JOB TITLE:                         Vice President, Human Resources
DIVISION/OFFICE:             Operations/Human Resources
BAND/STATUS:                  Tactical/ Exempt
REPORTS TO:                    Chief Operating Officer

• Oversees the management and continued evaluation for effectiveness of all Human Resource related systems (HRIS, ATS, Time & Attendance, Performance Management, Benefits, etc.). Produces necessary reports for critical analyses of the HR function and the people resources of the Association.
• Oversees annual Employee Handbook updates.
• Manages the departmental budget and other financial measures of the Human Resources function.
• Provides technical human resources advice and knowledge to LeadingAge members as needed.
• Performs other duties as assigned by the Chief Operations Officer. Conducts periodic research regarding HR programs or plans proposed for the President & CEO, as requested by the Board.

• Provides effective employee relations, performance management and employment action guidance to staff and management at all levels. Facilitates supervisor/employee problem resolution or identifies and recommends executive/performance coaches, meeting facilitators or other consultants, as appropriate.
• Conducts informal and formal internal interventions or investigations as needed. Ensures the confidence and integrity of all parties involved in all employee relations matters.
• Liaises with departmental managers to foster a collaborative environment that promotes community among Human Resources & other departments within the organization.

• Responsible for the association's compliance with federal, state and local laws and regulations affecting the employment process. Maintains current knowledge of and ensures compliance across over 18 states affecting LeadingAge staff. 
• Works in conjunction with the LeadingAge Affirmative Action Officer (COO) to manage LeadingAge's Affirmative Action Plan. Ensures all employee experience programs, policies and practices are aligned with the AAP.
• Works with the CEO and COO to periodically review and update Code of Conduct, Conflict of Interest and related policies to ensure continued relevance and compliance with all federal, state & local regulatory agencies.
• Works with the CEO and COO to investigate and resolve alleged violations of the Code of Conduct, Code of Ethics, Harassment and Conflicts of Interest.
• Collaborates with COO and LeadingAge's outside counsel to facilitate problem resolution. Develops, proposes and facilitates severance agreements and general releases, as approved by the President & CEO & COO.

• Develops and directs a clear, compelling vision for attracting, developing, training and retaining exceptional talent in line with LeadingAge's Affirmative Action Plan.
• Oversees talent acquisition to meet the needs of the Association and executes the Board-approved compensation philosophy and policies.

• Develops compensation strategies and benefits programs to ensure that the organization stays competitive in the market and provides fair and consistent compensation for all staff
• Oversees employee recognition/awards, employee services, employee communication on HR-related matters, employee safety and health & wellness.

• Be a role model and champion for the culture needed to promote outstanding performance. Lead in a helpful, efficient, 'roll up your sleeves' manner that is people-centric and is marked by a high level of accountability and urgency. 
• Leads the design, implementation and iteration of new employee experience programs and assesses current programs to ensure alignment with LeadingAge's mission, vision and core values. Develops and implements strategies to nurture an inclusive, healthy work culture that values diverse viewpoints and provides opportunities for all team members to grow professionally.
• Evaluates and provides input on new HR-related programs/strategies as they relate to employee engagement.
• Demonstrates commitment to LeadingAge’s core values and fosters an inclusive workplace where all are able to meaningfully contribute and thrive.
• Models LeadingAge Core Values in all actions.

• Utilizes people metrics to drive key insights and decisions around growth and retention. Responsible for the identification of competency, knowledge and skill gaps; and the creation and delivery or identification of suitable internal or external training programs and/or providers.
• Cultivates a continuous learning environment for association staff to enhance employee competency as well as their knowledge and understanding of LeadingAge, the aging services field and LeadingAge's members.

• Bachelor’s degree and at least 10 to 12 years of directly related experience in a human resources management capacity; or equivalent combination of education and experience.
• SPHR/PHR certification and association experience preferred.
• Demonstrated ability to read, analyze, and interpret the most complex human resource related documents.
• Must have a comprehensive understanding of human resources practices and principles involving benefits, compensation, employee relations, performance management, training and development, and organizational development.
• Requires an energetic, forward-thinking and creative individual with high ethical standards and commitment to balancing the needs of the organization with those of staff.
• Must be a strategic planner with sound human resources management skills, analytical ability, good judgment and strong operational focus.  Must also be a decisive individual who possesses a strategic focus as well as an operational, implementation and detail-oriented perspective
• Well-organized and self-directed individual who is "politically savvy" and a team player.
• An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute. Ability to respond effectively to the most sensitive inquiries or complaints in a manner that maintains the confidentiality of all parties involved.
• Highly effective communication skills to include the ability to make effective and persuasive speeches and presentations to employee groups, management at all levels, and occasionally to the Board and outside organizations.

• Ability to effectively communicate information and ideas so others will understand. 
• Ability to learn/translate/refer to large amounts of technical material and produce extensive communications. 
• Ability to communicate at large gatherings and conduct educations workshops.
• Ability to travel to external meetings both locally and nationally, including periodic overnight travel. 
• Normal work requires frequent use telephone and computer (monitor, keyboard, mouse).
• Ability to be mobile at Annual Meeting; Leadership Summit Conference; and other meetings and events.   
• May be required to be mobile frequently while in the office to access file cabinets, office equipment, attend meetings, etc. 
• May require standing/sitting for prolonged periods of time during meetings and conferences.

• Unlimited vacation after successful completion of the introductory period;
• 15 hours of volunteer time; 22.5 hours of personal time.
• Accrual of 12 sick days per year, up to a maximum of 60 days or 450 hours.
• The full health & wellness benefits package includes medical, dental, short- and long-term disability and life insurance with generous employer contributions to medical, dental and vision premiums.
• Employer-paid short- and long-term disability, life, AD&D, and long-term care insurance.
• Employer contribution to a Health Savings Account (HSA);
• 11 paid federal holidays;
• Opportunity to join our 403(b) savings & retirement plan upon hire by making voluntary contributions. After you have successfully completed one year of service, LeadingAge will match up to 3% of your own per pay period contribution. And LeadingAge will contribute an additional 4% of your semi-monthly gross salary each pay period as a basic employer contribution.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.