Directly supervises Director of Human Resources, Director of Organizational Development and Talent Management, and Director of HR Systems, Compensation, & Benefits. Indirectly supervises all Human Resources staff.
Reporting to the Chief Administrative Officer, the Vice President of Human Resources (VP HR) will play a vital role in providing innovative strategic and tactical direction for InnovAge human capital requirements during the company’s significant growth stage as well as position the organization to become an employer of choice. The VP HR will partner with executive leadership and employees to drive the evolution of the culture and to implement HR strategies and programs to achieve the goals of InnovAge and affiliated entities. This position is responsible for continually assessing the organization to improve its overall effectiveness. The VP HR will proactively recommend, develop, re-engineer and implement human resources policies, programs and services that continuously support the business model, mission and goals, and will oversee all aspects of Human Resources including compensation (including executive compensation), benefits, recruitment, HR operations, talent management and development, diversity, organizational planning, and employee relations.
Essential Functions and Work Duties
The following essential functions of this position are performed personally, in cooperation with your supervisor, and/or in coordination with other staff. Additional work functions and duties may be assigned.
STRATEGIC HR LEADERSHIP (Approximately 45% of Time)
• Serves as key contributing member of executive team and to the strategic planning process. Acts as an internal human resources consultant to the management team.
• Directs a process of talent management and organizational planning that evaluates structure, job design, and human resource forecasting and succession planning throughout the company. Provides organizational and leadership development expertise to improve organization and workforce effectiveness while advancing the organization to higher levels of performance.
• Coordinates activities across all entities, evaluates actions and makes recommendations to executive management.
• Creates comprehensive HR strategies that foster a culture and environment consistent with the mission and values of the organization.
• Develops and leads team of human resource professionals while earning a high level of trust and credibility as an effective and responsive internal consulting group.
• Provides strategic leadership in critical areas of recruitment and selection through developing and monitoring creative and cost-effective ways of generating a high-quality applicant pool. Ensures that supervisors are using best practices for recruiting, interviewing and selecting qualified employee candidates who can best contribute to the success and growth of the organization.
• Strategically monitors, recommends and administers cost-effective, competitive employee benefit programs including medical, dental, life and disability insurance, retirement plans, leaves of absence/FMLA, unemployment programs, employee assistance, tuition reimbursement and paid time off. Coordinates negotiation of new contracts and renewals with broker, as needed.
• Ensures development and maintenance of a competitive compensation philosophy, structure, pay policies and performance appraisal programs for all positions within the company, including executive positions.
• Approves recommendations for involuntary separations. Reviews employee complaints through the problem solving process. Acts as an advisor/mediator in employee situations. Ensures that managers and supervisors are trained in the best practices of handling sensitive employee relations issues.
• Evaluates procedures and technology solutions to improve human resources and payroll data management.
• Leads HR activities related to acquisitions and mergers.
HR COMPLIANCE (Approximately 20% of Time)
• Ensures company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training.
• Remains current with changes in employment law and legislation and ensures education of others within the organization as needed.
• Ensures compliance with all HR policies and procedures throughout the organization. Recommends and assists management in developing and establishing additional policies and procedures as they apply to human resources.
• Protects interests of employees and the company in accordance with HR policies and governmental laws and regulations.
• Oversees legal and policy-compliant employee record keeping of personnel files, medical files and employment applications, including maintenance, retention, transfer and disposition of records and files.
• Coordinates, in conjunction with General Counsel and external legal support as appropriate, any legal issues as needed.
BUDGET MANAGEMENT (Approximately 10% of Time)
• Achieves financial objectives through forecasting requirements, preparing a budget, and managing expenditures.
• Responsible for annual HR operating expense budgeting.
• Reviews all expenses/invoices against budget and approves as appropriate.
SUPERVISION (Approximately 20% of Time)
• Effectively supervises and manages direct reports and provides, by example and leadership, motivation and direction to employees of the organization.
• Carries out supervisory responsibilities in accordance with the organization's policies and applicable state and federal employment laws.
• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; recognizing and rewarding employees; corrective disciplinary procedures and practices, addressing complaints and resolving problems.
• Ensures annual employee performance reviews are conducted in a timely and effective manner. Evaluates performance of employees for compliance with established policies and objectives of the organization and contributions in attaining objectives.
• Helps set the tone of the department to ensure morale, team work, and that the positive employment culture of the organization is maintained.
• Regularly schedules leadership/management, department, and staff 1:1 meetings to provide leadership, development, and a forum for communication to ensure coordination and collaboration in meeting organization and individual goals.
• Responsible for ensuring adequate staffing to fulfill the department’s goals.
ADDITIONAL DUTIES (Approximately 5% of Time)
• Serves as a member of Officers Council.
• Chairs and serves on committees as needed.
• May be required to make presentations to the Board of Directors.
• Reports to and works as a team member with senior leadership (CEO, CFO, CAO, COO, General Counsel, etc.) and any others as required.
• Performs other activities as requested by CEO.
• Demonstrates a commitment to the quality improvement process and the philosophy of continuous improvement; identifies and responds actively and with sensitivity to the needs of all concerned; participates as a team player in all phases of the organization; and is open and responsive to change.
• Communicates and interacts with co-workers and all others in a pleasant and professional manner at all times.
• Maintains strict confidentiality of personnel data, proprietary information, and sensitive materials as required.
• Maximizes cost efficiency and productivity in the use of all resources of the department and organization.
• Does not communicate with any news media or volunteer business information to other agencies. Directs public relations issues to the appropriate person.
• Does not enter into any contract without approval which commits the organization to any obligation, or which transfers company assets to any outside interests, or which involve expenditures of a capital nature.
• Performs within position and personal limitations and provides information to employees, co-workers, business contacts, and others only as able and appropriate for position.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and Experience
• Bachelor’s degree in human resources or a related field from an accredited four-year college/university and minimum of ten years of experience preferably in a multi-state healthcare environment; or equivalent combination of education and experience. Master’s degree in Human Resources or related field and professional certification, such as SPHR, CEBS, etc. is preferred.
• Working knowledge and understanding of all aspects of human resources functions and applicable federal and state employment and wage and hour laws and regulations for Colorado, New Mexico, and California.
• Strong management skills and at least three years of experience in supervising staff.
• Must be computer proficient and possess experience with Microsoft Word, Excel, and Outlook.
• Working knowledge of HRIS and payroll systems, and the ability to offer consultation to the organization in regards to these systems.
• Must be able to quickly learn specific software and new applications.
• Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
• Able to analyze data and statistics and draw reasonable conclusions and compile accurate reports.
• Experience with P/L and developing and managing budgets.
• Ability to read, analyze, and interpret regulations and other documents.
• Strong interpersonal skills and ability to effectively and tactfully present information to, and communicate with, co-workers, employees, and others.
• Possess exceptional English written and verbal communication skills, including accurate grammar and business correspondence knowledge.
• Ability to read and write memos, reports, and correspondence that conform to prescribed style and format.
• Ability to define problems, collect data, establish facts, and draw valid conclusions.
Other Skills and Abilities:
• Strong leadership ability and capable of setting clear objectives for staff and motivating them to achieve those objectives on time and according to plans.
• Able to establish and maintain cooperative, positive, working relationships at all levels of the organization as well as experience interacting with a Board of Directors.
• Organized, detail-oriented, diplomatic, proactive, self motivated, dependable, and driven by excellence.
• Even-tempered and able to balance multiple tasks in accordance with changing deadlines and priorities in a fast-paced environment.
• Proven success driving growth strategies, cultural evolution, and business strategies through Human Resources processes and initiatives.
• Excellent analytical skills and demonstrated business and financial acumen.
• Effective process and project management, “hands-on” ability to ensure effective implementation of initiatives, as well as organizational/development expertise.
• Possess and model outstanding change management skills and the ability to lead and thrive in a growing and ever changing organizational environment.
• Ability to bring consistency to all policies and procedures throughout the organization and ensure the successful integration of other organizations acquired by the company.
• A proactive, collaborative and supportive leadership style and a high level of social intelligence.
• Strong communication skills with the ability to adjust messages to fit the audience.
• Strong customer service orientation with internal and external customers.
• Thorough understanding and experience in core HR competencies including employee relations, compensation, benefits including self-funded plans, organizational effectiveness, selection and retention strategies, and performance management.
• Knowledge of compensation strategies and the ability to provide high level analyses, guidance and recommendations.
• Experience in union avoidance, negotiating and managing collective bargaining agreements and alternative dispute resolution.
• Experience with the HR aspects of organizational acquisitions and mergers.
• Capacity to understand time sensitivity of projects, to meet deadlines, to prioritize work effectively, and to professionally maintain composure and effectiveness under pressure and ambiguous conditions.
• Ability to anticipate challenges and to research, identify and recommend creative solutions to complex business issues.
• Ability to successfully manage through conflict and maintain constructive working relationships with people at all levels of the organization.
• Excellent influencing and communication skills, both verbal and written forms.
General Job Performance Requirements
Meets/exceeds established performance goals. Additional performance requirements may be communicated.
• Alignment with Company Goals & Objectives – Supports the organization’s mission, vision, and values and holding self accountable for applying these principles daily and personally living them when working with co workers, participants, clients, and all other business contacts.
• Adherence to Company Policy – Follows and enforces guidelines as established by policies. Conforms to company and job standards and requirements. Shows respect for others. Acts in the best interests of the company at all times. Serves as an example for others. Conducts business in an ethical fashion.
• Job Knowledge – Demonstrates a thorough understanding of his/her job processes and procedures. Integrates knowledge to efficiently accomplish job requirements. Efficiently uses resources (including staff and management) to obtain additional knowledge.
• Cooperativeness – Consistently supports management decisions as demonstrated by his/her actions. Demonstrates a “can do” attitude by responding positively to instructions. Follows instructions and works harmoniously with others to complete the job or task.
• Commitment – Commits to his/her job and to the success of the company. Continuously puts forth the effort to achieve goals and continuous quality improvement. Degree to which employee goes the extra step to ensure job/task completion. Takes initiative to offer ideas to improve processes or results.
• Customer Service – Embraces the organization’s commitment to internal and external customer service and demonstrates a customer-centric approach when interacting with co-workers, participants, clients, and all other business contacts.
• Safety – Maintains a safe work place. Reports all unsafe work conditions to supervisor and/or Safety & Loss Control Manager and works in conjunction with supervisor, Safety & Loss Control Manager, and staff to correct unsafe work conditions. Follows and enforces all safety policies.
• Quantity of Work / Productivity – Produces at a high volume. Always puts forth the effort to maximize productivity. Meets or exceeds established work deadlines. Engages in a productive work effort whenever possible. Meets goals and objectives.
• Quality of Work – Produces work that is accurate and reliable. Accomplishes work quickly and efficiently. Works in a thorough and organized manner while minimizing down time. Results are consistently within acceptable quality standards.
• Reliability – Completes responsibilities with minimal direct supervision. Follows through with assigned jobs and tasks all the way through completion. Puts forth the effort to achieve goals and objectives under varying circumstances.
• Attendance – Meets or exceeds punctuality and attendance expectations/requirements. Faithfully reports to work and conforms to scheduled work hours. When necessitated, follows call-in procedures and informs others of absences.
• Communication – Exhibits good interpersonal skills. Develops and fosters professional relationships with co-workers, participants, clients, and vendors. Keeps others informed as directed by operational demands and need-to-know. Keeps self informed of announcement made via established company venues.
• Confidentiality – Maintains confidentiality of employee, participant, and client data/information, and any other sensitive organization information as appropriate.
Physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Employee frequently is required to sit. Employee is frequently required to stand; walk; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and occasionally stoop, kneel, or crouch.
• Requires manual and finger dexterity and eye-hand coordination.
• Requires the ability to use department equipment, such as telephones, personal computers, adding machines, copiers, fax machines, etc. Position requires frequent use of computer and phone.
• Requires the ability to lift/carry up to 30 pounds using appropriate body mechanics.
Visual, Hearing and Communication Requirements
• Requires corrected vision, including close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.
• Requires hearing to normal range and must be able to communicate effectively verbally and in writing with co-workers, vendors, clients, and others for work-related purposes.
Work environment characteristics 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 functions.
• May require working under stressful conditions.
• May experience pressure to meet scheduled timelines.
• The employee normally works indoors in a typical, temperature-controlled office environment.
• Noise level in the work environment is usually moderate.
• There may be distractions such as phone calls, work interruptions, and communication from co-workers.
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