Vice President of Talent and Workforce Experience

The Vice President of Talent and Workforce Experience is a key leadership role responsible for developing, implementing, and continually evaluating effective strategies to advance the organization’s talent acquisition and engagement, professional development, employee health and welfare benefits, employer-sponsored retirement plans, employee and labor relations, compensation, and HR information systems and analytics.  The Vice President is responsible for developing and directing a high performing team of professionals to ensure that the organization maintains necessary staffing with qualified employees to provide high quality supports and services and administrative functions.  The Vice President will collaborate closely with executive and other senior leadership regularly to evaluate evolving staffing needs, to develop new and revised strategies as needed, and to provide clear guidance to the organization on data-driven solutions and best practices in the industry regarding talent acquisition, development, and engagement.  Travel is primarily local during the business day, although some weekend, out-of-area and overnight travel may be expected.

Primary duties and responsibilities include but not limited to:

• Directs all aspects of Talent Acquisition, including but not limited to identifying and prioritizing open positions, marketing and outreach to referral sources, engaging qualified candidates, screening and selecting candidates, expediting job offers, and facilitating onboarding. Identifies and advertises opportunities for internal advancement and encourages current employees to seek advancement.  Assesses the value of talent acquisition strategies and the return on investments to ensure that the organization  allocates resources in strategies demonstrated to result in successful new hires.  Consults with and advises departmental leadership regarding their talent acquisition, development, and engagement needs to carry out their business goals and objectives.  Ensures the organization maintains fair and equitable hiring practices as an equal opportunity employer.
• Directs all aspects of Learning and Professional Development for employees, including (1) new hire orientation, (2) all initial and recurring trainings and certifications required by OWPDD and other oversight bodies, and (3) non-mandated workshops and trainings to provide employees with additional opportunities for professional growth and career advancement. Ensures dynamic and effective curricula, instruction, and platforms to support employees’ successful performance of job duties and opportunities for development and advancement.  Ensures ongoing systems of evaluating effectiveness of learning and development classes and programs.  Oversees a reliable and comprehensive learning management system.  Ensures the provision of regular accurate and comprehensive reports to management on employees’ compliance with required trainings and directs effective strategies to facilitate employee compliance with required trainings and certifications.  Directs the organization’s Tuition Reimbursement program.
• Directs all aspects of Employee Engagement, including but not limited to developing and implementing a comprehensive employee recognition strategy to engage employees at all levels, designed to engage diverse team members. Develops, implements, and maintains events, activities, and programs to engage employees, demonstrate appreciation, and establish positive morale.  Ensures the establishment and effective utilization of a robust multi-media communication platform that effectively engages employees across the organization.  Continually evaluates effectiveness in retaining employees and positively impacting morale within and across departments and regions, utilizing objective metrics to assess outcomes, and adjusts strategies to improve retention.
• Directs the development and implementation of effective strategies for obtaining employee feedback and evaluating engagement (morale, satisfaction, etc.), analyzing trends, and developing new strategies to address areas for improvement. Provides regular objective reports on employee engagement with recommendations.
• Models, establishes, and facilitates productive and collaborative professional relationships and provides direct training to administrators and managers to promote leadership development, teamwork, relationship development, and employee engagement.
• Develops and directs all aspects of the organization’s Employee Wellness initiatives to create an overall culture of health and wellness and to engage employees. Evaluates effectiveness of wellness initiatives on relevant variables, including but not limited to health plan claims experience, absenteeism due to illness, employee engagement and moral, etc.
• Supports and collaborates with the organization’s Diversity Officer to implement and promote effective Diversity, Equity, and Inclusion practices, policies, and training. Supports and facilitates a culture of inclusion and belonging for all employees and develops and promotes employee engagement activities to advance this culture.
• Participates in the development, implementation, and evaluation of the organizations three-year strategic plans. Acts as chair of Strategic Plan Goal Committee(s) as requested.
• Maintains responsibility for organization’s compliance with all applicable federal, state, and local laws pertaining to hiring and other relevant personnel matters, as well as compliance with OPWDD, SED, DOH, and other applicable industry regulations. Maintains current knowledge of related laws, regulations, and enforcement trends.
• Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.
• Assesses relevant business procedures and systems and recommends changes for efficiency/ effectiveness. Develops and manages annual departmental budget.
• Provides regular ongoing supervision and training for direct reports and other members of the Talent Acquisition, Development, & Engagement
• Represents the organization at local, regional, statewide, and national conferences, as requested and approved, to remain familiar with current trends and best practices and to serve as an ambassador for the organization. Offer presentations and workshops, as appropriate and needed, at conferences.
• Participates on internal and external committees and special projects as assigned.
• Reviews, analyzes, and evaluates department’s effectiveness and success in key performance areas, reports concerns to Executive Management, and implements changes to improve where necessary.
• Other duties as assigned.

• Bachelor’s degree or higher, Master’s degree preferred.
• Credential in Human Resources (e.g., SHRM-SCP, PHR) preferred and required within first year of employment in position.
• Ten (10) or more years of progressive supervisory experience in Human Resources Management.
• Experience in a disability or human service provider organization is strongly preferred.
• Demonstrated expertise and a record of success in multiple core areas of Human Resources.
• Demonstrated experience designing, supporting, and leading organization-wide initiatives.
• Demonstrated record of meeting deadlines and delivering measurable outcomes.
• Experience with HR Information Systems and Data Analytics.
• Current and broad knowledge of relevant federal/state employment laws and trends.
• Proficiency in MS Office Suite applications.
• Strong interpersonal and written and verbal communication skills.
• Strong organizational, time-management, and leadership skills.