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The Vice President of Human Resources is responsible for performing Human Resources (HR) executive-level duties and works closely with senior management while providing guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. This position carries out responsibilities in the following functional areas, including, but not limited to, compensation, benefits, employee relations, training and development, performance management, recruiting and hiring talent, onboarding and employment processing, policy development and implementation, and compliance with federal, state, and local employment laws and regulations.

ESSENTIAL DUTIES & RESPONSIBILITIES:

• Establishes and implements HR efforts that effectively communicate and support the company's mission and strategic vision to all levels of the company.
• Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics.
• Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops each for the needs of the company and works with managers/employees to implement such programs.
• Administers and oversees all human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Manages the company wide talent recruiting process from development of position and posting through identifying talent and hiring using the Applicant Tracking System. Manages the interviewing and hiring process with hiring manager.
• Develops effective sourcing and recruiting strategies by partnering with hiring managers. Develops effective relationships within the organization and the hiring community to improve the recruiting process and hiring.
• Responsible for HR records management (personnel, FMLA, worker’s compensation, etc.) and develops all required reports and metrics for management and according to federal regulations and procedures.
• Implements, maintains and reviews payroll processing and systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other pays and deductions. Ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.
• Manage the maintenance and execution of the performance management process, including current job descriptions, core competencies, salary banding, standards of performance and performance evaluation instruments.
• Work with President/CFO and managers to align and implement company-wide, team, individual and position focused training and development.
• Ensures company remains compliant with Federal, state, and local laws and regulations and files all required reports in a timely manner.
• Monitors employee engagement, by communicating with employees and conducting employee surveys or avenues to request feedback, company culture training and programs, and bring concerns to the attention of leadership. Develop effective strategies to enhance the BOWA culture and continue to develop an enhanced work culture.
• Manages employee relations issues and assists managers in progressive discipline and performance improvement plans working to achieve high productivity.
• Supports company vehicle benefit program, including orientation and training; policy development and administration.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Works with President/CFO on staffing budget, annual % raises/increases, and other costs brought on by human capital within the company along with the human resource department budget.
• Participates in professional development and networking conferences and events.
• Performs other duties as assigned.

SUPERVISORY RESPONSIBILITIES:

• The Vice President manages the HR Assistant.

EDUCATION and/or EXPERIENCE:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred
• At least 10 years of human resource management experience with strategic, talent management, and/or business development experience required
• SHRM, HCRI, or similar Certification strongly preferred
• Strong knowledge of hiring processes along with federal regulations
• Excellent verbal and written communication skills; excellent interpersonal and negotiation and/or conflict resolution skills
• Excellent organizational skills, time management skills with a proven ability to meet deadlines along with excellent attention to detail
• Demonstration of strong supervisory and leadership skills
• Demonstration of strong analytical and problem-solving skills
• Ability to adapt to the needs of the organization and employees; pivot and return to projects as needed
• Ability to prioritize tasks and delegate them when appropriate
• Knowledge of employment-related laws and regulation at the federal and state level for VA, DC and MD
• Proficient with Microsoft Office Suite or related software; proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems; proficiency with Adobe and other computer programs
• Customer-focused attitude, with high level of professionalism and discretion