Vice President, Human Resources

ESSENTIAL FUNCTIONS

HR Strategy and Leadership:

• Develop and execute HR strategies aligned with the organization's goals and objectives.
• Provide strategic guidance to senior leadership on HR matters, including talent acquisition, employee development, performance management, compensation, benefits and employee relations.
• Act as a trusted advisor to the executive team, offering insights and recommendations on HR-related issues and opportunities.
• Lead, mentor, and develop the HR team, fostering a collaborative and high-performance culture.

Talent Acquisition and Management:

• Develop and implement effective recruitment strategies to attract and hire skilled professionals and hourly employees across the organization.
• Collaborate with hiring managers to define job requirements, interview processes, and candidate selection criteria.
• Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture.
• Create and implement talent management programs, including succession planning, career development, and performance management systems.

Employee Relations and Engagement:

• Manage multiple Collective Bargaining Agreements within each region. Develop labor relations strategies that support the overall business and financial needs of the organization.
• Develop and maintain policies and procedures that promote a positive and inclusive work environment.
• Oversee employee relations matters, including investigations, conflict resolution, and disciplinary actions.
• Foster employee engagement initiatives, such as employee recognition programs, surveys, and feedback mechanisms.
• Ensure compliance with labor laws, regulations, and industry standards, providing guidance and support to managers and employees.

Compensation and Benefits:

• Collaborate with senior leadership to develop and administer competitive compensation and benefits programs.
• Conduct regular market analysis to ensure the organization's pay and benefits offerings remain competitive.
• Manage and oversee the administration of employee benefits, including health insurance, life insurance, DBL and Defined Benefit and Defined Contribution retirement plans.

HR Metrics and Reporting:

• Develop and implement HR metrics and analytics to track key HR performance indicators.
• Prepare regular reports on HR metrics, analyzing trends and identifying areas for improvement.
• Provide insights and recommendations to senior leadership based on HR data analysis.

REQUIREMENTS

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
• Proven experience as an HR leader in heavy manufacturing or industrial settings.
• In-depth knowledge of labor laws, regulations, and best practices in the manufacturing industry.
• Experience in leading a unionized workforce strongly desired.

COMPETENCIES

• Strong strategic thinking and business acumen, with the ability to align HR strategies with organizational goals.
• Demonstrated experience in talent acquisition, employee development, performance management, and employee relations.
• Excellent leadership and interpersonal skills, with the ability to influence and build relationships at all levels of the organization.
• Exceptional communication skills, both written and verbal.
• Strong analytical and problem-solving abilities.

WORK ENVIRONMENT

• The VP of HR spends 90% of the time in an office environment developing HR strategies, developing staff, staying connected with the executive and mill leadership teams, attending meetings, on calls, recruiting top talent, succession planning, defining HR metrics and reporting, etc. The other 10% of the time is spent in the mill environment or traveling to other Twin Rivers locations.