Latham, The Pool Company

The Vice President Talent & Total Rewards serves as a back-up to the CHRO and is primarily responsible for leading comprehensive talent acquisition, talent development, succession planning, compensation, benefits and employee value proposition strategies and initiatives through progressive, end-to-end initiatives, programs, processes and policies.. Support the CHRO in partnership with the General Counsel on the company’s annual proxy filing’; is responsible for authoring, updating and validating all sections related to Compensation Discussion and Analysis (CD&A) sections and disclosure of company people practices.. Support the CHRO in the preparation of quarterly Board of Directors meeting slides addressing HR strategies/KPIs and the monthly HR Functional Review deck.. Human Resources professional certification(s) preferred - SPHR, SHRM-SCP, CCP or others. 10+ years of experience including global Human Resources experience (North America, Australia & New Zealand); compensation program design; stock plan administration, talent strategy, learning & development, employee relations, employment law in multiple states and countries, leading teams remotely

vice president

Description Position at Latham Pool Products, Inc Primary Role: The Vice President Talent & Total Rewards serves as a back-up to the CHRO and is primarily responsible for leading comprehensive talent acquisition, talent development, succession planning, compensation, benefits and employee value proposition strategies and initiatives through progressive, end-to-end initiatives, programs, processes and policies. Duties and Responsibilities: <ul><li> Serve as a member of the Human Resources Leadership Team and perform all associated people manager responsibilities for the position’s direct reports.</li><li> Serve as a trusted advisor to the CHRO, Executive Leadership Team and Senior Leadership Team in partnership with the CHRO.</li><li> Oversee the global talent, total rewards (compensation, incentive plans, benefits) and learning & development (L&D) functions for the company to drive talent acquisition, retention and performance including:</li><li> Talent Acquisition – lead SG&A recruitment efforts and establish/maintain/promote company-wide, consistent best practices for manufacturing operations recruitment in the locations with the HR business partners; manage all recruitment tools</li><li> New employee onboarding and orientation – improve current practices and assuring consistency across the organization for all employee groups</li><li> Employer Branding – assuring consistency across job ads, social media platforms, job fairs, etc. to promote Latham as an employer of choice</li><li> Talent Development/Career paths for all employee groups</li><li> Learning and Development strategy and plans for all employee groups</li><li> Leadership Development (includes 360s, curriculum creation and deployment, and individual development plans)</li><li> Succession Planning – driving the annual process and act as the advisor to the ELT and SLT on their ench strength and plans to develop and close talent gaps both short and long-term</li><li> Compensation structures for all employee groups - Establish and manage compensation structures for the organization, assuring pay equity and pay transparency compliance and overall effectiveness within the market.</li><li> Compensation events (annual merit cycle, COLA, ad hoc requests, promotions, new hires, etc.)</li><li> Incentive Plan administration (MIB, SIP, DIP, Year-End) - Create, maintain and assure alignment of short and long-term incentive programs with business objectives.</li><li> Global benefits programs and all associated plan administration and compliance duties - Develop and maintain comprehensive benefits plans that are competitive and cost-effective and work closely with 3rd party vendors</li><li> Performance management including performance reviews for all employee groups and annual/quarterly goals and objectives process</li><li> Stock plan administration in partnership with Legal and Finance</li><li> Compensation Committee of the Board of Directors - support to the CHRO’s responsibilities</li><li> Pay policies and salary administration program including maintain Latham’s compliance with pay regulations</li><li> Partner with the CHRO and leadership on organizational planning for all divisions including talent planning, recruitment, career path creation, succession planning, performance management, annual headcount planning and monitoring.</li><li> Engage in related activities for corporate mergers and acquisitions pre-and post-transaction assuring successful systems and people integration.</li><li> Establish, manage and continuously improve the employee performance review and annual goals & objectives setting processes tying to company values, performance expectations and corporate KPIs.</li><li> Drive diversity, equity, inclusion and belonging strategy and programs.</li><li> In conjunction with the CHRO, maintain the annual human resources and total rewards budgets for the company. Partner with external vendors on strategic planning and annual operations of health, welfare and retirement plans and compliance with country regulatory rules.</li><li> Support the CHRO in partnership with the General Counsel on the company’s annual proxy filing’; is responsible for authoring, updating and validating all sections related to Compensation Discussion and Analysis (CD&A) sections and disclosure of company people practices.</li><li>Assure alignment of L&D initiatives with Latham’s annual plan objectives and overall company vision/mission and core values.</li><li>Serve as a role model for proactive and productive employee relations by encouraging and maintaining positive relationships at all levels of the organization. </li><li>Support the CHRO in the preparation of quarterly Board of Directors meeting slides addressing HR strategies/KPIs and the monthly HR Functional Review deck. Establish and report on human capital key performance indicators and drive initiatives to improve lagging indicators.</li><li>Oversee the payroll and timekeeping function for the company which includes HRIS functionality and stringent recordkeeping.</li><li>Recommend and implement strategies, initiatives, policies and objectives; ensure the policies and objectives meet legal and regulatory requirements; are cost effective; and consistent with Latham’s business plans.</li><li>Establish and maintain long term networking relationships and centers of influence through active involvement and participation internally with all stakeholders and in the community at large.</li><li>Other duties as assigned. </li></ul>Qualifications: <ul><li>Education: bachelor’s degree in human resources, business or an associated field from an accredited university, master’s degree preferred</li><li>Human Resources professional certification(s) preferred - SPHR, SHRM-SCP, CCP or others</li><li>Software/hardware/technology requirements: Microsoft Office Suite, Zoom, SharePoint, Succession Planning & 360 tools; Payroll & benefits HRIS (ADP a +); Applicant Tracking Systems (Jobvite a +); Learning Management Systems </li><li>10+ years of experience including global Human Resources experience (North America, Australia & New Zealand); compensation program design; stock plan administration, talent strategy, learning & development, employee relations, employment law in multiple states and countries, leading teams remotely</li><li>Experience in manufacturing, public company and/or private equity organizations preferred</li><li>Outstanding communication skills (Written & Verbal); workforce management and planning</li><li>Physical – lifting, standing, bending, climbing, operation of equipment/machinery, number of pounds to lift/push/pull, etc. include length of time for physical activity when possible (i.e. stand for 4 hours)</li><li>Travel requirements (approximate 20% of time – local, statewide, national and global)</li><li>Availability requirements: Corporate work schedule in addition to nights/weekends </li></ul>The Salary range for this position is $190,000-$240,000

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