Advatix, Inc
Vice President of Human Resources
Advatix, Inc, Houston, Texas, United States,
Vice President, Human Resources
Role DescriptionRole Summary
Our client is seeking a Vice President of Human Resources to join their rapidly growing team. The Vice President of Human Resources (HR) is a key executive leader responsible for all aspects of the company’s Human Capital Operations. As the subject matter expert for all HR activities, they are a key member of the team, reporting directly to the Chief Executive Officer and serving as an effective advisor to the Executive team, while providing leadership and direction to the planning, development, implementation, and evaluation of human resource programs for the enterprise.The VP of HR is responsible for anticipating incremental and long-term HR needs, setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals broadly. As a key leader, the VP of HR has the responsibility to model company values, promote the company culture, and ensure an effective succession plan.Key Result Areas
Acting as a Critical Business Partner works closely with executive leadership to understand company initiatives, provide counsel, and present solutions that consistently lead to the achievement of the financial objectives.Assesses HR organizational structure, and staff performance, and aligns resources to further develop and sustain a best-in-class HR service organization.Works with HR Directors and other department executives for employee retention and developing an effective organizational infrastructure.Assesses team member morale; recognizes and analyzes issues that are hindering the work environment and provides recommendations for improvement.Mentors and develops direct reports, HR team, and future HR leaders to inspire a vision of excellence and enthusiasm throughout the organization.Identifies key performance indicators (KPI) primarily for the organization’s human resource functions, but also supports same cross-functionally, including developing the cadence of data harvest, and being deeply involved in the analysis, conclusion, and solution derived from the data.Identifies, explores, and acts on trends in human resources to enhance the employee experience, evolving organizational needs, and creative innovative programs that drive the achievement of established financial objectives.Researches, develops, and implements employment law compliance, competitive compensation, recruitment strategies, benefits, performance appraisal, training initiatives, and employee incentive programs.Provides guidance and leadership to the human resource management team, coaching team members toward the resolution of questions, concerns, and issues.Ensures compliance with employment laws and other laws, regulations, and requirements, including reporting requirements.Maintains knowledge of Federal and State laws, regulations, and best practices in employment laws and ensures compliance with them.Consult with legal counsel on legal matters; provide direction to the executive team.Required Skills/Abilities
Excellent verbal and written communication skills.Must have a data-driven approach to managing employees, dealing with work performance management, tackling risks, and talent acquisition for effective business development.Sound analytical expertise – can initiate data collection, view data, and recommend solutions.Excellent interpersonal and conflict resolution skills.Excellent risk management skills with the ability to identify and anticipate.Exceptional organizational skills and attention to detail.Strong analytical and problem-solving skills.Strong supervisory and leadership skills.Thorough knowledge of employment-related laws and regulations.Knowledge of and experience with varied human resource information systems.Proficient with Microsoft Office Suite or related software.Bachelor’s degree in human resources, Business Administration, or related field required.At least ten years of human resource management experience is required, with strategic, talent management, and/or business development experience highly preferred.SHRM-CP or SHRM-SCP is strongly preferred.
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Role DescriptionRole Summary
Our client is seeking a Vice President of Human Resources to join their rapidly growing team. The Vice President of Human Resources (HR) is a key executive leader responsible for all aspects of the company’s Human Capital Operations. As the subject matter expert for all HR activities, they are a key member of the team, reporting directly to the Chief Executive Officer and serving as an effective advisor to the Executive team, while providing leadership and direction to the planning, development, implementation, and evaluation of human resource programs for the enterprise.The VP of HR is responsible for anticipating incremental and long-term HR needs, setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals broadly. As a key leader, the VP of HR has the responsibility to model company values, promote the company culture, and ensure an effective succession plan.Key Result Areas
Acting as a Critical Business Partner works closely with executive leadership to understand company initiatives, provide counsel, and present solutions that consistently lead to the achievement of the financial objectives.Assesses HR organizational structure, and staff performance, and aligns resources to further develop and sustain a best-in-class HR service organization.Works with HR Directors and other department executives for employee retention and developing an effective organizational infrastructure.Assesses team member morale; recognizes and analyzes issues that are hindering the work environment and provides recommendations for improvement.Mentors and develops direct reports, HR team, and future HR leaders to inspire a vision of excellence and enthusiasm throughout the organization.Identifies key performance indicators (KPI) primarily for the organization’s human resource functions, but also supports same cross-functionally, including developing the cadence of data harvest, and being deeply involved in the analysis, conclusion, and solution derived from the data.Identifies, explores, and acts on trends in human resources to enhance the employee experience, evolving organizational needs, and creative innovative programs that drive the achievement of established financial objectives.Researches, develops, and implements employment law compliance, competitive compensation, recruitment strategies, benefits, performance appraisal, training initiatives, and employee incentive programs.Provides guidance and leadership to the human resource management team, coaching team members toward the resolution of questions, concerns, and issues.Ensures compliance with employment laws and other laws, regulations, and requirements, including reporting requirements.Maintains knowledge of Federal and State laws, regulations, and best practices in employment laws and ensures compliance with them.Consult with legal counsel on legal matters; provide direction to the executive team.Required Skills/Abilities
Excellent verbal and written communication skills.Must have a data-driven approach to managing employees, dealing with work performance management, tackling risks, and talent acquisition for effective business development.Sound analytical expertise – can initiate data collection, view data, and recommend solutions.Excellent interpersonal and conflict resolution skills.Excellent risk management skills with the ability to identify and anticipate.Exceptional organizational skills and attention to detail.Strong analytical and problem-solving skills.Strong supervisory and leadership skills.Thorough knowledge of employment-related laws and regulations.Knowledge of and experience with varied human resource information systems.Proficient with Microsoft Office Suite or related software.Bachelor’s degree in human resources, Business Administration, or related field required.At least ten years of human resource management experience is required, with strategic, talent management, and/or business development experience highly preferred.SHRM-CP or SHRM-SCP is strongly preferred.
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