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Vice President of People Operations

Scottsdale, AZ
POSITION SUMMARY:  
The Vice President of People Operations (VPPO) is responsible for the success and contribution of all aspects of People Operations (human resources) within the company. The VPPO oversees, develops, and implements employee engagement and communication; talent acquisition, talent management, and workforce planning; learning and development; performance management; total rewards and recognition; diversity, equity, and inclusion; and all other people strategies, operations, and compliance.

OUR CULTURE:
Our culture is brought to life by our core values. Integrity: Do the right thing. Be personally accountable. Share mistakes openly. Respect: Embrace humility. Communicate with candor. Foster dignity. Service: Lead by serving. Be intentional. Find a better way. Community: Put people first. Engage fearlessly. Cultivate your development. Fuel collaboration.

ESSENTIAL LEADERSHIP DUTIES:              
Strategic Leadership & Management
  • Serve as a key member of the leadership team regarding all current and future department needs, risks, and the competitive landscape.
  • Coach and collaborate with direct reports and strategically partner with leaders to support evolving organizational needs and priorities.
  • Proactively evaluate and recommend department initiatives that can positively impact the employee experience and customer success.
  • Oversee and guide development and implementation of performance indicators to measure the effectiveness of ongoing department operations, the success of strategic objectives, and employee experience.
  • Provide perspectives and action plans on how best to evolve leadership, culture, and strategy to ensure organizational effectiveness and design.
  • Maintain a flexible, responsive, well-respected department with a high sense of urgency and passionate focus on employee and customer experiences and instill a culture reflective of the organization's core values and agile decision-making.
  • Be a visible, involved, and engaged leader to promote a culture of belonging and respect throughout the organization.

Operational Management
  • Oversee the cost-effective delivery of all department operations.
  • Drive the expectation that department policies, workflows, standard operating procedures, and the like are thoroughly documented, appropriately reviewed and approved, and socialized in a timely manner.
  • Provide a scalable employee relations framework that helps managers and supervisors become better leaders by providing coaching and mentoring regarding employee relations issues, including performance management, facilitation of complaints to resolution, discipline, and/ or terminations in line with standard operating procedures and legal practices.
  • As needed, collaborate with the attorney on employee relations matters, anticipate regulatory changes, and implement strategies to ensure adherence to ethical standards across the organization.
  • Monitor and ensure compliance with all Federal, State, and local laws related to hiring, employment, compensation, benefits, and termination (e.g., FLSA, ERISA, EEOC, OSHA, TEFRA, etc.), and implement best practices, policies, and practices to maintain compliance.
  • Collaborate with benefits brokers and other vendors to review, update and administer policies and programs, ensuring programs are competitive, compliant, and scalable.

People, Process, and Budget Management
  • Provide coaching/ advising of leaders on their team development and management issues.
  • Develop a unified approach and corresponding tools to evaluate, design, and align structures to build scalable staffing plans and high-performing teams.
  • Ensure succession needs are met for key positions (i.e., community manager/ executive director) by designing and maintaining effective talent management processes to meet future challenges (right people, right place, right time).
  • Prioritize and promulgate continuous improvement across all department-related processes to maintain team excellence while serving as coach/ mentor to the department team.
  • Develop and implement standard processes for project planning, prioritization, delivery, and reporting of all department-related initiatives.
  • Create and manage the annual department budget, including personnel, hardware, software, outside consultants, and vendor expenses.
  • Exhibit a proactive approach to management, anticipating future department needs, and developing business-case justification and cost-benefit analysis for department-related spending and initiatives.

KNOWLEDGE, SKILLS, AND ABILITIES:
  • Excellent relationship-building skills, positive attitude, and sound judgment.
  • Strong and creative leadership skills with a servant-leader style and mindset.
  • A broad integrative approach to problem-solving and influencing others.
  • Proven communication, interpersonal and negotiation skills, and the ability to work effectively in a collaborative, cross-functional environment.
  • Strong management and organizational skills with an emphasis on customer success and teamwork.
  • Self-motivated, results-oriented, flexible and adaptable, comfortable in roles from strategist to analyst to practitioner.
  • Hands-on leadership style, with the ability and inclination to both "do" and "direct," as appropriate to the task.
  • Expertise in strategic HR management (planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management).
  • Abreast of regulations, industry trends, current practices, new developments, and applicable laws regarding HR.
  • Strong financial acumen and capabilities to prepare and monitor annual budgets, develop cost-benefit and ROI analyses, and daily management and reporting of operations.
  • Expert level strategic planning and delivery oversight expertise.
  • Exceptional customer service mentality.
  • Superior written and verbal communication skills.
  • Ability to relate effectively to diverse groups of people.
  • Ability to be highly confidential.
  • Proficiency in MS Office, business, and human resources-related software and applications.

MINIMUM QUALIFICATIONS:
  • Bachelor's degree in human resources, business, or equivalent.
  • Ten (10) years of progressively responsible HR leadership experience in a similar scale or a larger company.
  • Ability to travel as needed to support a multi-state organization.

PREFERRED QUALIFICATIONS:
  • Held similar position in a company with a similar business model
  • One or more highest level of nationally recognized certifications or designations (SPHR, GPHR, CAPHR, or similar).
  • Master's degree in human resources, business, or equivalent.
  • Multi-state operations experience.
  • Internal communications experience.

PHYSICAL DEMANDS/WORK ENVIRONMENT:
  • Work is undertaken both indoors in an office environment as well as outdoors. 
  • Must be able to respond to after-hours emergencies as necessary.

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