Vice President Human Resources

JOB TITLE: Vice President, Human ResourcesDIVISION/OFFICE: Operations/Human ResourcesBAND/STATUS: Tactical/ ExemptREPORTS TO: Chief Operating OfficerSALARY BAND: $182,734 to 192,351WORK LOCATION: Washington, DC / 4 Days Per Week In OfficeABOUT LEADINGAGE:In 1961, a small group of nonprofit providers of aging services decided to establish an association that would help them live out their shared mission: to provide compassionate, high-quality programs and services to the nation’s growing older population. Inspired by the White House Conference on Aging, held for the first time in January 1961, the providers also wanted to advocate for the revolutionary policy changes—including Medicare, Medicaid, and the Older Americans Act—they expected the White House Conference to set in motion. They hoped to change forever how the country viewed aging and how it provided services and supports to older adults.Six decades later, our small association has grown into LeadingAge, a 5,300-member organization of nonprofit providers that touch millions of lives every day, and who are proud to follow in the footsteps of our founders. Like those founders, we remain committed to helping our members live out their shared mission of compassionate service to older adults. Alongside our members and 36 state partners, we use applied research, advocacy, education, and community-building to make America a better place to grow old. We continue advocating for universal access to high-quality programs and services for older adults. And we are steadfast in our goal to be the trusted voice for aging in America.POSITION SUMMARY:In accordance with the mission, vision, goals and core values of LeadingAge, the Vice President, will be dedicated to driving performance outcomes by cultivating a highly effective and engaged workforce in partnership with the Chief Operating Officer. The Vice President will have responsibility for the human resources (HR) function, that is aligned with best practices and initiatives, monitoring their impact, and ensuring LeadingAge stays current with HR trends. The Vice President will be responsible for providing strategic & advice and guidance across the full scope of the HR function.They will provide strategic and day-to-day management of LeadingAge’s HR programs and initiatives, including talent acquisition; compensation; federal, state & local compliance regulations & laws; total rewards & benefits; performance management; employee engagement; employee relations and professional learning & development. They will have an expansive and holistic view of the employee lifecycle from onboarding to offboarding.This position manages the Director, Human Resources.INCLUSIVE WORKPLACE COMMITMENTLeadingAge is committed to cultivating an inclusive workplace that values and honors the unique qualities, wisdom and lived experience of all people. We invest in opportunities for every team member to meaningfully contribute and thrive.ESSENTIAL DUTIES AND RESPONSIBILITIES:HR SYSTEMS, REPORTING & OPERATIONSOversees the management and continued evaluation for effectiveness of all Human Resource related systems (HRIS, ATS, Time & Attendance, Performance Management, Benefits, etc.). Produces necessary reports for critical analyses of the HR function and the people resources of the Association.Oversees annual Employee Handbook updates.Manages the departmental budget and other financial measures of the Human Resources function.Provides technical human resources advice and knowledge to LeadingAge members as needed.Performs other duties as assigned by the Chief Operations Officer. Conducts periodic research regarding HR programs or plans proposed for the President & CEO, as requested by the Board.EMPLOYEE RELATIONS & PERFORMANCE MANAGEMENTProvides effective employee relations, performance management and employment action guidance to staff and management at all levels. Facilitates supervisor/employee problem resolution or identifies and recommends executive/performance coaches, meeting facilitators or other consultants, as appropriate.Conducts informal and formal internal interventions or investigations as needed. Ensures the confidence and integrity of all parties involved in all employee relations matters.Liaises with departmental managers to foster a collaborative environment that promotes community among Human Resources & other departments within the organization.COMPLIANCE & LEGALResponsible for the association's compliance with federal, state and local laws and regulations affecting the employment process. Maintains current knowledge of and ensures compliance across over 18 states affecting LeadingAge staff.Works in conjunction with the LeadingAge Affirmative Action Officer (COO) to manage LeadingAge's Affirmative Action Plan. Ensures all employee experience programs, policies and practices are aligned with the AAP.Works with the CEO and COO to periodically review and update Code of Conduct, Conflict of Interest and related policies to ensure continued relevance and compliance with all federal, state & local regulatory agencies.Works with the CEO and COO to investigate and resolve alleged violations of the Code of Conduct, Code of Ethics, Harassment and Conflicts of Interest.Collaborates with COO and LeadingAge's outside counsel to facilitate problem resolution. Develops, proposes and facilitates severance agreements and general releases, as approved by the President & CEO & COO.TALENT ACQUISITION & RETENTIONDevelops and directs a clear, compelling vision for attracting, developing, training and retaining exceptional talent in line with LeadingAge's Affirmative Action Plan.Oversees talent acquisition to meet the needs of the Association and executes the Board-approved compensation philosophy and policies.COMPENSATION & BENEFITSDevelops compensation strategies and benefits programs to ensure that the organization stays competitive in the market and provides fair and consistent compensation for all staffOversees employee recognition/awards, employee services, employee communication on HR-related matters, employee safety and health & wellness.CULTURE & EMPLOYEE EXPERIENCEBe a role model and champion for the culture needed to promote outstanding performance. Lead in a helpful, efficient, 'roll up your sleeves' manner that is people-centric and is marked by a high level of accountability and urgency.Leads the design, implementation and iteration of new employee experience programs and assesses current programs to ensure alignment with LeadingAge's mission, vision and core values. Develops and implements strategies to nurture an inclusive, healthy work culture that values diverse viewpoints and provides opportunities for all team members to grow professionally.Evaluates and provides input on new HR-related programs/strategies as they relate to employee engagement.Demonstrates commitment to LeadingAge’s core values and fosters an inclusive workplace where all are able to meaningfully contribute and thrive.Models LeadingAge Core Values in all actions.LEARNING, DEVELOPMENT & ORGANIZATIONAL GROWTHUtilizes people metrics to drive key insights and decisions around growth and retention. Responsible for the identification of competency, knowledge and skill gaps; and the creation and delivery or identification of suitable internal or external training programs and/or providers.Cultivates a continuous learning environment for association staff to enhance employee competency as well as their knowledge and understanding of LeadingAge, the aging services field and LeadingAge's members.QUALIFICATIONS, KNOWLEDGE AND SKILLS REQUIREDBachelor’s degree and at least 10 to 12 years of directly related experience in a human resources management capacity; or equivalent combination of education and experience.SPHR/PHR certification and association experience preferred.Demonstrated ability to read, analyze, and interpret the most complex human resource related documents.Must have a comprehensive understanding of human resources practices and principles involving benefits, compensation, employee relations, performance management, training and development, and organizational development.Requires an energetic, forward-thinking and creative individual with high ethical standards and commitment to balancing the needs of the organization with those of staff.Must be a strategic planner with sound human resources management skills, analytical ability, good judgment and strong operational focus. Must also be a decisive individual who possesses a strategic focus as well as an operational, implementation and detail-oriented perspectiveWell-organized and self-directed individual who is "politically savvy" and a team player.An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute. Ability to respond effectively to the most sensitive inquiries or complaints in a manner that maintains the confidentiality of all parties involved.Highly effective communication skills to include the ability to make effective and persuasive speeches and presentations to employee groups, management at all levels, and occasionally to the Board and outside organizations.