Vice President

Role Summary

The Vice President, Regional Director, supporting our East Region, will co-create and drive the execution of People Plans for the East and Healthcare Regions. Currently, the East and Healthcare Regions have approximately 650 employees generating $2 Billion + in revenue. Overall responsibilities include oversight of development and implementation of People Plans for the Regions to meet business goals, direct management of employee relations, and coaching/guidance to Leadership to sustain engagement and retention. This position will achieve the goals set in a cross-functional environment with strong partnership, and sponsorship from the Regional Presidents and their direct reports as well as partnering with HR Centers of Excellence (Talent Acquisition, Leadership & Talent Development, L&D, Compensation & Benefits, and HR Technology & Analytics). All activities will be performed in support of the strategy, vision, and values of JE Dunn.

• Autonomy & Decision-Making: Makes decisions within defined limits of authority and consults supervisor on other decisions.
• Career Path: Various

Key Role Responsibilities - Core

HUMAN RESOURCES LEADERSHIP – CORE

• Drives the People Plans of the Region with partnership, thought leadership, and sponsorship from the Region President, as well as functional support from Chief People Officer and respective HR teams.
• Partners with HR peers to ensure strategy, development, and implementation of HR programs and policies are aligned with Region strategic objectives.
• Prepares and delivers on-going and ad-hoc presentation updates specific to People Plans to Senior Executives (Region President, Chief People Officer, Executive Leadership Team, and CEO).
• Develops the implementation plan, implements, and monitors HR cyclical calendar of events throughout the year. This includes but is not limited to goal setting, annual benefit enrollments, well-being initiatives, end of year performance evaluation and aligned rewards.
• Plans, directs, and supervises all activities relating to specific development initiatives for the Region to grow talent. Provides HR support, guidance, and coaching/counseling to regional managers regarding people plans to achieve their business goals.
• Provides on-going visibility of talent flow (i.e., hires, terminations, open positions) and employee experience (i.e., engagement scores and action plans) to Region leadership team.
• Leads the investigation and resolution of employee relations issues, conflicts in work groups, and anticipates problems whenever possible, and develops, recommends, and initiates appropriate steps for resolution.
• Key stakeholder in the company-wide creation and administration of other HR offerings and services.

Knowledge, Skills & Abilities

• Ability to perform work accurately and completely, and in a timely manner
• Communication skills, verbal and written
• Proficiency in applying employee/labor relations, talent acquisition, overall leadership, talent development, and business acumen
• Proficiency in assessing data and applying creative problem solving to discover useful and actionable information
• Ability to think critically to make connections, test assumptions, and use evidence to arrive at the best business outcome for each key priority
• Ability to present information internally and externally through compelling story-telling and simplified communication
• Ability to proactively develop and execute company’s people priorities
• Proficiency in translating business strategies into critical talent & workforce strategies/initiatives
• Ability to influence the organization leaders work with people of varying backgrounds and organizational levels
• Ability to multitask, probe, analyze and problem-solve issues with minimal guidance
• Ability to be highly flexible and adapt to changing structures and priorities
• Ability to matrix manage multiple teams and priorities simultaneously
• Ability to build relationships and collaborate within a team, internally and externally

Education

• Bachelor’s degree in human resources or related field (Required)
• In lieu of the above requirements, relevant experience will be considered.

Experience

• 8+ years progressive human resources experience, to include Employee Relations, talent management, leadership coaching and development, employment laws and compliance (Preferred)
• 5+ years people management experience (Required)
• Proven experience implementing talent management plans
• Proven experience in project management; including experience with leading high-profile projects.
• Proven experience in excellent execution of strategies, process improvement, culture, and system change

Working Environment

Benefits Information

The benefits package aligned to this position is Professional Non-Union. Please click the link below for more details.

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