Summary

The Vice President of People will play a pivotal role in NorthRock’s growth by providing comprehensive strategies for talent development, performance management, talent acquisition, and total rewards. This role will inform important strategic and operational talent decisions for the business, combining strong interpersonal skills with an analytical mindset that can leverage data and technology to forecast workforce needs/trends that drive productivity and bring insights to performance management. The Vice President will oversee the full range of human resources functions while implementing programs that inspire, motivate, and support our employees. The role will lead the creation and delivery of resources and experiences to ensure NorthRock employees have access to development opportunities that are necessary to reach their potential.

Essential Functions

Development-Based Workplace

• Advance our culture of continuous learning and growth through the creation and execution of company-wide development programs and training initiatives.
• Establish processes for creating and monitoring individual employee development plans with short- and long-term goals. Train and equip managers to lead employees through this process.

Total Rewards

• Develop, communicate, and administer competitive total rewards strategies, including compensation, benefits, retirement, engagement, and other work experience programs, that are cost effective and consistent with organizational objectives and informed by market trends.
• Lead the total rewards function to effectively manage the strategy, philosophy, programs, policies, and initiatives while maintaining cost, quality, service, and process controls.
• Ensure compliance with all governmental regulations related to payroll, compensation, benefits, and employment law in all states where team members reside.

Talent Acquisition & Growth

• Engage with NorthRock’s leadership team to create a comprehensive headcount planning strategy and set the recruiting rhythm for the dynamic needs of top talent while navigating a critical period of the company's growth.
• Drive strategy, policy, and programs spanning all areas of compensation, benefits, payroll, and compliance to assist the business in achieving goals while ensuring fair and competitive compensation and benefit programs that attract and retain key talent.

Performance Management

• Enhance current performance management systems to drive high-performing teams throughout the company while further establishing individual and team-level goal setting systems to ensure alignment on objectives.
• Guide the organization’s leaders through the Performance Management process, with a focus on developing and equipping our people leaders.

HR Business Partner

• Build strong relationships with business leaders and develop a deep understanding of the business to identify and implement strategies that support business objectives, resulting in improved performance and development of key talent. Manage execution to ensure efficient achievement of business goals.
• Drive continuous business process improvement, transformation and advancement of modern HR practices that will support NorthRock’s ever-evolving organization and employee base.
• Utilize data-driven insights to make informed decisions and improve HR processes.

Required Education & Experience

• Bachelor’s degree in human resources, Business Administration, or related field required; Master’s degree preferred.
• 10 years experience in People Operation/HR leadership roles and a successful track record of leading such teams at high-growth organizations.
• Expertise in areas of performance management, organizational management and design, diversity and inclusion programs, talent acquisition, and learning and development.
• Intimate knowledge of People Operations/HR policies, employment laws, and forward-thinking practices.
• Strong business and financial acumen with proven ability to understand the business vision, strategy, priorities, financial, and performance measures and cycle.
• Outstanding executive communication and presentation skills and proven ability to conceptualize, lead, implement and monitor programs and initiatives in the context of broader business/organizational objectives.
• SHRM-CP or SHRM-SCP strongly preferred.