Vice President of Human Resources

LOCATION : Remote must live in North Carolina or within 40 miles of the NC border. Must travel to the Asheville NC office occasionally.

GENERAL STATEMENT OF JOB

The Vice President of Human Resources reports to the Chief Human Resources Officer (CHRO) with leadership authority to drive the development and strategies of Human Resources’ operations and systems, including but not limited to total rewards / compensation, recruitment, talent management, employee lifecycle, organizational development and design, HR services, and related third-party relationships which support the organization's mission and business strategies.

This leader must be a hands-on leader who possesses high capacity to understand and implement efficient and effective business strategies and align HR resources successfully to support HR operations for stakeholders across the organization.

This position must partner well with all stakeholders and, in particular, be able to influence and gain the respect and trust of senior leadership peers, the Executive Leadership Team (ELT), and Board members.

Success in this position relies on having the ability to build effective teams, implement successful operations including but not limited to HR transactional matters, drive change and foster the organization’s culture attributes.

Further, this position must demonstrate a high level of discretion, confidentiality, integrity, and ethical conduct. This position leads all HR functions in compliance with organizational policies and procedures as well as applicable federal and state employment laws, rules, and regulations.

ESSENTIAL JOB FUNCTIONS

Human Resources Operations and Strategy :

Plans, develops, organizes, implements, directs, and evaluates the organization's human resources employee life cycle in order to positively impact the attraction, retention, and development of staff resources.

In particular, develops and delivers strategies that support the organization’s mix of remote and office-based staff.

Provides thought leadership for all human resource matters, demonstrating a depth of experience, professionalism, and maturity in the HR field.

Stays abreast of regulatory changes in employment and healthcare, including changes to NCGS and NCAC that impact local governments and LME / MCOs, changes in Vaya’s contract(s) with NCDHHS, as well as HR management trends and best practices.

Utilizes effective benchmarking approaches and competitive market practices for plan designs.

Partners with the Office of Communications to provide accurate, timely and relevant content for employee communications related to human resources.

Human Resources Talent Acquisition, Retention, and Onboarding :

• Directs staffing sourcing and retention strategies and works to position the organization as an employer of choice.
• Direct Vaya Health’s Human Resources Talent Acquisition retains top talent and Recruitment, Selection, Placement and Onboarding is streamlined and efficient.

Human Resources Compensation, HRIS, and Benefits, and Total Rewards Administration :

Directs all total rewards programs to include progressive, proactive compensation and benefits programs which motivate, incent and reward effective performance and valued behaviors.

Responsible to maintain internal market structure and ensure accuracy of biennial compensation market study.

• Implementation and oversight of HRIS system, which stores employee data, benefits plans and payments, compensation, and performance metrics.
• Directs effective third-party relationship management of vendor relationships including HR benefits, recruitment, consultants, and brokers.

Sources, negotiates, and contracts with these (in partnership with Vaya’s Legal department); and aligns this with internal governance processes.

• Evaluates organizational structure to include department, positions, and job banding. Recommends and implements HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
• Direct Total Rewards administration at Vaya Health has effective procedures, practices, and policies related to wages and salary, job evaluation, pay and benefits, discipline, resource allocation, budget, payroll, and bonus and incentives.

Human Resources Compliance, Policies, Employee Relations, and Workforce Administration :

Enhances and / or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization.

In particular, manages the human resource information systems (HRIS) database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.

Consults on employee relations strategies with stakeholders and staff; collaborates with the General Counsel & Chief Compliance Officer and / or Vice President of Compliance to perform root-cause analyses to avoid risk and talent loss;

as well as ensure regulatory compliance

• In partnership with the Regulatory Compliance Team, drafts, revises, and oversees the development, maintenance, and compliance of Human Resources policies and procedures.
• Partners with Vaya’s legal and compliance leadership on employee-related matters, including conducting risk assessments.
• Direct Safety and Health, Employee Relations, Labor Relations, Grievance, Risk Management, Social Security, Welfare, Record Keeping, Audit, Time and Attendance, Regulatory Compliance procedures and processes are effectively administered for Vaya Health.

Human Resources Training, Development, Engagement, Orientation, and Performance :

• Develops employee engagement strategies. Captures voice-of-employee through targeted methods including pulse surveys.
• Designs the behavioral competency model which supports and installs that framework across all talent functions.
• Partners with stakeholders to develop and maintain effective succession planning for business continuity.
• Oversees employee performance and progressive disciplinary processes. Develops effective performance management methods and plans which support those.
• Direct employee training, management development, career development, performance evaluation, transition planning in an effective and efficient practice at Vaya Health.

The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

KNOWLEDGE, SKILL & ABILITIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. 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.

• Experience with the NC State Human Resources Act and NC administrative rules preferred
• Experience in both private and public sectors is highly desired, as well as experience or knowledge in the healthcare industry.
• Experience leading human resources through a merger, acquisition, or comparable business change.
• Prior experience working cross-functionally and / or in matrix roles while undergoing significant organizational change.
• Leadership experience leading and building teams of professionals to execute strategic initiatives.
• Experienced in developing effective strategic recruitment, development, and retention plans.
• Experienced in budget management, cost / benefit analysis, savings drivers, and other HR fiscal responsibilities.
• Experience in developing leadership curriculum for key leaders (Directors and above) is highly desired. Ideal is some level of experience in strengths-based development programs.

Facilitation skill for delivering training content also preferred.

• Senior level consulting and coaching skills.
• Prior experience developing HR strategies for remote / virtual workers is highly desirable.

QUALIFICATIONS & EDUCATION REQUIREMENTS

Bachelor’s degree in Human resources management, business administration required. Master’s degree in Business Administration, Human Resources Management, or related Business field preferred.

Must have 10 years or more comprehensive experience in progressive Human Resources’ roles of which 5 years or more of those were spent supervising and developing HR staff talent.

Prefer human resources experience in managed care or health care setting and / or NC local or state government experience.

Preferred Licensure / Certification :

Senior-level SPHR (HRCI) or SCP (SHRM) certification is highly desired, as well as other qualified human resources’ certifications (e.

g., CEBS, CCP, ISSA, etc.)

PHYSICAL REQUIREMENTS

• Close visual acuity to perform activities such as preparation and analysis of documents; viewing a computer terminal; and extensive reading.
• Physical activity in this position includes crouching, reaching, walking, talking, hearing and repetitive motion of hands, wrists and fingers.
• Sedentary work with lifting requirements up to 10 pounds, sitting for extended periods of time.
• Mental concentration is required in all aspects of work.

RESIDENCY REQUIREMENT : This position is required to reside in North Carolina or within 40 miles of the North Carolina border.

SALARY : Depending on qualifications & experience of candidate. This position is exempt and is not eligible for overtime compensation.