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Vice President of Human Resources

UCAN


Location:
Chicago, Illinois 60624
Date:
07/07/2017
2017-07-072017-08-06
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Engineering
  • Legal
  • HR Generalist
  • Retail / Wholesale
  • Arts / Entertainment / Media
  • Benefits
  • Communications
  • Compensation
  • Diversity
  • EEO/Affirmative Action
  • Employee Relations
  • Health, Safety, Security
  • HRIS
  • Employment/Recruitment
  • Training/Development
UCAN
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Job Details

 

As a member of UCAN’s senior leadership team, the Vice President is responsible for strategically developing, planning, implementing and evaluating HR practices and initiatives in order to fulfill the mission of UCAN. The Vice President has primary responsibility for leading and managing the daily Human Resources function for the organization.

 

 

 

Strategic Planning

 

  • Provides staff leadership on the Board’s Human Resources Committee.

  • Develops organization strategies by identifying Human Resources issues; contributing information and analysis, and making recommendations for UCAN’s direction.

  • Implements Human Resources strategies by establishing department functions, including talent acquisition and performance management, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, retention and succession planning, employee relations and engagement, communication, and AA/EEO compliance.

  • Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; and evaluating progress and results.

  • Supports management by providing Human Resources advice, counsel, and decisions; analyzing information and data.

  • Guides management and employee actions by developing, writing, and updating policies, procedures and guidelines to communicate and enforce organization values.

  • Ensures UCAN HR practices comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

 

Systems Management for Accountability and Outcomes

 

  • Sets and manages the annual budget for the HR department as well as organization-wide Human Resources related expenses in conjunction with the Finance Department.
  • Ensures that HR practices and record keeping meet all applicable regulatory standards, including but not limited to: COA standards, IDCFS licensing regulations, IDCFS policy and procedure, CPS regulations, and Medicaid procedures, and creates systems to maintain and monitor such.
  • Leads team in accountability, quality and compliance through example and modeling behavior.
  • Develops and implements HR systems and processes which are fair, legally defensible and consistently administered.
  • Oversees and improves utilization of Human Resource Information systems, including HR/Payroll, time and attendance, learning management system, web-based applicant tracking system, benefits enrollment portal, performance appraisal system, and electronic notifications and workflows.
  • Develops and implements plans for reduction-in-force when needed.
  • Analyzes employee engagement, turnover and exit interview data to make recommendations for changes.
  • Implements an on-going communication plan to ensure accurate, timely and useful information is disseminated and available to employees.

 

Risk Management

 

  • Acts as plan administrator and fiduciary for UCAN employee benefits plans, including UCAN‘s Medical Plan and Retirement Plan.

  • Manages and mitigates employment related legal risks and actions by working with UCAN’s legal counsel and representing UCAN in legal proceedings.

  • Provides consultation and guidance to managers and senior leaders on critical Human Resources issues, including employment terminations.

  • Performs internal investigations in cases of reported harassment and/or discrimination.

  • Develops, implements and evaluates internal control systems for Human Resources functions.

  • Monitors the auditing of HR functions through monthly, quarterly and annual AAA processes.

  • Manages and reports on areas of HR risk, including: employee accidents/injuries/workers compensation, employee internal grievances and external complaints, reports of child abuse/neglect, and unemployment claims.

     

    Developing and Supervising Employees

 

  • Manages Human Resources procedures, including recruits, interviews and hiring of staff to meet the needs of the HR department; ensures appropriate job scheduling, assignment and training; recommends and approves salaries, promotions, demotions and terminations; coaches, counsels and disciplines staff for maximum performance.

  • Ensures the HR team works together in a coordinated manner to support HR strategic and operational plans.

  • Identifies and coaches staff for job enrichment or potential advancement.

  • Provides leadership, direction, support and guidance to direct reports.

  • Delegates appropriate tasks and responsibilities to staff based on individual skill level and workloads.

  • Recognizes and reward individual and departmental performance.

  • Sets and evaluates clear and collaborative individual performance goals for direct reports.

     

    External Networking/Advocacy/Marketing

 

  • Maintains relationships and communication with appropriate external constituencies.

  • Represents UCAN in relevant public and private forums and committees.

  • Outreaches to a wide range of communities to develop and maintain relationships with a diverse group of communities and professional groups.

  • Participates in local and non-profit Human Resources professional groups and benefits/salary surveys.

     

    Network Advantage

 

  • Leads and facilitates UCAN’s Employee Engagement Committee in order to recognize and reward employee contributions.

  • Establishes Human Resources Department Customer Service expectations and standards in order to effectively support UCAN’s workforce.

  • Contributes to the overall success and leadership of UCAN by maintaining strong working relationships with other senior leaders to support UCAN’s vision, goals and mission.

  • Actively participates and contributes to the Strategic Leadership Team.

  • Creates and supports opportunities for staff to utilize and experience other parts of the Network.

  • Builds strong interpersonal relationships with teams and among team members.

  • Communicates UCAN and departmental plans/goals while asking for employee input and ideas.

     

    Diversity and Cultural Proficiency

 

  • Is open to being an active learner, participating in discussions with others, trying new approaches and ideas, and being self-aware and self-reflective for continual personal, professional and leadership growth.

 

  • Strategically plans for diversity initiatives as they relate to Human Resources, including talent acquisition, development and retention.

 

  • Actively promotes staff development by initiating and encouraging communication with employees about issues of diversity and discrimination.

  • Completes UCAN Diversity Goals and supports activities of UCAN Diversity Committee.

 

Requirements

  • MBA or MS/MA in Human Resources, HRD or related field required.

  • SPHR or SHRM-SCP designation required.

  • Minimum of ten (10) years of Human Resources generalist experience required.

  • Minimum of five (5) years of supervisory experience required.

  • Experience in non-profit management preferred.

     

    Special Knowledge and Qualifications:

  • Proven ability to motivate and lead staff to achieve outcomes.

  • Understanding of UCAN’s Clinical Philosophy, trauma-informed practice and Positive Youth Development.

  • Extensive experience and knowledge of HRIS system(s).

  • Strong understanding of applicable employment regulations and laws.

  • Ability to maintain strict confidentiality and uphold ethical standards.

  • Demonstrated openness to and respect of cultural and socioeconomic characteristics of clients and staff.

  • Effective verbal and written communication skills.

  • Self-motivated and directed with the ability to work autonomously, as well as part of a collaborative management team.

  • Ability to effectively use technology for data analysis, communication and report writing.

  • Car and valid Illinois driver’s license and insurance required.

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