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The Vice President of Human Resources (VPHR) provides leadership and guidance to the overall strategic direction for all the HR operations for a multi-state, multi-company organization with both commercial operations and Federal Contracting operations. The VPHR is responsible for creating, setting, enforcing and evaluating legally compliant human resources policies, procedures and best practices, identifying and implementing long-term strategic plans that align with CNI’s defined strategy. The VPHR oversees management and coordination to ensure HR teams work in collaboration to meet CNI’s growth strategies in support of the mission and vision.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Essential duties and responsibilities include the following. Other duties may be assigned.
Responsible for the integration of CNI Core Competencies into daily functions, including: commitment to integrity, knowledge/quality of work, supporting financial goals of the company, initiative/motivation, cooperation/relationships, problem analysis/discretion, accomplishing goals through organization, positive oral/written communication skills, leadership abilities, commitment to Affirmative Action, reliability/dependability, flexibility and ownership/accountability of actions taken.
Collaborates with the CAO and the Executive Team to understand the organizations long-term mission and develop a strategy for HR that aligns with the overall strategy of CNI. Works closely with the Executive Team and Division Directors to provide visionary leadership to advance Human Resources as a value-added partner. Proactively identifies HR challenges and provides well-analyzed and cost-effective solutions that will meet the needs of the organization.
Serves as a forward thinking, strategic thought partner, mediator and champion. Promotes awareness and guides CNI through change and growth. Provides sophisticated and innovative solutions to meet the growth strategies of CNI and its employees.
Provides guidance and leadership to the human resource management teams and oversight around the management of day-to-day operations.
Participates in professional development and networking conferences and events to stay current on best practices with an awareness of the internal and external factors that influence Human Capital management.
Identifies key performance indicators for the organization’s human resources and talent management functions. Develops metrics that analyze the health of the organization, its success and market competitiveness based on identified metrics. Readjusts or modifies programs based on developed metrics.
Provides oversight of CNI flexible work programs, in addition to identifying and/or developing training for managers and employees to be successful under these programs. Develops metrics to ensure success of the program. Proactively reviews and makes recommendations for adjustments when necessary.
Provides direction for research, development and implementation of competitive compensation and incentive programs. Makes recommendations around utilization of financial resources to maintain our financial strength and achieve successful retention and recruitment results. Reviews turnover trends and proactively makes recommendations to address challenges. Reviews Salary Survey findings and monitors compliance with the compensation structure established for the enterprise, to ensure CNI is competitive in acquiring and retaining talent.
Leads the design and implementation of a competitive benefit programs. Partners with the selected benefits broker to negotiate the best rates on the plans. Sets the strategy for rates of the ancillary benefits including dental, vision and voluntary benefits. Serves as trustee for our self-insured program and advises on strategies to reduce costs of the plan while maintaining a competitive benefit to our employees. Oversees regulatory changes and ACA compliance and reporting.
Provides oversite of FMLA, ADA, ADAAA, leave programs (VAC, Pers, PTO), Unemployment and Workers Compensation. Reviews costs and trends.
Develops a robust and strategic performance evaluation program with an emphasis on the development of individual strengths and goal achievement.
Develops a comprehensive succession plan that complements hiring strategies and the development of talent to meet the short- and long-term goals of the organization.
Provides strategic direction and insight to L & D staff on training initiatives that align with the overarching strategy and goals of the organization. Proactively identifies internal needs and challenges and develop solutions that complement defined succession strategies.
Provides guidance and strategic insight on Diversity and Inclusion programs and initiatives and creates measurable changes.
Provides guidance on a strategic program focused on the engagement and growth of individual contributors and teams at CNI. Provides strategic direction and serves as a champion and leader in this critical area.
Monitors, increases awareness and develops creative solutions/actions needed to reduce turnover.
Provides strategic leadership to the TA team; ensures CNI is positioned to attract a diverse workforce, drive retention and performance.
Leads the TA team to proactively meet staffing needs.
Ensures a strong presence on social media platforms and other recruiting partner sites (Career, Monster).
Researches and implements t tools to better capture data and provide analysis to the organization around human capitol.
Provides leadership and guidance to ensure successful utilization of capabilities.
Streamlines processes and improves business efficiencies.
Oversees the management of the payroll function to ensure compliance with all association regulation and laws.
Ensures compliance with employment, benefits, insurance, safety, Federal contractor and other laws, regulations and requirements.
Oversees OFCCP audits, DOL investigations, and employment litigation.
Ensures all job descriptions incorporate ADA and ADAAA compliance.
Maintains knowledge of laws, regulations and best practices in employment law, human resources and talent management.
Works with CNI legal team to mitigate legal and regulatory risk. Manages federal, state and local legal requirements and new legislation; anticipates legislation and enforces adherence to requirements.
Drafts, implements and monitors the budget for the Human Resources Department.
Manages organization’s staffing plan to ensure resources align with the budgets and overall goals of the organization.
Responsible for aiding in own self-development by being available and receptive to all training made available by the company.
Plans daily activities within the guidelines of company policy, job description and supervisor’s instruction in such a way as to maximize personal output.
Responsible for keeping own immediate work area in a neat and orderly condition to ensure safety of self and co-workers. Will report any unsafe conditions and/or practices to the appropriate supervisor and human resources. Will immediately correct any unsafe conditions as the best of own ability.
Bachelor's degree in Human Resources, Business Administration, or related field. Master’s or Law degree highly preferred. A minimum of ten (10) years’ in human resources management, with emphasis on talent management and human capital development required; or equivalent combination of education/experience.
CERTIFICATES, LICENSES, REGRISTRATION
This position requires possession of or the ability to obtain and maintain a security clearance.
SHRM-CP, SHRM-SC, SPHR, or PHR strongly preferred.
JOB SPECIFIC KNOWLEDGE / SKILLS / ABILITIES
Excellent verbal and written communication skills.
Excellent interpersonal and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Thorough knowledge of employment-related laws and regulations.
Knowledge of and experience with varied human resource information systems.
Experience in defining and implementing HR strategy.
Experience in the development and execution of a performance evaluation program.
Experience in the development and execution of a succession and talent development program.
Ability to read, analyze and interpret the most complex documents. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write speeches and articles using original or innovative techniques or style. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to top management, public groups and/or boards of directors.
Ability to work with mathematical concepts such as probability and statistical inference, and fundamentals of plane and solid geometry and trigonometry. Ability to apply concepts such as fractions, percentages, ratios and proportions to practical situations.
Ability to define problems, collect data, establish facts and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
The physical demands described here are representative of those that must be met by an employee to perform successfully the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Work is primarily performed in an office environment. Regularly required to sit. Regularly needs dexterity in hands and fingers to handle, feel and reach with hands and arms to handle objects and operate tools, computer and/or controls. Position requires the ability speak and hear. Occasionally required to stand, walk and stoop, kneel, crouch, or crawl. Must frequently lift and/or move up to 5 pounds and occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception and ability to adjust focus. Exposed to general office noise with computers printers and light traffic.
All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
- Labour Laws
- Human Resources Information System (Hris)
- Family And Medical Leave Act Of 1993
- Retention Management
- Performance Appraisal