VICE PRESIDENT OF HUMAN RESOURCES OPERATIONS

ESSENTIAL DUTIES AND RESPONSIBILITIES:
The list of essential duties and responsibilities is intended to represent the tasks to be performed. The omission of an essential function does not preclude management from assigning duties not listed herein if such duties are a logical assignment to the position.
1. Leads the strategic development, implementation, and continuous improvement of HR operational systems, processes, and service delivery     models.
2. Provides direct oversight and leadership to:
o Human Resources Coordinator
o Employee Relations Specialist*
o Compensation & Benefits Specialist
o Payroll & Reporting Coordinator (Part-Time)
o Other positions may be added as the organization expands
3. Oversees HRIS management, system updates, audits, data accuracy, and reporting requirements.
4. Ensures regulatory compliance across all HR functions, including but not limited to DCFS requirements, PACE, background checks,               payroll taxes, FLSA, FMLA, ADA, Workers’ Compensation, OSHA reporting, unemployment claims, and agency documentation standards.
5. Directs the administration and compliance of employee benefits programs, compensation structures, internal equity, leave of absence               processes, and Workers’ Compensation in collaboration with the Compensation & Benefits Specialist.
6. Oversees employee relations practices including investigations, disciplinary processes, grievances, union-related activities, and                         performance-related interventions, providing guidance on highly sensitive or complex issues.
7. Consults with employment attorneys regarding union matters, high-risk employee relations issues, and complex legal concerns to ensure           organizational compliance and mitigate risk.
8. Develops and maintains strong, collaborative partnerships with union leadership to support positive labor-management relationships.
9. Co-leads collective bargaining sessions with union representatives, ensuring preparedness, strategic consistency, and alignment with                 organizational goals.
10. Leads the development and maintenance of HR policies, procedures, and documentation standards to ensure alignment with legal                    requirements and organizational needs.
11. Partners with Finance to coordinate payroll reporting, annual audits, and compensation planning.
12. Ensures consistency and quality of HR service delivery to all internal departments, setting service standards, monitoring performance               metrics, and implementing process improvements.
13. Develops and implements HR reporting frameworks, dashboards, and analytics to support strategic decision-making and workforce                  planning.
14. Provides leadership, coaching, and professional development to HR team members to promote departmental effectiveness, collaboration,         accountability, and continuous improvement.
15. Partners with the CHRO and senior leadership to support agency-wide HR initiatives, organizational changes, and long-term strategic               planning.
16. Partners with the CHRO to cultivate and manage strategic relationships with external vendors, third-party administrators, brokers, and            trade associations to support HR operational effectiveness.
17. Maintains the highest level of confidentiality and professionalism in managing employee information and sensitive HR matters.
18. Successfully completes all required Little City training, re-training, and any additional training as mandated by agency policies and                  practices.
19. Performs other duties or special projects as assigned by the CHRO.

Little City offers competitive salaries and benefits for eligible employees such as medical, dental, and vision insurance, short-term and long-term disability, 401(k) and Roth 401(k) retirement plans with employer match, Flexible Spending Accounts ( FSA), life insurance, critical illness, hospital indemnity, paid holidays, paid time off (vacation, personal, and sick time), and an employee assistance program.

MINIMUM QUALIFICATIONS:
Bachelor’s degree required; Master’s degree preferred. At least 10 years of progressive Human Resources leadership experience with significant responsibility for HR operations, compliance, payroll, benefits administration, and employee relations, required. Experience leading multi-disciplinary HR teams in a complex, multi-site or nonprofit environment strongly preferred. Must have strong interpersonal, leadership, highly detailed orientated, and analytical skills with the ability to manage confidential information with discretion. Experience with HRIS systems, preferably Paycom.