Oncourse Home Solutions Hiring for Vice President, Human Resources and Talent Acquisition at Greater Chicago Area Full Time

Who We Are

Oncourse Home Solutions (OHS) is a people-centric organization that is owned by private equity firm, Apax Partners operating under the brands American Water Resources, Pivotal Home Solutions and American Home Solutions. We do what is right for our people so they can do their best when serving our 1.5+ million customers across the U.S. Our mission is to help homeowners navigate the unexpected, reduce costs, and make homeownership enjoyable for all. Our vision is to make our products and services accessible to all by becoming the most forward-thinking and community-driven home solutions organization of the 21st century. We are committed to fostering an environment that embraces diversity in all forms, where our employees, customers and partners feel valued, respected, and supported.

We partner with cities, utilities, insurance providers, retailers, financial service companies and member associations to help them maintain and protect their customers’ most important asset—their home. Our passion for empowering customers to confidently run their households is what drives us. When our customers need help with home maintenance, repair, or coverage, OHS is there. This is what it means to be an ‘Oncourse Super’—Successful, United, Progressive, Empathetic, Reliable. Supers get it done. We sweat homeownership so our customers don’t have to. We view every day as an opportunity to step up, step out, and remind others that they’re in this together, to stay on course.

We are a proud equal opportunity employer, and our employment decisions are based on business needs, job requirements and individual qualifications without regard to race, color, religion, age, sex (including pregnancy), sexual orientation, gender identity, national origin, ancestry, marital status, parental status, mental or physical disability, military or veteran status, or any other basis protected by federal, state, or local law.

Position Summary

Reporting to the Chief People and Diversity Officer, the Vice President, Human Resources and Talent Acquisition is an essential part of the Human Resources Leadership team providing strategic and front-line partnership on sensitive employee relations, talent and performance management, talent acquisition, HRIS and employment record keeping. As a thought partner to the CPDO, successful individuals in this role know how to drive high-impact results, motivate others, create followership, and maintain a high bar for talent while instilling an environment of trust, collaboration, and belonging. They do this work by contributing to strategy and thought leadership as well as rolling up their sleeves and doing the work to deliver over the finish line.

This role is located at our headquarters in Naperville, IL. Our office environment is a key driver of our company culture and employee experience, so a regular in-office hybrid model (T-TH in office and M & F remote) is required.

Responsibilities:

• As a member of the HR Leadership Team Act as a trusted advisor and consultant in all things people for managers and employees to provide HR and Talent Acquisition solutions that are aligned with our business strategy.
• In partnership with the CPDO, facilitate the development and execution of significantly enhanced talent management and retention and talent acquisition strategies and processes.
• Provide thoughtful leadership, coaching and counsel to people managers and their teams in order to enhance organizational design and effectiveness, culture, and talent capabilities.
• Analyze, interpret and apply talent and performance metrics to help influence change and develop business strategies and solutions that will optimize talent and drive high performing teams.
• Counsel and coach managers and team members on complex employee relations issues and serve as a resource to facilitate conflict resolution.
• Coach and train managers in maximizing the performance of their teams in a way that aligns with our mission, vision, values, and culture.
• Providing counsel on employee relations strategy, including investigation of issues, state/government programs and compliance with legal requirements, actions, corrective actions-development & coaching support
• Partnering with the VP of Total Rewards and Sr Manager of Learning and DEI to effectively deliver HR programs and initiatives.
• Cultivate strong internal relationships with his/her peers within both the business and the function while acting as a strong and visible advocate for the people in the organization.

We’re Excited If This Is You

• 10+ years of progressive HR experience including building, aligning, and implementing HR programs and processes to business strategy.
• 3 + years of direct people management experience with a track record of consistently recognizing and rewarding excellent performance and addressing performance issues head-on, without delay.
• Strong proficiency in Talent Acquisition
• Manages individuals situationally based on the person’s skill level, work style, and areas of opportunity
• Proven understanding of all HR disciplines including organizational development, talent planning, employee relations, talent acquisition, learning & development, and compensation.
• Track record of working with management in the development of people initiatives, business plans, and resource planning strategies.
• Solid knowledge of federal, state, and local laws, statutes, etc. which govern employment policies and practices.
• History of demonstrating a bias for action in getting this done within the expected timeframe and standards.
• Knows how to use data to inform important HR decisions and plans.

Education (preferred And Or Required)

Bachelor’s Degree in Business, HR, related field.

Certificates, Licenses, Registrations

PHR, SPHR, or other HR licenses a very strong plus

Computer Skills Needed To Perform This Job

• Proficiency in Microsoft and Google Suites
• Proficiency in HR systems including Learning Management Systems and Applicant Tracking tools
• Experience with UKG a plus

Competencies

Interpersonal Savvy – Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

Managing Diversity – Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and gender; hires variety and diversity without regard to class; supports equal and fair treatment and opportunity for all.

Problem Solving – Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.

Strategic Agility – Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Action Orientated – Enjoys working hard; is action oriented and full of energy for the things that he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.

Organizational Agility – Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Perseverance – Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.

Priority Setting – Spends his/her time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.

Developing Direct Reports – Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each direct report’s career goals; constructs compelling development plans and executes them; pushes direct reports to accept developmental moves; will take direct reports who need work; is a people builder.