Washington, D.C.
Rockville, Maryland, 20850 United States
Posted: 20-Nov-24
Location: Arlington, Virginia
Type: Full Time
Salary: $120,000-130,000/year
Categories:
Preferred Education:
The Vice President of People, Culture, and Workforce is responsible for all areas of Human Resources Management that will cultivate an employee-oriented, equitable, high-performance culture. This role leads with an emphasis on relationships, empowerment, and integrity. Reporting directly to the President & CEO, the VP, People, Culture, and Workforce creates an HR environment that is people centered. This role provides key human resources leadership including organizational development, programs and practices including recruitment, staff development, employee relations, ethical and legal compliance, compensation and benefits, performance planning, culture of belonging, and employee engagement. Additionally, the VP will engage with and lead association initiatives and activities that relate to workforce development within the cold chain.
This is a new role within the organization so this position will be a self-starter that can help shape and engrain the role into company culture. As the sole position within the department this person will need to operate at both a strategic and tactical level.
Essential Duties
People Centered Human Resources Environment
- Shapes an environment for staff to feel understood and valued, knowledgeable about benefits and resources, and assisted to mutually solve problems
- Develop and deploy resources intended to help employees be successful in their roles, including talent development plans, and customized strategies for advancing and retaining exceptional staff
Human Resources
- Monitors administration to established standards and procedures
- Identifies opportunities for improvement and resolves any discrepancies
- Works closely with Chief Financial Officer for payroll and benefits
- Develops and implements staffing strategies for the entire employee lifecycle with an emphasis on continuous improvement including:
- Recruiting
- Onboarding and Orientation
- Employee retention
- Performance review and improvement
- Staff development
- Succession planning
- Supports supervisors and leadership team to ensure consistent, quality execution of processes throughout the organization
Benefits
- Working with the Chief Financial Officer, oversee employee benefits including health, life, disability, and retirement plans including:
- Annual review
- Keeping abreast of benefit trends to ensure our plans are cost effective and competitive
- Maintains all plans in compliance with Federal and State laws and regulations
Performance Excellence
- Review and analyze staff satisfaction data periodically, at least annually
- Develop quarterly and annual metrics and use results to adjust activities to reach goals
- Assist President & CEO in developing and implement annual performance excellence program that evaluates staff wholistically with focus on staff and leadership development
- Utilize and implement new technologies to integrate performance excellence culture into daily work
Employee Relations
- Formulates and recommends Human Resources policies and objectives to support employee relations
- Partners with management to communicate Human Resources policies, procedures, programs, and laws
- Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
- Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks to delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations
- Oversees the employee discipline process in partnership with the President & CEO
- May conduct investigations when employee complaints or concerns are brought forth, in consultation with President & CEO and outside counsel
- Monitors the implementation of a performance improvement process with non-performing employees
Compliance
- Oversees HR related policies and procedures; and assists with the design and implementation of people policies and activities to support GCCA’s culture while enhancing employee engagement
- Oversees updates to the Employee Handbook and other human resources policies
- Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
Diversity, Equity, and Inclusion
- Designs, implements, and governs anti-racist, diversity, and inclusion strategies, policies, programs, and initiatives for recruiting, hiring, developing, and retaining a diverse workforce
- Determine metrics and goals for staffing, tracks this data, and develop action steps to improve results
- Infuse knowledge and best practices related to racial equity and equity across GCAA in all programming, communications, internal culture-building, staff development, and business operations
- Apply an equitable analysis to all functions to achieve organizational goals
Organizational Development
- Collaborates with hiring supervisors to develop staffing strategies and plans to identify talent and enhance recruitment and staff retention
- Translates strategic plan into HR strategic and operational plans, oversees accountability chart and leads the process for assessing organizational needs, employee performance, and values alignment
- Provides advice and counsel to the Senior Leadership Team, supervisors, and staff regarding HR practices, policies, and employe law
- Implement staff development plan and activities for personal professional growth
- Lead industry initiatives related to workforce development including association diversity, equity, and inclusion activities and committees
- Connect with member HR professionals to understand member needs and value proposition from HR perspective
Culture
- In coordination with the President & CEO, leads efforts to build and execute strategies and process that promote a culture of belonging, accountability, positive work environment, and staff engagement
- Develops benchmarking strategies to seek out and implement best practices for employee engagement, satisfaction, and culture
- Supports activities that advance inclusion and equity, such as affinity groups, DEI coaching, training, etc.
Other Duties
- Perform other duties as assigned
GCCA strongly encourages diverse candidates to apply, even if you don’t meet every requirement. If you’re passionate about developing teams, creating productive and inclusive cultures, and building workforces, we want to hear from you!
We are seeking a highly motivated individual with a proven track record of success as a human resource professional.
Below are the recommended qualifications of an individual that may fit best in this role.
- Bachelor’s degree in business, human resources, or organizational development
- Current SPHR, SHRM-SCP certifications
- Experience in small to medium-sized organizations
- 5+ years of experience in Human Resource Management or other related experience
- Functional expertise in a range of People Operations areas including employee relations, performance and talent management, change management, culture and engagement, compensation and benefits, talent development, and organizational development
- Ability to operate at both strategic and tactical levels, working rapidly on pressing issues while remaining focused on future outcomes
- Excellent oral and written communication skills and ability to develop interpersonal relationships
GCCA offers a generous benefits package including health insurance, dental insurance, life insurance, matching 401(k) contributions, and commuting assistance. GCCA headquarters is located at 241 18th Street South, Suite 620, Arlington, Virginia and is currently under a hybrid work environment with staff working in the office three days a week, with mandatory Tuesday and Thursday in-office attendance.
Interested candidates should apply through the application links on ASAE, LinkedIN, or Bamboo and should complete all requested materials of cover letter on experience and interest in the position and resume. No emails or calls please.