• Executive Vice President of Human Resources - ServiceSource #2019-2455

    Location US-VA-Oakton
    Job ID
    2019-2455
  • Overview

    Executive Vice President of Human Resources

    As the Executive Vice President of Human Resources (EVP, HR) you will report directly to the President, and supervise the Director Human Capital and the Director of Compensation and Benefits. You will lead an HR team of 27 people who serve our 2,600 employees in 13 states. You will provide strategic leadership by integrating HR strategy with the organization's strategy and articulating human capital needs and plans to the Board of Directors, senior leadership, managers and employees.

     

    In this role you will direct human resources activities affecting all operations and locations of the organization, and be responsible for all aspects of human resources, including employment, talent acquisition and development, compensation and benefits, performance management, employee relations, equal opportunity and affirmative action programs, Collective Bargaining Agreement, Corporate HR policies, compliance with all local, state, and Federal rules and regulations.

     

    Organization Overview     

    ServiceSource is a leading resource for people living with disabilities. With over $130 million in annual revenue and 2,600 employees in 13 states, we have developed a business model that enables us to control our destiny with sustainable recurring revenue that enables us to fund innovative programs. We build more inclusive communities by facilitating services and partnerships that support people living with disabilities, their families, their caregivers, and community members. We have the honor of providing employment, training, rehabilitation, and support services to more than 17,000 individuals annually.

     

    Our proven collaborative approach helps foster a more inclusive and supportive community where individuals with disabilities can succeed and thrive. In all that we do, we recognize that we are a bridge to the community. Our mission-driven culture values:

    • Impact: to support and engage people of all abilities
    • Building: relationships
    • Respect: for individual needs and choices
    • Integrity: through stewardship and compliance
    • Diversity: of thought and participation
    • Growth: through innovation and learning
    • Excellence: of purpose and performance

     

    Essential Duties and Responsibilities of the Executive Vice President of Human Resources

    The 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.

     

    These five duties and responsibilities will be rated on the Annual Performance Review.

     

    Strategic HR Leadership – 20%

    Serve as a business partner and peer on the senior executive team to align the organization’s human capital and talent to the organization’s mission, goals, and strategic plan. Develop and execute effective human capital strategies and programs across all locations, enhancing existing programs and developing new ones based on best practices in human capital management. Ensure and maintain organization-wide policies and procedures governing human resources programs and services that are compliant. Monitor the external environment and proactively recommend enhancements to existing policies that align with the organization’s culture, safeguard compliance and promote market-competitiveness.

     

    Talent Acquisition & Talent Development – 20%

    Identify and support talent needs linked to the organization’s strategic plan. Drive employee engagement by working with executive leadership to develop effective talent development strategies, processes, tools, and training to promote morale and achieve organizational goals.

     

    Compensation & Benefits – 20%

    Oversee the strategic direction, implementation and communication of the organization’s compensation and benefits programs. Maintain competitive programs that enable the organization to attract, retain, and motivate employees.  Chair and manage Fiduciary Committee to administer Tax Deferred and Retirement Plan.

     

    Employee and Labor Relations – 20%

    Provide leadership in planning, developing, and implementing employee relations programs and maintain policies to ensure the uniform and equitable treatment of employees. Direct the labor-management relations activities of the organization.

    HR Compliance – 20%

    Maintain organization-wide policies and procedures governing human resources programs and services. Ensure existing policies, revisions and new policies are effectively communicated across the organization. Monitor external environment and proactively recommend enhancements to existing policies that align with the organization’s culture, safeguard compliance and promote market-competitiveness. Work closely with Compliance Committees to manage HR compliance requirements and to control and mitigate HR related risks.

     

    Qualifications of the Executive Vice President of Human Resources

    • Master’s degree in human resources, industrial/organizational psychology or related field and 15 to 20 years progressively responsible human resources experience; alternatively, Bachelor’s degree and 15 to 20 years progressively responsible related experience; or other equivalent combination of education and experience.
    • Senior HR certification and designation: SPHR, SHRM-SCP.
    • Demonstrated knowledge and understanding of human resources policies, compensation and benefits, and other personnel related issues.
    • Demonstrated experience with Workday; HRIS and payroll systems.
    • Government contracting, Service Contract Act and Labor Union negotiation experience strongly preferred.

     

    Attributes of the Executive Vice President of Human Resources

    • An experienced leader and human resources executive with an (existing or willing to develop) passion for our mission to create opportunities for individuals with disabilities.
    • An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image.
    • A strategic visionary with sound technical skills, analytical ability, good judgment and strong operational focus.
    • Strong coaching, interpersonal, and communication skills, plus expert relationship-building and collaboration skills at all levels of the organization.
    • A well-organized and self-directed individual who is a team player.
    • A good educator who is trustworthy and willing to share information and serve as a mentor.
    • A decisive individual who possesses a “big picture” mission perspective, is well versed in human resources best practices and can appropriately understand and make recommendations for managing the organization’s human capital in support of the organization’s mission.
    • Ability to work effectively as a supervisor and peer to accomplish necessary work.
    • Effective internal and external customer relations skills; ability to participate in and respond effectively to sensitive projects, negotiations, complaints, and team activities.
    • Ability to make effective speeches and presentations on controversial or complex topics to the Board or other stakeholder groups.

     

    What’s Attractive to the Right Executive Vice President of Human Resources Candidate?

    • You will be leading a team of highly competent professionals with a deep respect for each other.
    • The organization has a strong mission and an innovative business model that generates sustainable recurring revenue to fund operations. In this role, you will have the resources and support to “do things right” and make strategic investments that reduce risk.
    • You will be working in a very sophisticated risk management culture, proactively mitigating risks, ensuring compliance with our commitments long before problems arise, and upholding our exemplary reputation in the community.
    • We are on the leading edge of researching and investigating HR policy approaches and you will be integrally involved in the assessment of risks, the setting of policy, training, and ongoing review for managing risk.
    • ServiceSource offers a strong benefits package that includes medical, vision, and dental insurance, wellness programs, commuter FSA accounts, life and AD&D insurance, retirement plans, legal assistance, identity protection services, pet insurance, annual awards program, and generous amounts of paid time off.

     

    Detailed Responsibilities of the Executive Vice President of Human Resources

    • Oversee the development, implementation, and enforcement of the organization’s human resources function.
    • Continually interact with the Board of Directors and relevant committees (e.g., the HR Committee) regarding the organization’s human resources programs and human capital matters requiring Board attention.
    • Provide expert advice and counsel to executive leadership regarding all human capital-related matters.
    • Enhance and/or develop, implement and enforce policies, procedures and human resources systems of the organization to maintain the overall operation and effectiveness of the Human Resources Department and the organization.
    • Prepare and manage the Human Resources Department annual budget.
    • Evaluate the Human Resources Department structure and team; plan for continual improvement of the efficiency and effectiveness of the department, as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) of individuals.
    • Develop comprehensive strategic recruiting and retention plans and lead the staffing function to meet current needs and to build a talent pipeline for future roles in support of the organization’s strategic goals.
    • Design and execute talent development strategies, programs and approaches to equip leaders for the future and support work across the organization.
    • Oversee the development of strategies and processes to identify capability, knowledge, skill set and headcount gaps, and develop specific initiatives to monitor and fill gaps.
    • Develop and maintain performance management and appraisal programs.
    • Provide leadership in the design, planning and execution of the organization’s compensation and benefits programs.
    • Develop an effective total rewards strategy and administer rewards programs across the spectrum of compensation and benefits mix.
    • Ensure rewards programs are aligned with other talent programs, are market-competitive, and are financially sustainable.
    • Work cooperatively with operating group in formulating corporate strategic objectives in Collective Bargaining Agreement negotiation.
    • Oversee the employee relations initiatives including employee practices and grievances.
    • Work closely with President and CEO and appropriate legal counsel/attorneys in resolving pending HR litigations, if any, for just and fair settlements. Assist, as needed, on grievances and the records thereof, preparing for and conducting any resulting arbitrations, and the development and interpretation of related company-related HR policies and programs.
    • Enact and direct policies and practices that provide protection to the organization in all areas including employment, employee relations, compensation and benefits, equal employment opportunity, diversity, and protection from harassment and discriminatory practices.
    • Responsible for remaining current with employment laws and regulations, and for compliance and conformity with all local, state, and Federal laws, rules and regulations with respect to Human Resources administration with appropriate compliance agencies and legal counsel.
    • Work closely with the Compliance Committee in risk identification, risk mitigation; and process improvement to potentially eliminate HR-related risks.
    • Serve as Chair of and work closely with the existing Fiduciary Committee and external resources for managing the Tax Deferred Thrift Plan and Retirement Plan and compliance with all ERISA requirements.
    • Work closely with the external auditors and deliver an unqualified annual audit of both Tax Deferred and Retirement Plan.
    • Develop and maintain processes that ensure documentation needed for accurate and timely submission of Form 5500.
    • Enforce conformance by leading the human resources team in defining and conducting periodic audits and needs-based training across the organization.
    • Set functional direction and objectives for the organization’s Human Resources Information System (HRIS). Ensure data accuracy by overseeing system processes that are compliant, streamlined and integrated.
    • Participate in annual update of Strategic and Business Plans.
    • Participate in all other training required by funding source(s) and/or the Corporation, such as Human Rights training.
    • Participate in Executive Team meetings and activities.
    • Make presentations to internal or external stakeholders as directed by the President.
    • Accomplish all tasks as appropriately assigned or requested.

     

    To Apply for the Executive Vice President of Human Resources position:

    Use the "Apply" button on this page or simply email your resume to Bob Corlett at resumes@staffingadvisors.com with “ServiceSource – EVP of Human Resources #2019-2455 SA” as the subject of the email. Please include your resume as a Word or PDF attachment to the email and paste your cover letter in the body of your email.

     

    Alternative Titles:  VP of Human Resources, Chief Human Resources Officer, CHRO, VP of HR, VP, Human Resources, EVP of HR.

     

    Staffing Advisors has been engaged to find the right candidate and is committed to helping create a diverse work environment for our client. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other basis protected by law. This position may require pre-employment screening potentially including a criminal background check, verification of academic credentials, licenses, certifications, and/or verification of work history.

     

    Working Conditions and Physical Effort: No or very limited exposure to physical risk. No or very limited physical effort required. Work is normally performed in a typical interior/office work environment. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

     

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