What are the responsibilities and job description for the Vice President, Employee Experience and Talent Management - Hybrid position at RELAY RESOURCES?
Relay Resources is an Equal Opportunity Employer that strives to create a diverse workforce and an inclusive culture and believes each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent nor the organization to adjust the work identified. It is our expectation that each employee will offer their services wherever and whenever necessary to ensure the success of our endeavors.
Disabled people and neurodivergent people are strongly encouraged to appply.
Relay Core Competencies:
Focus on Strengths
Prioritize Informed Action
Communicate Clearly
Champion Disability Inclusion
Build Supportive Relationships
The Vice President of Employee Experience and Talent Management is a key member of Relay Resources’ executive leadership team. This role is responsible for shaping and executing a disability-centric talent strategy that supports the success, growth, and well-being of all employees.
The VP leads four critical, employee-facing functions: 1) Talent Strategy and Performance Management (HR Business Partners), 2) Recruiting & Onboarding, 3) Workforce Training & Professional Development, and 4) the Employee Service Center. This leader ensures that each function delivers equitable, high-quality services aligned with Relay’s mission to transform workplaces and communities by championing disability inclusion.
Key Responsibilities
1. Talent Strategy and Performance Management (HR Business Partners)
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Lead a team of HR Business Partners who support business units in strategic workforce planning, organizational design, talent strategy, and performance management using a strength-based approach.
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Serve as a consultative partner to senior leaders, aligning talent initiatives with business goals while maintaining a disability-inclusive and trauma-informed approach.
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Ensure HR practices reflect Relay’s commitment to accessibility, inclusion, and equitable opportunity for disabled and nondisabled employees.
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Lead the design and implementation of Relay’s performance management systems, ensuring clarity, accountability, and equity.
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Develop processes that support continuous feedback, coaching using the CliftonStrengths approach, and professional development.
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Partner with leaders to ensure performance practices reinforce a culture of respect, inclusion, and employee success.
2. Recruiting & Onboarding
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Lead the full-cycle recruitment and onboarding function, ensuring processes that are accessible, inclusive, and aligned with Relay’s disability-centric hiring practices.
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Develop talent pipelines through community partnerships and management of recruiting agencies that support a diverse workforce and meet the unique operational needs of the organization.
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Implement scalable onboarding strategies that improve employee engagement and retention.
3. Workforce Training & Professional Development
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Direct the design and delivery of job training, skill development, leadership development, and ongoing learning programs.
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Ensure training programs incorporate disability-centric methodologies and promote upward mobility for disabled employees.
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Build a comprehensive learning framework that supports career growth and builds organizational capability based on the unique needs of the employee population segments.
4. Employee Service Center
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Direct the Service Center, Relay’s centralized, one-stop resource for employees and managers.
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Partner with the People Operations (compensation, benefits, HRIS, payroll, and employee relations) and Disability Inclusion teams (accessibility and inclusion team, resource navigators) to deliver world-class, disability-centric employee concierge services.
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Ensure high-quality, timely, and accurate responses to all HR-related inquiries, including benefits, policies, payroll coordination, and employee guidance.
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Drive continuous improvement to enhance accessibility, responsiveness, employee engagement, and employee satisfaction.
Leadership & Collaboration
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Serve as a champion for Relay’s disability-centric culture and embed this approach across all talent practices and employee services.
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Partner closely with the executive team members to design long-term talent strategies that support organizational growth and employee success.
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Manage department budgets, staffing, and operational priorities across all four functions.
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Use data-driven insights to inform talent strategies and improve the employee experience.
