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VP, Human Resources in Joplin, MO at National Multiple Sclerosis Society

Date Posted: 11/3/2018

Job Snapshot

Job Description

The National Multiple Sclerosis Society mobilizes people and resources to drive research for a cure and to address the challenges of everyone affected by MS. To fulfill this mission, the Society funds cutting-edge research, drives change through advocacy, facilitates professional education, collaborates with MS organizations around the world, and provides programs and services designed to help people with MS and their families move their lives forward. We partner with volunteers to accomplish our work. Staff members engage volunteers through effective and timely communications, facilitating meaningful opportunities, and continually seeking and providing feedback for reciprocal growth and learning.

The VP, Human Resources has the primary responsibility for providing strategic direction and oversight of administration in the areas of employee relations, policies, procedures, compliance regarding federal and state employment laws and managing risk. The incumbent oversees the development and implementation of communications plans during organizational changes, transitions and other society wide initiatives that educate employees in the most effective manner.

Partners with other HR leaders and department and functional leaders (benefits/payroll/operations) to ensure adherence to policies and design integrated processes to improve communication, systems and workflow in support of organizational effectiveness. 

The VP, Human Resources will be a leader within the department to work proactively across the organization to increased morale and adherence to our cultural values.

The incumbent will be a member of the HR leadership team and provide leadership in their function in support of the achievement of the Society's mission, strategic plan and department priorities.

Essential Function/Responsibility

Leadership and Employee Relations 

  • Provides leadership to the HR Directors (Partners) to ensure support of organizational effectiveness and achievement of the Society's mission, strategic plan, morale and cultural values. Leads and guides this team to do their best work and provide professional development opportunities. Mentor and coach to build capacity within the department.
  • Act as HR partner to market leads; coach and mentor to ensure working at highest potential
  • Ensures consistent development and execution of internal HR policies, processes and practices.
  • Provides business leaders strong partnership on employee relations strategies, identifying trends, recommending solutions, building skill sets, and driving proactive change in the organization.
  • Effective management of people related issues such as: ER issues, disciplinary actions, legal issues (harassment, discrimination, leave, accommodations, etc), performance management (including Performance Improvement Plans and Coaching plans), policy interpretation and investigations.
  • Consults and coaches' managers/leaders on complex employee relations, performance management, reorganization/reduction, and organizational effectiveness issues spanning all levels within the organization. Provides advice and counsel to managers and leaders regarding personnel practices, policy, and employment laws. Ensures that the Society operates within current and local employment law, policies and procedures, and applies good practice, creating and sustaining our reputation as a good employer.
  • Partners with Legal and/or Compliance /Risk Management in conducting investigations, researches policies/practices, creates and gathers documentation, makes determinations and implements resolutions when applicable. Identifies best practices and learning lessons to influence change and improvement in the organization.
  • Lead project management and process for reductions in workforce to include consulting with Managers, HR Business Partners, Legal, Finance and Security. Develop materials and resources to support process, ensuring an equitable and consistent selection process. Manage severance analysis, adverse impact analysis, legal review, training, scheduling, notifications, communications, and transition plans. 

HR Policy/Process Design, Integration and Implementation 

  • Oversees Society's regulatory compliance with all policies and practices that present risk to the organization and provide proactive HR counsel and guidance in these areas. Consult with legal counsel as appropriate.
  • Partners with other HR leaders and department and functional leaders (benefits/payroll/operations) to ensure adherence to policies and design integrated processes to improve communication, systems and workflow in support of organizational effectiveness.
  • Develop and lead integration of metrics to track progress on HR deliverables and priorities.
  • Create strategy, implementation, project and communication plan for HR priorities and/or issues impacting employees
  • Provides oversight on procedures/practices with regard to any and all employment related matters including but limited to: employment status determination, investigations, performance improvement plans, terminations, reductions in force, severance packages, etc.

Volunteer Engagement  

  • increase the number of Society volunteers, recognizing and recruiting talent
  • partner with volunteers to accomplish our work.
  • cultivate volunteers, seeking and providing feedback and sharing opportunities for reciprocal growth and learning.

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