Senior Leader of Human Resources ultimately will be responsible for achieving goals associated with employee relations and retention, learning and development, compensation and benefits, strategic human resource planning, succession planning, and workforce planning of a 2400 employee public company. This person contributes to the Company's commitment to excellence by ensuring company compliance with current state, federal, and local employment laws and regulatory requirements. Leads by understanding and supporting key HR-related disciplines with a strong focus on advancement of the culture, talent management, succession planning, and organizational design. Serves as advisor to senior leaders, and coaches and consults with management teams on people-related matters and operational goals. Lead and participate in organization-wide HR projects (organization builds, mergers and acquisitions, infrastructure changes, compensation and benefit philosophy and offering changes, etc.), and operations projects that impact members in a non-trivial manner.
- Responsible for achieving goals associated with employee relations and retention, learning and development, compensation and benefits, strategic human resource planning, succession planning, and workforce planning.
- Leads all aspects of human resources policies, objectives, and initiatives, including establishing with the human resource department all processes, systems, and policies/procedures relating to the core functions of HR-related disciplines.
- Serves as the head of human resources responsible for providing support across all areas of human capital strategy management.
- Partners with the senior leadership regarding human resource strategy.
- Fosters and communicates a company vision for human resources to supportstrategic initiatives, and ensure collaboration and integration across enterprise and operating entities.
- Responsible for the development, implementation, and continuous improvement of an integrated Talent Management process, including the acquisition, development, and retention of organizational talent.
- Accountable to ensure that HR systems and processes are efficient and effective, align with enterprise investment strategy and support all business, regulatory, operational data and reporting requirements.
- Responsible for the overall management, direction, and evaluation of members of the Human Resources team.
- Partners with client groups in executing cyclical processes such as annual compensation review, performance management, succession management, and Employee Engagement Survey analysis and action planning.
- Bachelor's Degree
- Eight (8) years of leadership experience at the director level or above
- Demonstrated experience of efficient and responsive HR service capabilities (processes, systems, policies/procedures, organization and compliance)
Knowledge, Skills, and Abilities:
- Demonstrated ability to collaborate and build effective relationships with members across every level of the organization including senior leadership, and internal and external stakeholders.
- Demonstrated broad knowledge of Human Resources including employee relations and retention, Total Rewards (compensation and benefits), learning and development, strategic human resource planning, succession planning, workforce planning, and human resources information systems (HRIS)
- Demonstrate a high level of business acumen and competence in leadership, influencing without authority, financial analyses, and problem-solving.
- Demonstrated professional maturity.
- Demonstrated ability to adhere to ethical and integrity standards.
- Demonstrated ability to effectively manage change throughout the organization.
- Demonstrated ability to manage multiple and diverse issues.
- Excellent communication, interpersonal, negotiation, presentation, and facilitation skills.
- Leadership the individual inspires and motivates others to perform well, accepts feedback from others.
- Demonstrated skill in managerial courage and managing conflict.
- Management skills,includes staff in planning, decision-making, facilitating and process improvement; makes themselves available to staff; provides regular performance feedback; develops subordinates' skills and encourages growth.
- Office environment and frequent travel between various OGE offices.
- Work is often performed with short deadlines and may involve sensitive, personal matters requiring objectivity, discretion, and confidentiality.
- May work non- standard hours.