Under the supervision of the Chief Operating Officer (COO), the VP of Human Resources (VP of HR) plans, organizes, and manages the development and implementation of HR policies, programs and services, including talent acquisition and talent management strategies, compensation and benefits, organizational development, training and leadership development, performance management, equity and inclusion, and employee relations. The VP of HR is a strategic partner and directs and oversees the organization’s HR plans in ways that support our mission and overall strategy.
The VP of HR role will include the interpretation and administration of Human Resources policies and practices and ensuring the integration of Appreciative Inquiry and social and racial equity within these. As a member of the senior management team, this function will also be responsible for planning and implementing human resources initiatives and strategies.
The National Domestic Violence Hotline operates 24/7. All work is informed by, and conducted through adherence to, the values of The Hotline:
- Integrity: We conduct every aspect of our work to the highest ethical standards and hold ourselves accountable to them. We value transparency and staunchly safeguard the confidentiality of those we serve.
- Thought Leadership: We are committed to learning constantly, developing innovative practices and evolving strategies as necessary to achieve our vision and mission.
- Excellence: We value performance and results. We aspire to be the best and to embrace the challenge to exceed expectations.
- Collaboration: We work as a team within the organization and with a wide range of partners outside of it, in the belief that only through these partnerships will we achieve the broadest impact.
- Social justice: We value diverse perspectives and strive to incorporate an anti-oppression lens in all aspects of our work.
- Caring: We conduct our work with compassion and in the spirit of inclusion, and we meet all individuals with respect and without judgment.
- Survivor-centered: Our work begins and ends with the interests of survivors of relationship abuse in mind.
Essential Responsibilities & Duties:
Supervise HR Manager and oversee HR department.
Plan, develop, organize, implement, direct, and evaluate the organization’s human resource function and performance in line with the organization’s Supervision through Appreciative Inquiry model, vision, mission, values and commitment to social and racial equity.
Develop appropriate policies, programs, and management/leadership training with Appreciative Inquiry and social and racial equity approaches for effective support and stewardship of the people resources of the organization. Included in this area (but not limited to) are employee relations, diversity, inclusion, anti-oppression, addressing employee concerns, ensuring organizational values, upholding the standard of excellence in employee performance, and supervisory training.
- Maintain knowledge of human resources policies, programs, laws, and issues.
- Provide HR leadership and counsel on matters involving people, management, and leadership.
- In collaboration with the COO, maintain and manage the budget and other financial measures of the
human resources department and submit annual HR departmental budget recommendations to the CFO.
- Maintain quality and consistency of all areas of Human Resources.
- Continually investigate and introduce improvement measures and present suggestions to the COO.
- Interact regularly in a collaborative way with the executive team and individual department heads to ensure that the organization’s operational priorities are aligned with the organization’s vision, mission, values, and strategic plan.
- Support the COO’s vision and implementation of the Hotline’s Culture, Connection and Engagement program.
- Communicate with outside legal counsel and the COO regarding employee litigation, administrative procedures and hearings, and employment-related matters; may include conducting arbitrations.
- Oversee negotiation of employee benefit contracts and implement and administer employee insurance plans to attract and retain staff.
- Research agency market rates to ensure competitive salary recommendations.
- Implement any CEO/COO-appointed organization-wide projects and other HR-related strategic initiatives aligned with the organization’s vision, mission, values, and organizational culture.
- In collaboration with the COO, responsible for the development, implementation, and maintenance of the Leadership Academy Program (non-supervisors) and the Leadership Development Program (supervisors).
- Ensure equal employment opportunities and fair application of all policies and procedures.
- Identify best practices for accountability and reporting metrics that support goals and objectives of the human resources department.
This description only includes essential functions of the job and does not imply that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instruction and to perform any other job-related duties requested by his or her supervisor or management.
Leadership Skills and Other Abilities Required
- Bachelor’s degree in Business Administration, with an emphasis in Human Resources, Business
- Administration, or related field. Graduate degree in Human Resources, Business Administration, or related field, preferred.
- A PHR or SPHR is preferred but not required.
- A minimum of 6-8 years of progressively responsible experience in Human Resources Management, including hiring, coaching/supervising staff, and separation of employment policies and practices.
- Or, any combination of related education and experience with a documented record of the ability to perform the duties and responsibilities of the position. (Equivalency formula: two years of experience is equal to one year of education.)
- Ability to demonstrate strategic agility and complex thinking.
- Demonstrate high personal integrity and sound professional ethics.
- Demonstrate strong coaching, mentoring, and interpersonal skills.
- Demonstrate knowledge of diversity, equity, and inclusion practices and strategies to recognize and address systemic barriers faced by historically marginalized communities, including, but not limited to, people of color; people with disabilities; and, queer, transgender, non-binary, and otherwise-identified people.
- Demonstrate management experience in managing organizational change, employee relations, negotiations, compensation, performance management, organizational development, talent acquisition, employee relations, and conflict resolution.
- Demonstrate project management and problem-solving skills with the ability to anticipate organizational needs and use independent judgment in resolving issues.
- Demonstrate strong organizational, communication, human resource, and interpersonal skills.
- Ability to collaborate and sustain productive and respectful working relationships, both internally and externally.
- Demonstrate skill in using a keyboard and personal computer and knowledge of, and familiarity with, the Microsoft Office Suite, including, but not limited to, Microsoft Word, Excel, and PowerPoint.
- Strong knowledge and understanding of HR policy and procedure, best practices, and current regulations.
- Intermediate to advanced proficiency with MS Office suite, iCIMS, Abila HRM or other HR systems, and SharePoint applications.
- Ability to work a flexible work schedule, as needed to support a 24-hour organization.
- Ability to attend required meetings (including, but not limited to, program and advocate team meetings and staff meetings), which may be scheduled during hours outside the position’s regular schedule.
- Possess an awareness of, and sensitivity to, the educational and professional goals of a multicultural and diverse workforce.
- Ability to promote and develop cost-effective employee development programs and tools.
- Ability to collaboratively plan, organize, direct, support, and evaluate the work of others.
- Experience in strategic planning and strategy implementation.
- Aptitude in communicating and public speaking
- Ability to lead a human resources team in delivering high-quality work by facilitating the cultivation of factors that lead toward intrinsic motivation.
- Exceptional emotional intelligence skills to build, cultivate, and facilitate strong working relationships.
- Demonstrate excellent time management and organizational skills, including the ability to manage numerous initiatives in order to meet deadlines and deliver high-quality outputs, including the ability to re-order work and priorities in response to anticipated and unforeseen demands and crises.
- Ability to collaboratively design and implement measures to ensure compliance within all pertinent areas of operations.
- Effective communication and interpersonal skills with the highest level of regards for confidentiality.
- Consistent positive possibilities- and solutions-oriented responses to challenges, including communicating with appropriate parties in a generative manner.
- Proficient and analytical with data management, problem-solving, and technology.
Other Requirements/Working Conditions:
- Ability to read, write, and converse in English.
- Prolonged sitting and/or standing using a keyboard, phone, and computer.
- Must have the capacity and commitment to proactively deal with a variety of stressful situations, including responses to complaints, internal and external interactions, to effectively work long and at times odd hours, while modeling a generative values-centered approach.
- Work in an office environment with minimum exposure to dust, noise, or temperature extremes.
- This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.
The above statements are intended to describe the general nature and minimum level of work being performed. These statements are not intended to be construed as exhaustive of all duties, responsibilities, and skills required for this position. The employee will be required to perform any other job-related duties as required by the job objectives, the COO and mission, and values of the National Domestic Violence Hotline. This description does not modify any employee’s at-will-status and is not a contract for continued employment of any duration.
To apply: Visit this link https://careers-ndvh.icims.com