vice president of human resources

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

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>

Performance Foodservice

<div>Job Description:
Position Details:<ul><li>
Ideal candidate will be located in the Florence, SC area. Relocation may be considered.</li></ul> 

We Deliver the Goods<ul><li>
Competitive pay and benefits, including Day 1 Health &amp; Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more</li><li>
Growth opportunities performing essential work to support America&rsquo;s food distribution system</li><li>
Safe and inclusive working environment, including culture of rewards, recognition, and respect</li></ul>
Position Summary: 
VP, Human Resources is a Staff leadership position that provides executive-level guidance to the Operating Company (OpCo) senior team and drives HR strategy and execution, aligned with business objectives. The role is responsible for identifying and implementing long-range strategic talent management goals including succession planning and associate growth and development as well as managing the day-to day areas of benefits, associate relations and staffing. The successful VP acts as an associate champion and change agent. The role assesses and anticipates HR-related needs, collaborating proactively with the HR department and business management to develop solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization. 
 
Position Responsibilities:<ul><li>
Business Leader Partnership: Acts as a trusted advisor and strategic partner to department heads and business leaders, providing HR guidance on key business decisions. Collaborates with Business Leaders to influence business strategy based on deep understanding of business implications for the OpCo including employee and labor relations. Serves as a sounding board, coaching and collaborating with managers on effective leadership and people management practices.</li><li>
Company Strategy: Oversees and executes implementation of HR and/or business initiatives in assigned business groups. Champions change management, develops key change management strategies, and rallies support for successful change implementation. Works with leadership to implement appropriate organizational structures.</li><li>
Associate Engagement and Wellbeing: Champions associate engagement and wellbeing initiatives to enhance associate health and job satisfaction resulting in greater productivity for the OpCo. Creates and implements programs that support associate wellness. Drives the integration of the company's culture and values across the associate life cycle, championing them as fundamental elements of the associate experience. Develops and implements HR programs and activities to support associate engagement, retention, associate success programs, and development.</li><li>
Associate Relations: Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to provide direction in delicate circumstances such managing and resolving associate relations issues, reasonable accommodations, etc. Conducts thorough and objective investigations in a timely manner and advises leaders, in partnership with Regional and Legal advisors, on appropriate actions and manages risk effectively.</li><li>
Recruitment Efforts: Understands and executes the Company&rsquo;s human resource and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities, either directly or Talent Development: Supports the performance management process by assessing talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups: including goal setting, performance evaluations, career development planning, and developing performance improvement plans through staff, including but not limited to issuing letters, completing new hire compliance activities and ensuring robust new hire onboarding.</li><li>
HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans executed throughout the fiscal year and track exit trends to identify weaknesses or threats to our ongoing retention efforts.</li><li>
Performance Management: Monitor performance evaluations, proactively seeks to assist managers with poor performers, and utilizes talent management tools to assist managers in evaluating associates. Identifies training/coaching/mentoring needs for departments, managers and associates.</li><li>
Labor Relations: Conducts ongoing needs analysis and implements HR solutions to create a positive work environment that fosters open communication and addresses concerns promptly. In Union locations, manages interactions, participates in negotiations, and administers labor relations policies and agreements.</li><li>
HR Policy and Procedure Compliance: Administrators and enforces HR policies and procedures, working closely with corporate HR to ensure compliance with all local and Federal laws governing such issues. Maintains in-depth knowledge of compliance requirements related to day-to-day management of associates, ensuring regulatory compliance. Partners with the Regional VP of HR and legal department as needed/required</li><li>
DEI Advocate: Implements business practices focused on the inclusion of people of all identities and from all backgrounds.</li><li>
Community Service: Represents the organization as a professional in the community and supports community service initiatives and volunteer activities. Promotes a culture of corporate social responsibility and community involvement. Supports charitable giving efforts that support the goals of being a good corporate citizen.</li></ul>
#LI-MG4 
#onsite 
Qualifications:<ul><li>Bachelor's Degree Bachelors or equivalent work experience in Human Resources or related field</li></ul> 
<ul><li>10+ Years</li></ul> 
<ul><li>Ability to observe strict confidentiality in all aspects of the role.
</li></ul> 
<ul><li>Minimum of 12 years HR experience with increasing levels of responsibility including support for senior level business leaders in complex environment.
</li></ul> 
<ul><li>7 years supervisory/management experience. Accountability in direct leadership in HR with a client group of &gt; 200 associates.
</li></ul> 
<ul><li>Strong knowledge of HR laws and regulations.
</li></ul> 
<ul><li>Proven track record of developing and implementing HR programs and initiatives that support business objectives.
</li></ul> 
<ul><li>Excellent communication and interpersonal skills and demonstrated ability to build strong relationships with all levels of the organization.
</li></ul> 
<ul><li>Strong analytical skills and ability to use HR metrics and data to drive decision-making.
</li></ul> 
<ul><li>Ability to work independently and as part of a team and manage multiple priorities and deadlines.
</li></ul> 
<ul><li>Demonstrated ability to work with senior leaders and influence decision-making</li></ul> 
<ul><li>Proven capabilities in guiding organizations through periods of change.</li></ul>
Company description 
Performance Foodservice, PFG&rsquo;s broadline distributor, maintains a unique relationship with a variety of local customers, including independent restaurants and hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts builds close relationships with customers &mdash; providing advice on improving operations, menu development, product selection, and operational strategies. The Performance team delivers delicious food but also goes above and beyond to help independent restaurant owners achieve their dreams.
Awards and Accolades
Performance Food Group and/or its subsidiaries (individually or collectively, the &quot;Company&quot;) provides equal employment opportunity (EEO) to all applicants and employees, regardless of race, color, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, and any other characteristic protected by applicable local, state and federal laws and regulations. Please click on the following links to review: (1) our EEO Policy; (2) the &quot;EEO is the Law&quot; poster and supplement; and (3) the Pay Transparency Policy Statement.</div>

Vice President of Human Resources - Broadline

Alliance Resource Group

<div>
 
 
 Director/Vice President of Human Resources for Large, Multi-Unit Reail Organization in North Orange County - On Site - Bilingual Highly Preferred (Mandarin)
 
 
 
 
 
 
 We have been retained by one of our long standing and most successful clients as they cotinue to grow exponentially across the United States. The organization is a multi-billion specialty retailer primarily supporting the Asian American community and consumer. The company has more than 6,000 employees spread throughout the United States with the corporate office located in North Orange County, California. We have partnered with them as they continue to build out their Human Resources capacity to meet the needs of the organization and the people they employ.
 
 
 
 
 
 This position can be either a Vice President or Director of Human Resources depending on experience of the right candidate.
 
 
 
 
 
 
 Summary of role:
 
 
 
 
 
 
 The Director/Vice President of Human Resources will serve as a strategic business partner at the
 
 
 corporate level, reporting directly to the Chief Financial Officer (CFO) and working intimatley with the CEO and President.
 
 
 
 
 
 This leadership role oversees the entire Human Resources function for Corporate Headquarters, distribution centers, and the field network of retail stores. The ideal candidate will balance strategic leadership with operational execution, focusing on labor optimization, budget management, and fostering a unified culture across a dispersed workforce.
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 
 Strategic Leadership &amp; Financial Alignment
 
 
 
 
 <ul>
 <li>
 Partner with the department heads to design human capital strategies that support
 </li>
 <li>
 business growth, profitability, and labor optimization.
 </li>
 <li>
 Lead the annual labor budgeting process and analyze HR metrics (turnover, labor
 </li>
 <li>
 costs vs. revenue) to provide data-driven recommendations for cost-e􀆯iciency.
 </li>
 </ul>
 
 
 
 
 HR Operations &amp; Business Support
 
 
 
 
 <ul>
 <li>
 Oversee a dispersed team of Field HR Managers to ensure HR policies are practical,
 </li>
 <li>
 scalable, and support e􀆯icient store operation.
 </li>
 <li>
 Serve as the primary liaison to Operations leadership while managing complex
 </li>
 <li>
 employee relations, internal investigations, and conflict resolution across all
 </li>
 <li>
 districts.
 </li>
 </ul>
 
 
 
 
 Corporate Culture &amp; People Engagement
 
 
 
 
 <ul>
 <li>
 Bridge the gap between Corporate and Frontline staff by fostering a unified,inclusive culture that reflects the diverse communities we serve.
 </li>
 <li>
 Design and implement engagement surveys and feedback loops to monitor morale; create action plans to improve job satisfaction and reduce turnover in high-churn roles.
 </li>
 <li>
 Champion initiatives that foster an inclusive workplace and ensure our workforce reflects the diverse communities our stores serve.
 </li>
 <li>
 Change Management: Lead the "people side" of change for major corporate initiatives, ensuring strong communication and buy-in.
 </li>
 </ul>
 
 
 
 
 Talent Acquisition, Development &amp; Retention
 
 
 
 
 <ul>
 <li>
 Develop robust strategies for talent acquisition and retention to meet operational demands and combat high retail turnover.
 </li>
 <li>
 Oversee the full employee lifecycle, including performance management, succession planning, and comprehensive training programs (L&amp;D) that facilitate internal mobility and career growth.
 </li>
 </ul>
 
 
 
 
 Total Rewards &amp; Compensation
 
 
 
 
 <ul>
 <li>
 Design and administer competitive compensation, benefits, and executive incentive programs that attract talent while maintaining margin requirements and fiscal responsibility.
 </li>
 </ul>
 
 
 
 
 Compliance &amp; Risk Management
 
 
 
 
 <ul>
 <li>
 Ensure full compliance with federal, state, and local employment laws (e.g., FLSA, EEOC, OSHA) and partner with Legal to manage risk, safety protocols, and workers' compensation.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 <ul>
 <li>
 Education: Bachelor&rsquo;s Degree in Human Resources, Business Administration, or related field required; MBA or Master&rsquo;s degree preferred.
 </li>
 <li>
 Experience: 10+ years of progressive HR experience, with at least 5 years in a senior leadership role (Director or VP level).
 </li>
 <li>
 Industry: Significant experience in retail, grocery, or multi-site operational environments is required.
 </li>
 <li>
 Certifications: SHRM-SCP or SPHR certification highly preferred.
 </li>
 </ul>
 
 
 
 
 
 Skills:
 
 
 
 
 
 <ul>
 <li>
 Proven ability to lead and develop a dispersed HR team.
 </li>
 <li>
 Excellent communication, negotiation, and interpersonal skills.
 </li>
 <li>
 Proficiency in HRIS and Talent Management software.
 </li>
 <li>
 Strong financial acumen and ability to partner with Finance on labor modeling and budgets.
 </li>
 <li>
 Deep understanding of employment laws, compliance, and safety protocols.
 </li>
 <li>
 Language: Bilingual Preferred
 </li>
 </ul>
</div>

Director/VP 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

Lakeshore College

<div>Lakeshore's Mission: Transform individuals to strengthen our communities through innovative and accessible learning. Benefits Include:
<div>
PLEASE NOTE: Lakeshore College is partnering with MRA to fulfill this opportunity. Prospective candidates should not submit their application directly to Lakeshore College. Please click the following link to complete the application via the MRA website: https://mra.applytojob.com/apply/Ja86GIDlwT/Executive-Director-Of-Human-Resources</div><div></div><div> 
</div><div>Full-time Benefits 
Competitive health, dental, and vision insurance 
Up to $3,000 in tuition reimbursement annually | Professional development and growth opportunities 
7.2% Wisconsin Retirement System (WRS) savings - matched dollar for dollar | 403(b) and 457 retirement savings options 
College paid life and disability insurance | Health and dependent care Flex Spending Accounts 
Onsite fitness center and walking path | Up to 8 weeks paid New Child Leave 
Onsite wellness screenings I Relocation assistance available</div><div></div><div> 
Lakeshore also offers generous paid time off starting with 15 days of vacation, 9 days of sick time, 6 days of personal leave, 
10 holidays, and a one-week winter break.</div><div></div><div> 
Additional Perks 
Local discounts on food, entertainment, and events | Discounts on cell phone plans and rental cars 
Common Read events | Culinary experiences from onsite emerging chefs | Identity theft protection 
&ldquo;Dress for your day&rdquo; | Employee recognition and appreciation events 
Campus closed six Fridays during the summer</div><div>
Benefits begin the first of the month coinciding with or following hire. 
For additional information on our vast array of benefits, read through our benefits guide.</div>
Overview:

PLEASE NOTE: Lakeshore College is partnering with MRA to fulfill this opportunity. Prospective candidates should not submit their application directly to Lakeshore College. Please click the following link to complete the application via the MRA website: https://mra.applytojob.com/apply/Ja86GIDlwT/Executive-Director-Of-Human-Resources 
POSITION SUMMARY: The Executive Director of Human Resources provides leadership and oversight of the Human Resources department including recruitment, compensation and benefits, payroll, employee records, and other employer related needs to support the college and employees. Provide an exceptional customer service experience to both internal and external customers throughout every interaction. 
REASONABLE ACCOMMODATIONS/ADA: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
Responsibilities:

ESSENTIAL JOB FUNCTIONS (Other duties may be assigned): 
(50%) Strategic HR Leadership and Employee Relations<ul><li>
Serve as a strategic advisor to the Vice President of Administration.</li><li>
Coach and advise managers on employee relations, performance, and other concerns; serve as a mediator.</li><li>
Coordinate employee performance improvement plans.</li><li>
Ensure the seamless integration of new hires through the administration of HR onboarding processes.
</li><li>Lead personnel services budgeting process; working closely with the Chief Financial Officer and Vice President of Administration.
</li><li>Develop the annual HR budget, providing justification when needed. Review and compare actual results to planned budgetary performance.
</li><li>Actively participate in internal committees.</li><li>
Represent the college from an HR perspective within the college, community, state, and region, including the WTCS Human Resources group.
</li><li>Actively participate in the Incident Management Team serving as the HR lead.
</li><li>Provide support for organizational changes and succession planning.</li><li>
Partner at all levels to build organizational capacity to meet current and evolving needs, strategic directions, mission, and goals.</li><li>
Maintain a positive working environment for all employees through employee relations services and strategies, employee activities, recognition programs, and other related employee services.</li><li>
Identify and implement employee engagement best practices.</li></ul><div></div> 
(30%) HR Operations<ul><li>
Coordinate the Human Resources department planning to support the needs of the college.</li><li>
Ensure all human resource policies are communicated clearly and administered in a fair and equitable manner.</li><li>
Partner with diversity and inclusion efforts to integrate diversity and inclusion strategies into human resources plans to support an inclusive culture and align with organizational initiatives and goals.</li><li>
Review and provide direction on positions and wage alignment to support department restructuring and position changes.</li><li>
Ensure alignment with Compensation Administrative Guidelines.</li><li>
Oversee and coordinate the job evaluation process and ensure updates are made as needed to job descriptions, salary schedules, etc.</li><li>
Develop personnel reports and communications for the Board.</li><li>
Direct and coordinate the communication strategy for the Human Resources office.</li><li>
Conduct and participate in salary and benefit surveys; analyze survey results and impact on college compensation and benefit structures and practices.</li><li>
Conduct analysis of wages to evaluate internal equity, external competitiveness, and legal compliance.</li><li>
Keep current in the occupational field to include new developments in concepts, practices, and regulations.</li></ul><div></div> 
(20%) Compliance Officer<ul><li>
Ensure compliance with federal, state, and local laws pertaining to all human resources matters.</li><li>
Develop and maintain human resources college policies and procedures.</li><li>
Serve as the College&rsquo;s Compliance Officer for Affirmative Action, staff ADA, and Title IX (staff deputy).</li><li>
Direct all stakeholders of the Five-Year Affirmative Action Plan including subsequent years.</li><li>
Oversee the fulfillment of human resources related open records requests.</li><li>
Oversee and direct all civil rights compliance issues.</li><li>
Review and ensure maintenance of personnel files as needed.</li></ul><div></div><div> 
MANAGER ESSENTIAL RESPONSIBILITIES</div><ul><li>
Responsible for the direction, coordination, supervision, and performance management of team members.
</li><li>Set clear expectations by establishing roles, responsibilities and setting goals for team members.</li><li>
Monitor and assess performance, hold team members accountable, and provide ongoing feedback.</li><li>
Provide guidance and support through training, mentoring, and open communication.
</li><li>Carry out managerial responsibilities in accordance with the College&rsquo;s policies and procedures.
</li><li>Collaborate with other departments to ensure cohesive college operations.</li><li>
Address and resolve any conflicts or issues that arise in a timely manner.
</li><li>Foster a positive and productive work environment encouraging teamwork and recognizing achievements.</li><li>
Develop team members by identifying strengths, creating development plans, and offering growth opportunities.
</li></ul>Qualifications:

EDUCATION AND EXPERIENCE:<ul><li>
Master&rsquo;s degree from an accredited college or university in a related discipline required.
</li><li>Eight to nine years of related occupational experience required, with leadership experience strongly preferred.</li></ul>
Note: May consider candidates with alternative combinations of education and experience consistent with the College&rsquo;s equivalency guidelines. 
CERTIFICATIONS, LICENSURE, REGISTRATION:<ul><li>
HR-related certification such as SHRM-CP/SHRM-SCP or PHR/SPHR is preferred.</li></ul> 
KNOWLEDGE, SKILLS, AND ABILITIES:
KNOWLEDGE<ul><li>
Knowledge of Lakeshore&rsquo;s mission, vision, and strategic direction.</li><li>
Familiarity with different leadership styles and techniques.</li><li>
Deep understanding of HR functions, including recruitment, employee relations, compensation and benefits, training and development and performance management.
</li><li>Knowledge of labor laws, regulations, and compliance requirements at the local, state, and federal levels.</li></ul>
SKILLS<ul><li>
Proficient in Microsoft Office suite (Word, Excel, PowerPoint, Outlook, etc.)</li><li>
Excellent written and verbal communication skills.</li><li>
Strong organizational and time-management skills.</li><li>
Effective interpersonal skills and customer service skills.
</li><li>Strong critical thinking, decision-making and problem-solving skills.
</li><li>Effective leadership and team building skills.</li></ul>
ABILITIES<ul><li>
Adapt quickly to new and changing technology.</li><li>
Perform work accurately and thoroughly, with a high level of accountability and attention to detail.
</li><li>Work independently, as part of a team and/or with minimal supervision.</li><li>
Present self in a professional, ethical and respectful manner at all times.
</li><li>Use discretion and maintain a high level of confidentiality.</li><li>
Prioritize and manage multiple projects or tasks, maintaining deadlines.</li><li>
Establish and maintain effective working relationships and relate successfully with staff, students and all stakeholders.</li><li>
Lead, inspire and motivate a team to achieve departmental and college goals.
</li><li>Flexibility to adapt to and manage through changing environments.</li></ul> 
PHYSICAL DEMANDS/WORK ENVIRONMENT:<ul><li>
While performing the duties of this job, the employee is regularly required to sit and talk or hear.</li><li>
The employee frequently is required to stand; walk; use hands to finger, handle, or feel objects, tools, or controls; and reach with hands and arms.
</li><li>The employee is occasionally required to climb or balance and stoop, kneel, crouch, or crawl.</li><li>
The employee must occasionally lift and/or move up to 25 pounds.</li><li>
Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.</li><li>
Work environment may require multi-tasking.
</li><li>The noise level in the work environment is usually moderate.</li></ul><div></div><div> 
CONDITION(S) OF EMPLOYMENT:</div><ul><li>
Employment conditional on completion of a Background Information Disclosure (BID) with the results acceptable to the College.</li></ul> 
This job description is designed to cover the basic functions of the job and is not considered a detailed description of every job duty that is required, other duties may be assigned as needed. Duties, responsibilities, and activities may change at any time with or without notice to ensure the successful delivery of organizational objectives. 
PLEASE NOTE: Lakeshore College is partnering with MRA to fulfill this opportunity. Prospective candidates should not submit their application directly to Lakeshore College. Please click the following link to complete the application via the MRA website: https://mra.applytojob.com/apply/Ja86GIDlwT/Executive-Director-Of-Human-Resources
Pay Range: Starting from USD $122,283.00 - USD $143,874.00 /Yr.</div>

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