Lutheran Senior Services
Vice President of Human Resources
Lutheran Senior Services, Saint Louis, Missouri, United States, 63146
Introduction
At Lutheran Senior Services, team members at all levels find their calling in our mission of Older Adults Living Life to the Fullest. In this work environment, all team members are part of a community and appreciated by the people they work with – residents and coworkers – every day.
Summary
The LSS Vice President of Human Resources (VPHR) plays a pivotal role in driving organizational transformation through effective change management; fostering diversity, equity, and inclusion; and implementing robust talent management strategies. This visionary leadership role aligns HR initiatives with business objectives and drives impactful cultural and organizational change. The VPHR is a key strategic leader who champions a culture that brings out the best in LSS team members, partnering with senior leaders to set strategy and develop a human resources plan that supports and aligns with the organization’s mission, purpose statement, values, strategy, and goals. The VPHR oversees all HR matters for approximately 3,000 employees, leads a team of four direct reports, and provides strategic counsel and influential leadership to human resource directors located in the senior living communities and other programs such as home and community-based services, affordable housing, and home office.
Responsibilities
Culture Development and Change Management
Develops and executes change management strategies and plans to support major organizational initiatives and transitions.
Collaborates with and advises senior leaders on change management needs and priorities, organizational effectiveness, onboarding, talent development, succession planning, and performance appraisal processes.
Builds trust and collaborative partnerships with leaders in service lines and communities.
Serves as trusted counsel to staff in the areas of culture, change management, employee wellness, learning and development, and career pathways, with a focus on deepening employee engagement and cultivating a sense of belonging.
Assists senior leadership in productive and innovative workforce planning strategies that encourage collaboration, trust-building, and effective allocation of resources.
Collaborates with the Director of Mission Integration to build on the organization’s commitment to diversity, equity, and inclusion (DEI) – and the productive values of DEI, both internally and in the marketplace.
HR Leadership and Strategic Partnership
Provides strategic leadership to the HR function, aligning HR initiatives with organizational objectives and fostering a culture of continuous improvement.
Delivers proactive, strategic guidance and support for organizational planning and development initiatives that align the human resources strategy in support of key organization-wide initiatives and goals.
Builds and develops a high-performing HR team, providing coaching, mentorship, and guidance to enhance their capabilities and engagement.
Translates employee and organizational needs into HR approaches that are simple, relevant, and add value; continuously reviewing what we do, why, and how, ensuring our processes/strategies are appropriate for the industry and expectations of the organization.
Anticipates key organizational issues and ensures that exceptional human resource consultancy services are delivered to all managers and team members.
Leverages data and analytics to improve employee engagement and retention.
Stays abreast of industry and national trends, best practices, and regulatory requirements related to HR, change management, DEI and talent management to proactively anticipate changing workforce needs and integrate them into organizational strategy.
Qualifications, Knowledge, Skills & Abilities
An experienced leader and human resources executive with a minimum of a Bachelor’s degree in Human Resources, Business Administration or related field; Master’s degree preferred.10 or more years of progressive HR experience in HR operations and culture transformation with a minimum of 5 years in a senior HR leadership role.Strong leadership and people management skills.Must embody and demonstrate these key skills and abilities:Strategic, innovative, and influential human capital leadership.Mission-orientation.Results-driven.Strong business acumen.Collaborative.Customer service focus.Flexible, adaptive, and innovative.Integrity, judgement, common sense, responsiveness, discretion.Self-starter able to act independently.Deep experience building transformational culture change.Advocate for diversity & inclusion.Effective stakeholder communication.Ability to directly lead others on their team.
Physical Requirements and Working Conditions
The physical activities, demands, and work environment described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job duties and responsibilities.
A well-lighted and ventilated working area that has its own temperature control system (air conditioning and heat). The work will have some short notice requests, timelines for completion of tasks or reports, and some major projects extending over months. Periodic overnight travel to locations within the region.
This job description is intended to describe the general nature and level of work performed by those assigned to this classification. This job description in no way states or implies that these are the only duties to be performed by those occupying this position. The job description and job functions described herein are subject to possible modification by LSS in accordance with applicable federal, state, and local laws.#J-18808-Ljbffr
At Lutheran Senior Services, team members at all levels find their calling in our mission of Older Adults Living Life to the Fullest. In this work environment, all team members are part of a community and appreciated by the people they work with – residents and coworkers – every day.
Summary
The LSS Vice President of Human Resources (VPHR) plays a pivotal role in driving organizational transformation through effective change management; fostering diversity, equity, and inclusion; and implementing robust talent management strategies. This visionary leadership role aligns HR initiatives with business objectives and drives impactful cultural and organizational change. The VPHR is a key strategic leader who champions a culture that brings out the best in LSS team members, partnering with senior leaders to set strategy and develop a human resources plan that supports and aligns with the organization’s mission, purpose statement, values, strategy, and goals. The VPHR oversees all HR matters for approximately 3,000 employees, leads a team of four direct reports, and provides strategic counsel and influential leadership to human resource directors located in the senior living communities and other programs such as home and community-based services, affordable housing, and home office.
Responsibilities
Culture Development and Change Management
Develops and executes change management strategies and plans to support major organizational initiatives and transitions.
Collaborates with and advises senior leaders on change management needs and priorities, organizational effectiveness, onboarding, talent development, succession planning, and performance appraisal processes.
Builds trust and collaborative partnerships with leaders in service lines and communities.
Serves as trusted counsel to staff in the areas of culture, change management, employee wellness, learning and development, and career pathways, with a focus on deepening employee engagement and cultivating a sense of belonging.
Assists senior leadership in productive and innovative workforce planning strategies that encourage collaboration, trust-building, and effective allocation of resources.
Collaborates with the Director of Mission Integration to build on the organization’s commitment to diversity, equity, and inclusion (DEI) – and the productive values of DEI, both internally and in the marketplace.
HR Leadership and Strategic Partnership
Provides strategic leadership to the HR function, aligning HR initiatives with organizational objectives and fostering a culture of continuous improvement.
Delivers proactive, strategic guidance and support for organizational planning and development initiatives that align the human resources strategy in support of key organization-wide initiatives and goals.
Builds and develops a high-performing HR team, providing coaching, mentorship, and guidance to enhance their capabilities and engagement.
Translates employee and organizational needs into HR approaches that are simple, relevant, and add value; continuously reviewing what we do, why, and how, ensuring our processes/strategies are appropriate for the industry and expectations of the organization.
Anticipates key organizational issues and ensures that exceptional human resource consultancy services are delivered to all managers and team members.
Leverages data and analytics to improve employee engagement and retention.
Stays abreast of industry and national trends, best practices, and regulatory requirements related to HR, change management, DEI and talent management to proactively anticipate changing workforce needs and integrate them into organizational strategy.
Qualifications, Knowledge, Skills & Abilities
An experienced leader and human resources executive with a minimum of a Bachelor’s degree in Human Resources, Business Administration or related field; Master’s degree preferred.10 or more years of progressive HR experience in HR operations and culture transformation with a minimum of 5 years in a senior HR leadership role.Strong leadership and people management skills.Must embody and demonstrate these key skills and abilities:Strategic, innovative, and influential human capital leadership.Mission-orientation.Results-driven.Strong business acumen.Collaborative.Customer service focus.Flexible, adaptive, and innovative.Integrity, judgement, common sense, responsiveness, discretion.Self-starter able to act independently.Deep experience building transformational culture change.Advocate for diversity & inclusion.Effective stakeholder communication.Ability to directly lead others on their team.
Physical Requirements and Working Conditions
The physical activities, demands, and work environment described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job duties and responsibilities.
A well-lighted and ventilated working area that has its own temperature control system (air conditioning and heat). The work will have some short notice requests, timelines for completion of tasks or reports, and some major projects extending over months. Periodic overnight travel to locations within the region.
This job description is intended to describe the general nature and level of work performed by those assigned to this classification. This job description in no way states or implies that these are the only duties to be performed by those occupying this position. The job description and job functions described herein are subject to possible modification by LSS in accordance with applicable federal, state, and local laws.#J-18808-Ljbffr