadership development.
 
 
 Partner with executive leadership to strengthen organizational culture and employee engagement.
 
 
 Lead recruitment strategies for both full-time and large part-time workforce segments across multiple locations.
 
 
 Engage in workforce planning strategies to ensure adequate staffing and operational continuity.
 
 
 Design and implement staff development programs that support leadership growth, succession planning, and internal advancement.
 
 
 Promote a culture of continuous learning and professional development across the organization.
 
 
 Support supervisors and managers in coaching, performance management, and employee engagement.
 
 
 Ensure compliance with all federal, state, and local employment laws and regulations.
 
 
 Oversee development and maintenance of HR policies, employee handbooks, and employment practices.
 
 
 Manage risk related to employment matters and partner with legal counsel when appropriate.
 
 
 Lead the development and administration of competitive compensation and benefits programs.
 
 
 Conduct market analysis and compensation planning to ensure alignment with industry standards and organizational sustainability.
 
 
 Oversee HR systems, data management, and reporting to support informed decision-making.
 
 
 Develop processes that improve efficiency, consistency, and transparency across HR operations.
 
 
 WORK ENVIRONMENT/PHYSICAL AND MENTAL DEMANDS
 
 
 The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
 
 
 While performing the duties of this job, the employee is regularly required to use a computer for extended periods of time and be able to communicate using a computer and phone/smart device.
 
 
 The employee frequently is required to sit and reach, and must be able to move around the work environment.
 
 
 The employee must occasionally lift and/or move up to 10 pounds.
 
 
 Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust.
 
 
 The noise level in the work environment is usually moderate.
 
 
 Must be able to work in a fast-paced environment.
 
 
 Must be flexible with changes in tasks required.
 
 
 The YMCA of Virginia&rsquo;s Blue Ridge is a Drug Free Workplace and is committed to the policy of Equal Opportunity prohibiting discrimination in employment because of race, color, religion, gender, national origin, sexual orientation, political affiliation, age, genetic information, disability, or veteran status.
 
 
 If you value a culture of excellence, transparency, servant leadership, and accountability, please apply at ymcavbr.org.
</div>

Feetures

<div>
 
 
 Who We Are
 
 
 
 At Feetures, movement is our business. And we believe that a meaningful business begins with authentic values&mdash;and our values were forged by the bonds of family.
 
 
 What started as a bold idea around a kitchen table has grown into a fast-moving, purpose-driven brand redefining performance. As a family-owned company in North Carolina, we&rsquo;re fueled by the belief that better is always possible&mdash;and that energy drives both our products and our culture.
 
 
 Movement is at the heart of everything we do. From our socks to our team and to our communities, we are always pushing forward. If you are ready to grow, challenge the status quo, and help shape the next chapter of a brand that is always in stride, come move with us.
 
 Feetures is Meant to Move. Are you?
 
 
 
 
 
 
 
 Role Overview
 
 
 
 We seek a strategic and hands-on Vice President of Human Resources to build and lead the people function during our next phase of growth. As a member of the Senior Leadership team, this role will shape our people strategy to ensure operational infrastructure, processes, and systems are in place to support a rapidly scaling organization.
 
 
 The VP of HR will report directly to the CEO with a dotted line to the CFO. This role will oversee the full employee lifecycle&mdash;from talent acquisition and culture development to HR operations, compliance, and total rewards. This leader will combine strategic thinking with operational execution and will manage an HR Coordinator to ensure the HR function runs efficiently and effectively.
 
 
 
 
 
 
 What You&rsquo;ll Own
 
 
 
 
 People Strategy &amp; Leadership
 
 
 <ul>
 <li>
 Partner with the executive team to shape organizational design, workforce planning, and leadership development.
 </li>
 <li>
 Build HR strategies, systems, and infrastructure needed to support company growth.
 </li>
 <li>
 Oversee HR systems and workforce data, leveraging analytics to identify hiring, retention, engagement, and performance trends that guide strategic decisions.
 </li>
 </ul>
 
 
 Culture &amp; Employee Experience
 
 
 <ul>
 <li>
 Strengthen a high-performing culture through employee engagement initiatives, leadership support, and clear internal communication.
 </li>
 <li>
 Partner with management to support performance management, cultivate employee development, manage workplace issues, and oversee retention practices and policies.
 </li>
 </ul>
 
 
 Talent &amp; Growth
 
 
 <ul>
 <li>
 Lead hiring strategies to develop recruiting pipelines to attract high-performing talent.
 </li>
 <li>
 Implement scalable hiring, onboarding, and talent development programs that support long-term organizational growth and employee life cycle.
 </li>
 </ul>
 
 
 HR Operations &amp; Infrastructure
 
 
 <ul>
 <li>
 Oversee the daily administration of the HR function, including HRIS management, payroll coordination, benefits administration, employee records, and HR reporting to ensure efficient and compliant operations.
 </li>
 <li>
 Ensure operational excellence across core HR systems including payroll administration, benefits management, and employee data integrity through management of our PEO.
 </li>
 </ul>
 
 
 Compliance &amp; Total Rewards
 
 
 <ul>
 <li>
 Ensure regulatory compliance with employment laws and HR best practices while maintaining strong policies, documentation, and HR governance.
 </li>
 <li>
 Serve as the organizational subject-matter expert on employee benefit programs including insurances, retirement plans, leave programs, and related compliance requirements.
 </li>
 <li>
 Oversee the administration and compliance of leave programs including FMLA, ADA accommodations, and state-specific leave regulations.
 </li>
 <li>
 Oversee compensation strategy and benefits programs that support attraction, retention, and performance including but not limited as STIs, LTIs, and other programs.
 </li>
 </ul>
 
 
 
 
 
 Supervisory Responsibilities:
 
 
 <ul>
 <li>
 Supervise an HR Coordinator
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 A strategic leader who is equally comfortable rolling up their sleeves to execute.
 </li>
 <li>
 10+ years of progressive HR leadership experience, including senior roles in high-growth organizations.
 </li>
 <li>
 Experience supporting teams in manufacturing and retail/wholesale spaces preferred.
 </li>
 <li>
 Strong analytical capabilities to evaluate compensation structures, benefits data, payroll accuracy, and HR metrics.
 </li>
 <li>
 Strong working knowledge of employment regulations impacting payroll and benefits including FLSA, FMLA, ERISA, COBRA, and retirement plan administration.
 </li>
 <li>
 Experience building HR infrastructure and processes as companies scale in size and complexity.
 </li>
 <li>
 Strong knowledge of HR operations, employment law, and people systems.
 </li>
 <li>
 High attention to detail and comfort working with quantitative data and financial implications of HR programs.
 </li>
 <li>
 Experience managing a relationship with a PEO.
 </li>
 <li>
 Experience with HRIS systems.
 </li>
 </ul>
 
 
 
 
 
 Benefits:
 
 
 <ul>
 <li>
 Health insurance
 </li>
 <li>
 Dental insurance
 </li>
 <li>
 Vision insurance
 </li>
 <li>
 Life &amp; Disability insurance
 </li>
 <li>
 401(K) with company match
 </li>
 </ul>
 
 
 
 
 
 Company Paid holidays and PTO:
 
 
 <ul>
 <li>
 Feetures offers 20 PTO days which are available to you on day one of employment and are available to all employees, no matter your role. After working at Feetures for 5 years, your PTO days will increase to 25 days. Days can be used for vacations, appointments and sick days.
 </li>
 <li>
 We offer 10 company paid holidays and 1 additional floating holiday per year.
 </li>
 </ul>
 
 
 
 
 
 Perks:
 
 
 <ul>
 <li>
 Parking provided (Charlotte office and onsite at Hickory office)
 </li>
 <li>
 Employee Engagement team
 </li>
 <li>
 Monthly stipend to pursue an active lifestyle
 </li>
 </ul>
 
 
 
 
 
 Feetures is an Equal Opportunity Employer that welcomes and encourages all applicants to apply regardless of age, race, sex, religion, color, national origin, disability, veteran status, sexual orientation, gender identity and/or expression, marital or parental status, ancestry, citizenship status, pregnancy or other reasons protected by law.
 
 
</div>

Vice President Human Resources

Buckner International

<div><div>Buckner International Location: Buckner Support Center</div>
<div>Location: Dallas, TX - Hybrid</div>
<div>Address: 12377 Merit Drive, Suite 900 
</div>
<div>Job Schedule: Full-Time</div>

We are seeking a Vice President of People, Talent and Employee Experience to join our People Operations team. As a VP of People, Talent and Employee Engagement you will play an important role in leading the execution of integrated and proactive HR solutions that differentiate Buckner as an employer of choice. The VP of People, Talent and Employee Experience works collaboratively with all levels of management and employees, the VP of People, Talent and Culture designs and delivers strategic PO solutions in alignment with business objectives and strategies. Reporting to the SVP, Chief People &amp; Internal Communications officer, the VP of People, Talent and Employee Experience is responsible for leading Talent Acquisition, Talent Development and Business Partner functions organization wide. Join our team and shine hope in the lives of others!

What you'll do:
<ul>
<li>Lead, coach, and develop a team of People Operations professionals to ensure consistent, high-quality support and solutions are delivered across the organization. Empower the team to operate as a balanced partner to the business.</li>
<li>Partner with executive leaders to design and deliver Talent Acquisition, Talent Development, and Business Partner solutions that support long-term business scale and agility.</li>
<li>Collaborate with internal and external stakeholders to ensure Talent Acquisition, Talent Development, and Business Partner solutions meet the evolving needs of the business.</li>
<li>Act as a trusted advisor to the SVP, Chief People &amp; Internal Communications Officer on complex issues.</li>
<li>Utilize people analytics and data-driven insights to diagnose organizational trends and recommend proactive solutions.</li>
<li>Participate in leadership meetings focused on diagnosing and guiding leaders on how to best solve system and organization problems. Provide support and guidance to business unit leadership on the implementation and enhancement of Talent Acquisition, Talent Development and Business Partner solutions.</li>
<li>Serve as the executive business partner to senior business and people operations leaders as required to execute strategy for talent acquisition, onboarding, development, engagement, retention, and succession planning solutions.</li>
<li>Collaborate with senior leaders on people operations planning, including the management of resources, considering the wider people operations agenda and any specific people issues that may exist within the business. This is inclusive of developing a strategic approach to recruitment of key staff.</li>
<li>Collaborate with leaders on developing strategies that aid in the achievement of measurable improvements in metric results, and which result avail actionable people management solutions and strategies.</li>
<li>Collaborate with other leaders within People Operations to ensure a seamless and integrated team member experience across the full employee life cycle.</li>
<li>Collaborate with business operations to develop strategies for people management, succession planning, and talent management for key managerial positions.</li>
<li>Ensure organizational success in complex business situations such as M&amp;A, integrations, and workforce planning.</li>
<li>Support execution on talent processes for all employees in all departments within the business and provide thought-leadership on issues that may avail improved operation and performance of the overall business.</li>
<li>Support execution on engagement processes for all employees in all departments within the business and provide thought-leadership on issues that may result in improved engagement and retention strategies.</li>
<li>In conjunction with Senior VP, Chief People and Internal Communications Officer, lead the planning and execution of Buckner-sponsored events.</li>
<li>Develop, implement, and administer HR policies and programs that align with and support organizational objectives.</li>
<li>Translate the strategic plans related to Talent Development initiatives into actionable and timely training and organizational development programs that will support the attainment of the strategic goals and operational objectives.</li>
<li>Respond to EEO and other regulatory agency inquiries or litigation in collaboration with legal.</li>
<li>Ensure all regulatory reports for assigned functions are accurate and completed by the designated due dates.</li>
<li>Maintain compliance with all Buckner policies, procedures, and Maintain knowledge of and compliance with all state and federal laws and regulatory requirements.</li>
<li>Periodically reviews, makes recommendations and maintains current employee policies and programs to improve the organization and the employee experience.</li>
<li>Maintain employee records, statistical data, prepares, reports as requested and Accurately review monthly financial statements to evaluate status of assigned areas, directing correction as needed and appropriate.</li>
<li>Responsible for supporting and representing Buckner at special events, activities, and other assigned functions.</li>
<li>The position can function in a hybrid work arrangement but attendance in person at the corporate office is required when requested.</li>
<li>Travel domestically as needed to monitor, assess, and help develop programs.</li>
<li>Attend and participate in meetings and training as required; facilitate meetings and training as required.</li>
<li>Develop emerging leadership through professional growth and development.</li>
<li>Work successfully as a part of a team and responsible for developing then maintaining strong working relationships with co-workers.</li>
<li>Perform special assignments, projects, and other duties as required.</li>
</ul>
What you'll bring:
<ul>
<li>Bachelor's Degree in a related field of study required.</li>
<li>Requires a minimum of 15 years of progressively responsible human resources experience including a minimum of 7 years of senior and executive People Operations leadership experience. Prior experience in a Vice President or Executive People Operations role preferred.</li>
<li>Certification as a SHRM Senior Certified Professional (SHRM-SCP) preferred.</li>
<li>Possess functional expertise across all general areas of People Operations, including organizational development skills to initiate change in processes and systems, planning and design of learning and development initiatives, talent acquisition, engagement, talent development, performance management, compensation, total rewards, and employee relations.</li>
<li>Ability to work collaboratively, and gain executive and managerial buy-in, to gain support for people operations initiatives.</li>
<li>Experience leading people operations functions in complex, multi-site organizations preferred.</li>
<li>Requires ability to strategically and tactically evaluate and implement sophisticated people operations programs and Requires the ability to work with a variety of organizational leaders to build consensus around HR strategy and tactics.</li>
<li>Requires prior related experience in talent management and leadership management with the ability to attract and retain outstanding talent and assemble and motivate high performing teams.</li>
<li>Requires proven ability to lead and manage people and situations effectively and consistently with the organization's core values and a servant leader mindset.</li>
<li>Requires strong communication skills including but not limited to negotiation, influence and consensus building in order to interface with employees at all levels within the organization as well as external vendors and agencies.</li>
<li>Requires proficient working knowledge and ability to manage People Operations systems.</li>
<li>Requires proficient working knowledge and ability to accurately and timely operate and perform computer tasks with specific equipment and software applications, including Microsoft Office applications and other software.</li>
<li>Proven track record of success in implementing programs that attract and retain a high performing, workforce.</li>
<li>High level of business acumen and proven effectiveness as an advisor working directly with executives to provide alignment of human capital initiatives with organizational strategy.</li>
<li>Experienced in using data analytics to develop and influence important decisions.</li>
<li>Well-versed in federal and state employment laws and compliance to ensure the business is set up for success. Experience working with remote employees across multiple states, preferred.</li>
<li>Requires commitment to demonstrate Christ-like values, per Buckner Mission Statement.</li>
<li>Ability to use up to 50 pounds of force occasionally, and /or up to 20 pounds of force frequently, and /or up to 10 pounds of force continuously to move objects.</li>
<li>Work deals mostly with objects, equipment and/or machines where the seeing job is at or within arm's reach. Depth perception and field of vision (peripheral) are of some importance.</li>
<li>Ability to stand, walk, stand and sit, sometimes for prolonged periods of time.</li>
<li>Requires ability to drive assigned vehicle(s) or personal vehicle, with appropriate state license, following all laws applicable; must provide proof of liability insurance and must be eligible to be insured under Buckner's insurance policy. Must be age 21 or older to drive on behalf of Buckner.</li>
<li>Requires sufficient good health to properly discharge duties.</li>
</ul>
 The above description reflects the details considered necessary to describe the essential functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.<div>
The same way we treat our employees is how we treat all applicants &ndash; with respect. Buckner is an equal opportunity employer (EEO is the law). You will be treated fairly throughout our recruiting process and without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, or veteran status in consideration for a career at Buckner.</div></div>

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