Description

About us: At Seibels, we believe our people are our most important asset. They are the driving force behind our mission and the reason we are able to provide best-in-class services to the property and casualty insurance industry. Our Culture is founded upon four core values: Collaboration, Accountability, Respect, and Transparency. Upholding this culture and embodying it in all that we do is paramount to the organization and its success.

Benefits:

• Health & Dental coverage effective first day of employment 
• EAP
• 401(k) with employer match 
• 9 Paid Holidays
• Team Member Referral Bonus Program 
• Educational and Developmental Assistance
• Free Parking 
• 20 days of PTO accrual in the first year

About the position: The Vice President of Human Resources provides hands-on leadership by actively participating in the day-to-day HR functions as well as developing and executing human resources strategies to support the overall strategic direction of the company, specifically in the areas of talent acquisition, performance management, training and development, succession planning, compensation, and benefits. The VP understands that the role is broader than employment strategies alone and articulates HR needs and plans to the executive management team, stakeholders and the board of directors, as required. 

ESSENTIAL FUNCTIONS

Company Strategy

• Work with COO, and the Workforce Committee to understand and execute the vision and goals of the company.
• Establish and implement HR programs and processes that effectively communicate and support the company’s strategic vision.
• Function as a strategic business advisor to the executive management of each business unit regarding key organizational and management issues.
• Conceptualize and problem solve for a range of workforce challenges that the organization may face in the immediate and long-term future.

Workforce Planning

• Develop comprehensive recruiting and retention plans to meet the staffing needs of the company’s strategic goals. Work with business unit managers to forecast internal staffing needs and the related costs. Design and implement succession and career path systems.
• Innovate in talent management, engagement and retention strategy, driving opportunity for all, while attending to the impact of working in a fast-paced environment of change.
• Reshape the organizational design and rewards structure to reflect the dynamics of the business environment trending towards a more mobile and less permanent workforce.
• In partnership with vendor management, continually evaluate and assess all HRIS and applicable vendors to ensure that the services they are providing are mutually beneficial to our workforce and company.

Performance Management

• Direct and oversee the performance management process for the company to ensure team members are focused on and successfully accomplishing measurable objectives. Provide guidance and training to supervisors and managers on performance management. Work with supervisors and managers on all disciplinary issues, including reviewing documentation or creating documentation, and, as needed, communicating disciplinary concerns to team members.
• Work with the Workforce Committee, Legal, SHRM and other resources, and COO to ensure compliance and best practices are implemented, coached, and updated, as needed. 

 Compensation and Benefits Management

• Direct the administration of company compensation program, including the ongoing updates to job descriptions and pay grades based on industry salary surveys. The compensation program includes salary reviews decoupled from the Annual Performance Evaluation process and ensuring salary adjustments are aligned with the company’s compensation philosophy. Ensure that the company is offering a competitive benefits program, including health and welfare benefits and 401(k). The compensation and benefit program must support the company’s goals to recruit top talent, retain high performers, pay for performance, and be cost effective. The program must ensure company complies with all state and federal rules and regulations.

Employee Relations

• Coach and counsel executives, managers and supervisors on effectively and legally managing team members throughout the employment cycle. Develop and implement initiatives to recognize and reward high performing team members and retain key talent. Team Members are our #1 asset, and the development and engagement of our Team Members is critical to the company’s success.

Training and Development

• Direct the development and administration of an onboarding program for new team members that ensures success for team members and reinforces the company’s Core Values: Respect, Collaboration, Accountability, and Transparency. Implement and oversee leadership and professional development programs for all team members.

Procedures and Compliance

• Implement employee related policies and procedures. Oversee preparation and maintenance of personnel records, company manuals and the employee handbook to ensure conformity throughout the company. Must maintain knowledge of HR policies, programs, laws and issues.

Requirements

• Bachelor’s degree in Human Resources, Business, Psychology, or related field and/or equivalent combination of education and experience.
• 15 plus years’ experience in all the key accountability areas listed above. 
• Professional in Human Resources (PHR)/Senior Professional in Human Resources (SPHR) or SHRM Certified Professional (SHRM-CP)/SHRM Senior Certified Professional (SHRM-SCP) certification a plus.