The Vice President, Human Resource will establish and execute the people and organizational strategy for Lamons and will oversee all Human Resource (HR) functions across the company, including policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission, vision, values, and talent strategy. The candidate will be a business-oriented and highly accomplished Human Resources leader with a passion for entrepreneurial growth environments and a proven record of developing and delivering best-in class HR strategies.

• Collaborates with senior leadership to lead strategic thinking on business and people related opportunities to advance the operational and financial performance of the company; anticipate long-term needs of the organization and lead the human resource aspects to achieve company goals.
• Serve as an agent for change management, both in strengthening the company and its culture and in undertaking company-wide programs to ensure that the talent management strategies and organizational programs will enable continued high growth for the company.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Optimizes people-centered activities such as hiring, compensation, benefit plans, training, professional development, and performance management to ensure these efforts support the organization’s growth plans.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget and oversees the daily workflow of the department.
• Handles discipline and termination of employees in accordance with company policy.

Skills & Competencies

• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Bachelor’s degree in human resources, Business Administration, or related field preferred.
• SHRM-CP or SHRM-SCP is a plus.
• 15 years of experience in Human Resources, with at least 5 years in a management role.

Setting Strategy

• The ability to create and articulate an inspiring vision for the organization, not only for human resources, but the enterprise as a whole.
• The inclination to seek and analyze data from a variety of sources to support decisions and to align others with the organization's overall strategy.
• An entrepreneurial and creative approach to developing new, innovative ideas that will stretch the organization and push the boundaries within the industry.
• The ability to effectively balance the desire for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implement plans that are achievable and successful.

Executing for Results

• Highly organized with strong detail orientation and excellent time management skill with an eye toward deadlines; tenacious and accountable in driving results.
• Ability to set clear goals while committing the organization to improved performance
• Comfortable with ambiguity; the ability to adapt nimbly, take smart risks, and lead others through complex situations based on the needs of the organizations and its employees.
• Viewed by others as having a high degree of integrity and forethought in his/her approach to making decisions; able to be transparent and consistent while always considering what is best for the organization.

Leading Teams

• The ability to attract and recruit top talent, motivate the team, delegate effectively, celebrate diversity within the team, and manage performance; widely viewed as a strong developer of others.
• The ability to persevere in the face of challenges and exhibit a steadfast resolve and relentless commitment to higher standards, which commands respect from followers.
• A leader who is self-reflective and aware of his/her own limitations; leads by example and drives the organization's performance with an attitude of continuous improvement; open to feedback and self-improvement.
• Can prioritize and delegate with attention to the development needs of others.

Relationships and Influence

• Naturally connects and builds strong relationships with others, able to negotiate effectively, demonstrating strong emotional intelligence and an ability to communicate clearly and persuasively.
• An ability to inspire trust and followership in others through compelling influence, powerful charisma, passion in his/her beliefs, and active drive.
• Encourages others to share the spotlight and visibly celebrates and supports the success of the team.
• Creates a sense of purpose/meaning for the team that generates followership beyond his/her own personality and engages others to the greater purpose for the organization as a whole.

Driving Sustainability

• Firmly believes that both sustainability and profit are in the organization’s best long-term interest.
• Integrates economic, societal, and environmental factors into a purpose-driven strategy, turning sustainability into a competitive advantage.
• Incorporates viewpoints from all key stakeholders to drive decision making and share the benefits.
• Delivers breakthrough innovations and business models that create value for all stakeholders, continually
• challenging traditional approaches.
• Sets audacious business and sustainability goals, driving concerted action and investments, and stays the course in the face of setbacks or push-back from short-term oriented stakeholders.

Lamons Core Values

1. We are committed to safety.

We must ensure that everyone goes home in the same way they arrive.

1. We act with integrity.

We always do what is right.

1. We are people people.

We are always mindful of others, and we value our commitment to community.

1. We are customer focused.

We value all customers, placing their needs above ours.

1. We operate with excellence.

The never-ending improvement of our products, processes, and services.

1. We are steadfast in our devotion to sustainability.

Each of us will always be the best Lamons citizen through good stewardship of the environment, our organization, and our families.