Responsible for total human resource activity--overseeing and administering, interpreting, managing, and maintaining personnel policies and maintaining employee records and database, compensation and benefits administration and addressing general employee relations issues. With experience in Diversity, Equity and Inclusion, this individual can guide the organization and provide regular training for staff and volunteers on important DEI principles. Directly supervises HR Manager, HR Specialist and Receptionist.

The Human Resources and DEI Vice President guides and manages the overall duties of Human Resources services, policies, and programs for the entire company. The major areas directed are:

• recruiting and staffing.
• performance management and improvement systems.
• organizational development.
• employment and compliance with regulatory requirements.
• employee orientation, development, and training.
• policy development implementation and documentation.
• employee relations.
• company employee communication.
• compensation and benefits administration.
• employee safety, welfare, wellness, and health.
• employee services and counseling.

The Human Resources Vice President leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Vice President coordinates the implementation of services, policies, and programs through Human Resources staff; reports to the CEO, serves on the senior management team; and assists and advises company managers about Human Resources issues.

Primary Objectives of the HR Vice-President

• Safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources department.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Personal ongoing development.

Development of the Human Resources Department

• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of the Human Resources staff and encourages the ongoing development of the Human Resources staff.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition and administration.
• Works with Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside vendors.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments, especially the best practices in Diversity, Equity and Inclusion.
• Participates in senior management, and company staff meetings and attends other meetings and seminars.

Human Resources Information Systems (HRIS)

• Manages the development and maintenance of the Human Resources sections of the Arboretum website, particularly recruiting, culture, and company information insuring accurate and updated personnel information.
• Maintains and administers the Company’s HRIS.

Training and Development

• Identifies and selects all Human Resources training programs,
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management and executive-level candidates; serves as an interviewer for position finalists and meets with each before an offer is extended.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company about employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors about our progressive discipline system
• Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.

Diversity Equity & Inclusion

The Human Resources Vice President will develop, implement and monitor programs that promote DEI within the company. Responsible for developing training and initiatives to create and foster an open and inclusive environment. Partner with Executive Leadership and other Human Resources employees on diversity-related issues.

Responsible for developing and executing diversity, equity and inclusion strategies for the organization.

• Translate strategies into tactical plans with clear actions, accountability, and goals to promote best in class equitable DEI practices.
• Collaborate with Executive Leadership on sourcing, hiring and retaining diverse candidates by connecting with professional organizations and leveraging social media and community connections. Develop programs to attract, retain, and promote a diverse workforce.
• Consults to improve our organization’s environment; ensuring we foster a culture that is inclusive, innovative, that proactively leverages multiple dimensions of diversity.
• Develop training opportunities to educate employees and managers on how to recognize, accommodate and appreciate individual differences and how these can be bridged back to assist in meeting organizational goals and plans. Serve as a change agent to provide solutions, resources and training on DEI related topics.
• Build proactive relationships within the organization and within the community with cross-functional subject matter experts to ensure alignment and focus on diversity and inclusion in all practices. Partner with senior leadership team to integrate DEI into core decisions throughout the organization.
• Research and develop metrics for measuring the effectiveness of diversity initiatives implemented and prepare regular reports to senior management on the value of the initiatives. Develops, improves and oversees DEI metrics and dashboards. Tracks & analyzes key metrics and partners with leaders to drive improvement.
• Keeps current on diversity programs and developments by maintaining contact with others in the field (e.g., professional associations and educational groups, and professional development efforts).
• Stays current on emerging issues and trends in DEI work and makes recommendations as there are opportunities.
• Oversee external partnerships, memberships, and networking relationships. Responsible for outreach relationships with diversity-related organizations.
• Builds and grows relationships with D&I organizations and professional development organizations, as is relevant to the fulfillment of the organization’s strategic action plan and goals.

Compensation

• Implements the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay levels that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness, cost containment, and regulatory compliance.

Benefits

• With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors the national benefits environment for options and cost savings.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Leads company compliance with all existing labor and employment regulations and reporting requirements including any related to the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), Texas state law requirements, and so forth.  Assists Executive Leadership with best practices to avoid exposure to employee claims.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Designs, directs and manages a company-wide process of organizational development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs a process of personnel forecasting throughout the company. Evaluates plans and suggests changes to plans to senior management.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Keeps the CEO and the senior management team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

The Human Resources Vice President assumes other responsibilities as assigned by the CEO.

To perform the Human Resources Vice President job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the company's Human Resources Vice President.

Reasonable accommodations will be evaluated to enable individuals with disabilities to perform the essential functions of the position.

Human Resources Vice President Requirements

• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Excellent oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Demonstrated ability to lead and develop Human Resources staff members.
• Demonstrated ability to serve as a successful participant on the senior management team that provides company leadership and direction.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality and judgment.
• Excellent organizational skills.

Education and Experience

• Minimum of a bachelor’s degree or equivalent in Human Resources, Business, Organization Development.
• Ten plus years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, is preferred.
• Active affiliation with appropriate Human Resources networks and organizations, such as the Society for Human Resource Management (SHRM), and active community involvement preferred.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice successful Human Resources Management and have instituted DEI programs effectively.

Salary and Submission of Application

Salary offered will be commensurate with experience in the fields stated above.

Apply

https://www.dallasarboretum.org/contact/employment-opportunities/