Mosteller & Associates Hiring for Vice President, People & Culture at Harrisburg, PA Full Time

Herbein | Mosteller HR Consulting is seeking a dynamic Vice President, People & Culture for our client located in Harrisburg, Pennsylvania.

Position Scope:

The Vice President, People & Culture helps create an environment that is highly productive, meaningful, inclusive, and enjoyable for all team members. The primary purpose is to oversee the development and implementation of human resource strategies, systems, policies, plans and services. To include organizational structure, talent acquisition, training & development, performance management, legal compliance, compensation and benefits, employee relations, diversity, equity and inclusion, employment practices and procedures, and communications and events. Serves as a key advisor to the President/CEO and executive team on all people matters.

Position Responsibilities:

Strategic Planning

• Collaborate with executive team to execute the organization’s core values, long-term mission, vision, and goals.
• Establishes and communicates strategic direction for Human Resources and employee development aligning with the long-range strategic plan.
• Identifies and develops KPIs for the HR function as they relate to the strategic plan and the overall direction of the organization.
• Coach, advise and partner with management to provide HR leadership and guidance.
• Manage the HR Team providing direction and guidance.

People and Talent Management

• Create and implement effective talent management including acquisition, training and development, engagement, recognition, and retention strategies, which align to current and future organizational needs.
• Lead succession planning efforts including individual development planning (IDP) and leadership development programs.
• Evaluate training, team development opportunities, and develop plans to meet needs.
• Develop Strategic goals to ensure ability of organization to attract, retain and develop talent. Ensure pipeline for succession to critical positions.
• Oversee compensation and benefit programs, including job description and classification, salary structure and salary adjustments.
• Ensure total compensation program is aligned to talent management strategies to attract and retain talent.
• Develop and lead a best-in-class total rewards program. Maintain all benefit-related relationships and programs. Continuously evaluate the market to maintain competitive benefits programs.
• Ensure effective communication of total compensation package to the team.
• Oversight and design of the performance management process ensuring the process aligns to and drives support of the strategic direction. Ensure process has meaningful goals and objectives and use metrics to measure performance.
• Tracks and monitors position control and position management for the organization.

Benefits

• Serve as Plan Administrator for all benefit plans including self-funded health plan.
• With President/CEO and CFO is a key decision maker for all benefit program policy and funding.
• Assess the competitiveness of human resources programs and practices against relevant markets and makes recommendations for improvements and changes.
• Works in concert with broker and providers to continually monitor benefits design and expenses to ensure a careful balance between cost and employee retention.
• Ensures 401(k) retirement administration committee responsibilities are met (chairing quarterly meetings, writing meeting minutes, updating charter annually, coordinating annual audit, serving as primary liaison with audit firm).

Culture & Engagement

• Ensure the organization develops a high performing, mission-driven culture by strategically gauging staff morale, addressing organizational issues while providing HR solutions and increasing organizational effectiveness and health.
• Provides leadership and support to executives and management on matters reinforcing culture, setting goals, developing policy, and implementing strategic objectives.
• Using surveys such as Gallup Q12 and Diversity Climate survey to assess the culture of the organization and guide strategic direction.
• Foster a diverse, equitable, and inclusive culture. Enhance employee engagement to create an environment centered on valuing and optimizing people’s differences and creating a sense of belonging.

Policy, Compliance & Budget

• Develops, implements, and interprets HR policies and procedures aligned to company goals and strategic direction. Maintains knowledge of best practices and trends and recommends changes.
• Ensures compliance with all federal, state, and local employment, benefit and HR related laws and regulations. Recommends and initiates changes to ensure best practice and maintain compliance.
• Oversee HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization.
• Ensures HR and Employee Development annual budgets are achieved at or under expense projections.

Employee Relations

• Oversee all employee disciplinary actions and terminations, including investigations, research, and discovery conversations.
• Consults with legal counsel as needed ensuring mitigation of organizational risk.

Board Support

• Serves as key contact for Human Resources and Compensation Committee Chair (Board Member Committee) by following operational charter (conducting research, preparing analyses, reports, reviewing with President/CEO and committee chair).

Corporate Communications

• Deliver key communications and messages for the organization. Influences organizational messaging on all HR related areas. Uses external communication experts when needed.
• Oversight of intranet as a primary employee communications and engagement vehicle. Oversight of the Intranet Manager with regards to maintenance of webpages and online forms. Communicating and directing web designer consultant.

Position Candidate Requirements:

• Bachelor’s degree required, Master’s degree a plus.
• Minimum 10 – 15 years of progressive Human Resources experience, minimum of seven years recent experience as the top-level Human Resources executive of a mid-size organization.
• HR certification (SPHR) is preferred.
• In depth knowledge of Human Resources (employment law, benefits law, employee selection, complaint investigation, employee relations, compensation, project management, employee, and Board communications (written, oral including one-on-one, group, meeting), training design and delivery, negotiation.
• Ability to influence, lead change and role model positive behaviors that drive business performance.
• Ability to develop strong trusting relationships to gain support and achieve results while showing a demonstrated responsiveness to customer groups.
• Strong verbal and written communication skills with the ability to effectively present information.
• Experience with self-funded health programs including design of such programs strongly preferred.
• Above average skills and experience with Human Resources Information Systems (HRIS), Excel, Power Point and Word.

Summary

The Vice President, People & Culture will be empowered to help set strategy for the organization and make improvements to enhance the employee experience. This is a highly visible role for someone who will bring passion, energy, and creativity to a strong leadership team and be a champion for a collaborative, customer-focused and energized culture.

Job Type: Full-time

Pay: $150,000.00 – $180,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Schedule:

Supplemental pay types:

Work Location: One location