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VP People & Culture


This is a Contract position in Carteret, NJ posted September 25, 2021.

The Vice President (VP) of People & Culture serves as the key management team member overseeing the experience of our organization’s most important resources – our people.

The VP will be responsible for leading the vision, development, and execution of talent and culture management programs aimed at the retainment and enrichment of our Associates.

This leader will proactively plan for, address, and forecast future talent and culture needs, including change management.

The role will report to the Chief Financial Officer (CFO) and work with the executive team and management team to ensure the development and advancement of an empowered, value-driven, diverse and inclusive workplace culture.

In response to COVID-19, all positions are currently temporarily remote.

Responsibilities Organizational Effectiveness Duties Catalyze organizational performance through leadership – linking strategy to structure, building a transformational change approach, and navigating complex organizational issues.

Collaborate with peers across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and development, performance management, employee engagement and retention, succession planning, and compensation.

Support the development and implementation of an enterprise compensation and benefits strategy.

Influence organizational decision-making with the use of relevant, value-added metrics and data.

Leadership and Talent Management Duties Design and implement integrated talent management solutions, including executive coaching, individual development planning, talent review, succession planning, and leadership development.

Lead and develop results-driven performance management tools and processes that integrate with Council’s values and core competencies.

Develop and implement a comprehensive diversity and inclusion strategy and build diversity and inclusion capability throughout leadership and within the organization.

Advance existing talent development processes and tools, ensure/track the quality of the assessments, and dialogue across all levels of the organization.

Workplace Culture Management Duties Foster a culture of accountability, diversity, equity & inclusion, trust, recognition, and results among staff at all levels.

Responsible for all elements of strategies aimed at maintaining a healthy workplace culture, including employee communications, engagement, and relations across the enterprise.

Proactively drive effective employee communications while maintaining a strong pulse on staff morale, sentiments, and concerns.

Effectively address components of workplace culture that impede organizational and individual effectiveness in a manner consistent with Council’s values.

Other Human Capital Management Duties Ensure compliance with all applicable Federal, State, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, OSHA, PPACA, workers’ compensation, etc.

Guide the design, implementation, and testing of all human capital-related technology to improve established goals and outcomes.

Provide dynamic leadership to the human resource team through timely feedback, fostering an environment of continuous learning consistent with the organization’s needs, team, and individual staff members.

Skills and Qualifications Bachelor’s degree required; master’s degree in business/organizational development strongly preferred.

Minimum of 10 years of leadership experience in Human Resource Management, preferably with an organization of national scope.

Senior Professional in Human Resources (SPHR) and/or SHRM Senior Certified Professional (SHRM-SCP) certification is strongly preferred.

A proven track record of enriching organizational cultures and successfully leading innovative changes to enhance the employee experience.

Demonstrated advanced knowledge in leading human resources practices, including talent management, organizational development, diversity and inclusion, performance management, labor relations, employee communications, and applicable laws and regulations governing these areas.

Demonstrated forward-thinking strategic leadership across the organization to executives, management, and staff at all levels.

Experience conceptualizing, leading, implementing, and monitoring human resources initiatives in the context of organization-wide objectives.

Ability to process and present information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders, including members of the Board of Directors, outside organizations, vendors, management, and staff.

Ability to balance accountability with emotional intelligence in all interactions.

Must demonstrate sensitivity with staff representing all areas of diversity.