Southern Research Institute
Vice President, Human Resources
Southern Research Institute, Birmingham, Alabama, United States, 35275
Position:
Vice President, Human ResourcesLocation:
Birmingham, ALJob Id:
4283# of Openings:
1General Summary
The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. In conjunction with the senior management team, the Vice President develops human resources strategies designed to meet employee needs while aligning with the organization's goals and mission. This role establishes organizational human resources policies and sets standards governing recruiting and onboarding, training and career development, employee relations, workforce planning, organizational effectiveness, talent acquisition, employee development and retention, rewards and recognition, employee communications and compensation and benefits planning. The Vice President advises subordinate staff and line management in the application of HR policies within the organization. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. This role has overall responsibility for the design, development and delivery of effective HR strategies that support the business priorities of the organization. This Vice President ensures HR programs, services, and other offerings are consistent with external legal and regulatory requirements as well as the business and cultural needs of Southern Research.Essential Duties & Responsibilities
Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.Drafts and implements the organization's staffing budget, and the budget for the human resource department.Participates in professional development and networking conferences and events.Ensures any employee complaints or disputes are addressed and managed appropriately and anticipates and resolves litigation risks in collaboration with Southern Research counsel.Identifies staffing and recruiting needs and develops and executes best practices for recruiting, hiring, and onboarding with commitment to build a diverse pipeline of talent that includes internship and apprenticeship programs.Assists senior leadership in developing metrics for and monitoring/reporting organizational trends and progress toward meeting objectives within organization's People Strategy.Oversees development and implementation of the department's strategic plan.Oversees quality of services performed by the group, including controlling the efforts and expenditures of the services in the group.Provides effective leadership, direction, mentorship and evaluation of the HR team; implements HR processes and other administrative responsibilities associated with the direct supervision of professional and technical resources of the HR team; ensures each staff member has quarterly objectives established, that performance coaching is provided throughout the year with year-end assessments complete.Serves as a leader in exemplifying Southern Research values.Performs other duties as assigned.Requirements/Minimum Qualifications
Bachelor's degree in HR or related business discipline with 10+ years' experience in HR management.Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.Excellent organizational and leadership skills.Ability to drive strategic direction.Knowledge of organizational development theory and practices.Skill in budget preparation and fiscal management.Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.Knowledge of contemporary principles of human resource management.Skill in design, implementation and evaluation of employer-sponsored benefit programs.Skill in developing and implementing salary administration plans and programs.Ability to analyze and assess training and development needs.Knowledge of federal and state employment laws and regulations, and employment policies and procedures.Strategic planning and performance measurement skills.Ability to analyze problems and develop creative solutions to complex human resource issues.Business acumen partnered with attention to the human element.Knowledge of data analysis and reporting.Proficiency in using MS Office Suite and ability to learn other database management platforms.Proficiency in or ability to quickly learn Southern Research's HRIS platform and talent management systems.Preferred Qualifications
Master's degree or higher in HR or related business disciplinePHR/SPHR certification a plusCore Values
Cultivating Human Connection
- putting people first. We know that every individual makes a difference and that no one can do it alone. We believe the world's most powerful resource is human potential. We are an inclusive and courageous team where innovation and diversity of thought go hand in hand. We understand that relationships move at the speed of trust.Operating with Precise Execution
- measuring what matters and owning results as a team. We leverage data to drive decisions that advance science. We recognize the importance of a stable foundation coupled with an agile mindset. We hold ourselves accountable and take pride in our work. We give and receive candid feedback as a gift that keeps us growing.Harnessing Relentless Curiosity
- our unstoppable, innovative force. We are driven to ask sharp questions and push the boundaries of knowledge. We use creativity and critical thinking as catalysts for finding solutions that change lives. We learn by doing, consistently striving to improve our relationships, training, methodologies, questions and results.Stewarding a Healthy Community
- implementing sustainable operations for a safe, engaging environment. We don't compromise on the safety and health for our employees, customers or community. We believe a healthy community begins with inclusive economic opportunities. We respect the dignity of the patients we ultimately serve. We are motivated to serve communities that are underserved and markets that are overlooked.Job Specific Behaviors
Strategic Vision and Leadership
- Establishes multi-year business division vision. Participates with other senior leaders to develop the overall organization mission, vision, and strategic plan. Committed to leadership excellence and models leadership competencies.Strategic Decision Making
- Obtains information and identifies key issues relevant to achieving a long-range goal; commits to a course of action after developing alternatives based on logical assumptions, facts, constraints and resources.Strategic Relationship Builder
- Uses appropriate interpersonal styles to work effectively with others to meet mutual goals and objectives; understands the role & interrelationships of each organizational function; possesses skill in managing across functional and organizational lines.Operational & Technical Excellence
- Ensures that work products enable the organization to meet or exceed our customer's expectations.Business Knowledge
- Maintains external awareness of business sectors; applies knowledge of Institute's culture, business processes and tools to achieve goals.Change Leadership
- Encourages others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitates the implementation and acceptance of change within the workplace.Mission and Community Driven
- Has an authentic desire to help steward Southern Research's culture, guard of our values, and champion our mission of innovation-driven economic development through translation of excellent scientific research.Impactful Communicator
- Expresses thoughts and ideas effectively in individual and group situations; adjusts language to the needs of the audience.Results Oriented
- Establishes stretch goals and manages to focused outcomes; demands excellence and demonstrates a strong commitment to organizational success; works to do what is best for all stakeholders.Team Building
- Creates a climate of teamwork to achieve objectives, taking advantage of our diversity; creates a sense of ownership and encourages individuals to stretch beyond their own capabilities.Coaches / Develops Others
- Uses appropriate interpersonal style to guide direct reports to action, create a sense of ownership, and encourage individuals to stretch beyond their own capabilities.Inclusive
- Holds a strong conviction that inclusion and innovation go hand-in-hand.Highly Collaborative
- Cares less about who did it than how it got done; takes pride in shared outcomes and believes the whole is greater than the sum of the parts when it comes to team efforts.Deeply Curious
- Recognizes that 'innovation requires not knowing long enough to learn new things' and that 'being actively open-minded involves searching for reasons why we might be wrong-not for reasons why we must be right-and revising our views based on what we learn'.Action Oriented
- Translates goals and objectives into actionable, metrics focused priorities and work streams for the team to execute.Process Refiner
- Observes details to continuously improve processes, looks for opportunities to create regular feedback loops to refine, and loves measuring what matters; believes strongly that 'getting it right is more important than being right'.Physical Demands
Ability to work in an office setting using a computer for extended periods of timeAbility to sit for extended periods of timeMust be able to lift up to 15 poundsCertifications, Licenses & Registrations
PHR or SPHR certification a plusApply for this Position
#J-18808-Ljbffr
Vice President, Human ResourcesLocation:
Birmingham, ALJob Id:
4283# of Openings:
1General Summary
The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. In conjunction with the senior management team, the Vice President develops human resources strategies designed to meet employee needs while aligning with the organization's goals and mission. This role establishes organizational human resources policies and sets standards governing recruiting and onboarding, training and career development, employee relations, workforce planning, organizational effectiveness, talent acquisition, employee development and retention, rewards and recognition, employee communications and compensation and benefits planning. The Vice President advises subordinate staff and line management in the application of HR policies within the organization. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. This role has overall responsibility for the design, development and delivery of effective HR strategies that support the business priorities of the organization. This Vice President ensures HR programs, services, and other offerings are consistent with external legal and regulatory requirements as well as the business and cultural needs of Southern Research.Essential Duties & Responsibilities
Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.Drafts and implements the organization's staffing budget, and the budget for the human resource department.Participates in professional development and networking conferences and events.Ensures any employee complaints or disputes are addressed and managed appropriately and anticipates and resolves litigation risks in collaboration with Southern Research counsel.Identifies staffing and recruiting needs and develops and executes best practices for recruiting, hiring, and onboarding with commitment to build a diverse pipeline of talent that includes internship and apprenticeship programs.Assists senior leadership in developing metrics for and monitoring/reporting organizational trends and progress toward meeting objectives within organization's People Strategy.Oversees development and implementation of the department's strategic plan.Oversees quality of services performed by the group, including controlling the efforts and expenditures of the services in the group.Provides effective leadership, direction, mentorship and evaluation of the HR team; implements HR processes and other administrative responsibilities associated with the direct supervision of professional and technical resources of the HR team; ensures each staff member has quarterly objectives established, that performance coaching is provided throughout the year with year-end assessments complete.Serves as a leader in exemplifying Southern Research values.Performs other duties as assigned.Requirements/Minimum Qualifications
Bachelor's degree in HR or related business discipline with 10+ years' experience in HR management.Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.Excellent organizational and leadership skills.Ability to drive strategic direction.Knowledge of organizational development theory and practices.Skill in budget preparation and fiscal management.Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.Knowledge of contemporary principles of human resource management.Skill in design, implementation and evaluation of employer-sponsored benefit programs.Skill in developing and implementing salary administration plans and programs.Ability to analyze and assess training and development needs.Knowledge of federal and state employment laws and regulations, and employment policies and procedures.Strategic planning and performance measurement skills.Ability to analyze problems and develop creative solutions to complex human resource issues.Business acumen partnered with attention to the human element.Knowledge of data analysis and reporting.Proficiency in using MS Office Suite and ability to learn other database management platforms.Proficiency in or ability to quickly learn Southern Research's HRIS platform and talent management systems.Preferred Qualifications
Master's degree or higher in HR or related business disciplinePHR/SPHR certification a plusCore Values
Cultivating Human Connection
- putting people first. We know that every individual makes a difference and that no one can do it alone. We believe the world's most powerful resource is human potential. We are an inclusive and courageous team where innovation and diversity of thought go hand in hand. We understand that relationships move at the speed of trust.Operating with Precise Execution
- measuring what matters and owning results as a team. We leverage data to drive decisions that advance science. We recognize the importance of a stable foundation coupled with an agile mindset. We hold ourselves accountable and take pride in our work. We give and receive candid feedback as a gift that keeps us growing.Harnessing Relentless Curiosity
- our unstoppable, innovative force. We are driven to ask sharp questions and push the boundaries of knowledge. We use creativity and critical thinking as catalysts for finding solutions that change lives. We learn by doing, consistently striving to improve our relationships, training, methodologies, questions and results.Stewarding a Healthy Community
- implementing sustainable operations for a safe, engaging environment. We don't compromise on the safety and health for our employees, customers or community. We believe a healthy community begins with inclusive economic opportunities. We respect the dignity of the patients we ultimately serve. We are motivated to serve communities that are underserved and markets that are overlooked.Job Specific Behaviors
Strategic Vision and Leadership
- Establishes multi-year business division vision. Participates with other senior leaders to develop the overall organization mission, vision, and strategic plan. Committed to leadership excellence and models leadership competencies.Strategic Decision Making
- Obtains information and identifies key issues relevant to achieving a long-range goal; commits to a course of action after developing alternatives based on logical assumptions, facts, constraints and resources.Strategic Relationship Builder
- Uses appropriate interpersonal styles to work effectively with others to meet mutual goals and objectives; understands the role & interrelationships of each organizational function; possesses skill in managing across functional and organizational lines.Operational & Technical Excellence
- Ensures that work products enable the organization to meet or exceed our customer's expectations.Business Knowledge
- Maintains external awareness of business sectors; applies knowledge of Institute's culture, business processes and tools to achieve goals.Change Leadership
- Encourages others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitates the implementation and acceptance of change within the workplace.Mission and Community Driven
- Has an authentic desire to help steward Southern Research's culture, guard of our values, and champion our mission of innovation-driven economic development through translation of excellent scientific research.Impactful Communicator
- Expresses thoughts and ideas effectively in individual and group situations; adjusts language to the needs of the audience.Results Oriented
- Establishes stretch goals and manages to focused outcomes; demands excellence and demonstrates a strong commitment to organizational success; works to do what is best for all stakeholders.Team Building
- Creates a climate of teamwork to achieve objectives, taking advantage of our diversity; creates a sense of ownership and encourages individuals to stretch beyond their own capabilities.Coaches / Develops Others
- Uses appropriate interpersonal style to guide direct reports to action, create a sense of ownership, and encourage individuals to stretch beyond their own capabilities.Inclusive
- Holds a strong conviction that inclusion and innovation go hand-in-hand.Highly Collaborative
- Cares less about who did it than how it got done; takes pride in shared outcomes and believes the whole is greater than the sum of the parts when it comes to team efforts.Deeply Curious
- Recognizes that 'innovation requires not knowing long enough to learn new things' and that 'being actively open-minded involves searching for reasons why we might be wrong-not for reasons why we must be right-and revising our views based on what we learn'.Action Oriented
- Translates goals and objectives into actionable, metrics focused priorities and work streams for the team to execute.Process Refiner
- Observes details to continuously improve processes, looks for opportunities to create regular feedback loops to refine, and loves measuring what matters; believes strongly that 'getting it right is more important than being right'.Physical Demands
Ability to work in an office setting using a computer for extended periods of timeAbility to sit for extended periods of timeMust be able to lift up to 15 poundsCertifications, Licenses & Registrations
PHR or SPHR certification a plusApply for this Position
#J-18808-Ljbffr