Volunteers of America Chesapeake & Carolinas empowers self-reliance and inspires hope. As a church without walls, we do this through personalized housing, ministry, health, and human services that benefit vulnerable individuals, their families, and the community. Founded in 1896 in Baltimore, MD by social reformers, Ballington and Maud Booth, we were one of the first of over 29 affiliates of Volunteers of America - one of the nation's largest and most comprehensive human services organizations. Our founders envisioned a movement dedicated to reaching and uplifting the American people. On behalf of the organization, the Booths pledged "to go wherever we are needed and do whatever comes to hand." Their declaration continues to guide Volunteers of America's impact on "Helping America's most vulnerable." Through a dedicated and committed team of more than 850 employees and thousands of volunteers, we provide critical care, support services, and hope to thousands of people each year throughout Virginia, Maryland, the District of Columbia, and the Carolinas. We firmly believe our employees drive the success of the organization. Through our diversity, equity, and inclusion efforts, we endeavor to attract, engage, and retain qualified, diverse, compassionate individuals to join our journey and experience a work environment that offers challenging, stimulating and financially rewarding opportunities.
JOB SUMMARY
The Vice President of Human Resources and Administration reports to the Executive Vice President/Chief Operations Officer and serves as member of the Senior Leadership Team. They provide strategic leadership and are responsible for the overall development and management of all phases of human resources administration, risk management and organizational policies & procedures/compliance. They serve in an advisory capacity to the organization on human resource, risk management and compliance matters. They drive talent management projects, polices & procedures and culture to improve the employee experience. They lead the organization's Diversity, Equity and Inclusion initiatives, working closely with other members of Senior Leadership, Board of Directors and the internal DEI committees. The Vice President of Human Resources and Administration is strategically responsible to enhance organization effectiveness by designing and ensuring support, guidance, and training throughout the organization that enables services to meet operating objectives. Collaborates with key areas of the organization and utilizes appropriate change management skills when implementing changes. They represent the organization to outside entities charged with enforcing employment regulations and laws. Working with their human resource team, the Vice President of Human Resources and Administration has oversight and responsibility for, the day-to-day administration of human capital, relating to employee recruitment, engagement, & retention; DEI initiatives that foster an inclusive culture, human resource & risk management compliance; administration of benefits & compensation; employee wellness; employee and labor relations; staff development & training; and succession planning & implementation.
RESPONSIBILITIES
Responsible for developing and executing human capital strategy in support of the overall business and the strategic direction of the organization.
Oversees projects related to HR operations and talent management initiatives that improve efficiencies and supports positive organizational culture.
Oversee the management of staffing, selection, continuous learning, and performance.
Ensures that meaningful staff engagement practices are designed and implemented. o Ensures that relevant employee recognition programs are actively implemented.
Provide oversight and guidance to managers on employee relations initiatives. Guide and drive strategies to resolve difficult and/or sensitive workplace matters and improve staff retention.
Supports VOACC's DEI strategic goals throughout the organization.
Actively represent the affiliate and participate with the VOA National Office on DEI initiatives to learn and support the affiliate's strategic goals.
Leads internal DEI Committee.
Manages and administers the Human Capital Management System (including Learning Management System).
Develops and manages all HR metrics. Creates an HR dashboard and prepares reports on key data to Senior leaders, the Executive team, and the Board of Directors.
Establishes a CQI process that sets goals and KPIs for staff satisfaction, turnover and other key metrics.
Work to ensure employees receive a high quality and competitive total compensation program, as funding permits.
Responsible for developing and maintaining an approved wage & salary program, an employee benefits program, and effective health & wellness programming.
Work in partnership with the Finance Department to review the workforce budget, execution of salary adjustments, position changes and any other budgetary impacts.
Works alongside the Finance Department in developing and administering contractual agreements for employee benefits, including health, dental, life and short-term disability insurance plans.
Oversee and monitor overall compliance and administration activities, including the organization's Code of Conduct, Employee Handbook, and organization wide Policies & Procedures. Develop strategies and procedures to support an ethical workplace and adherence to organizational and regulatory procedures.
Qualifications
REQUIREMENTS
Master's degree in Human Resources, Organizational Leadership, Business Administration, or related field required.
A minimum of 10 years of progressive management experience.
PHR, SPHR or other relevant HR professional certification required.
Diversity Equity and Inclusion experience, including certification or ability to complete certification within 6 months of hire.
Experience in creating and managing credible marketing salary composition reports.
Solid knowledge of relevant state and federal employment laws, employee relations, administrative compliance, and risk management.
Experience with Human Resources Information Systems (HRIS) and Learning Management Systems/ Human Capital Management Systems.
Executive level understanding of financial levers and acumen in our industry, business management and strategic planning.
Experience with third party accreditation from the HR lens (such as CARF Accreditation and ACA Accreditation requirements).
A thorough knowledge of broad human resource management principles and techniques, deep knowledge of employment practices, employee relations and benefits/compensation required.
Must have the ability to work collaboratively in complex service lines, covering multiple services, sites and states.
Ability to work effectively with diverse populations.
Experience creating and sustaining a diverse and culturally competent workforce, fostering equity and inclusion.
Highly organized with strong attention to detail and ability to independently meet deadlines.
High level oral and written communication, proven integrity, and the ability to maintain confidentiality.
Must establish and maintain effective professional relationships with management, employees, regulatory agencies, and the public.
Demonstrated conflict resolution abilities.
Strong analytical and critical thinking skills.
Knowledge and application of best practice change management skills.
Excellent computer skills in Microsoft Office and office products.
Experience with nonprofit and/or health & human services preferred.
