Reports to the CEO, the Vice President of Human Resources will be responsible for:
- Assists in providing strategic leadership for the cooperative, to include establishing goals objectives, strategies, plans, and policies to support the short-term/long-term activities of the cooperative.
- Leads planning, risk mitigation, policy development and implementation for the Human Resources Department.
- Leads the direction and development of Talent Management for the cooperative, as well as the Human Resources Division.
- Establishes goals, monitors work, and evaluates results of Human Resources staff to ensure that both departmental and organizational objective are met. Ensures that operating requirements are in line with the strategic plan of the organization
- Ensures compliance with, and adherence to, all employment-related laws, as well as regulatory mandated programs.
- Leads the effort to be a learning organization that continuously provides opportunities for development and growth and empowers employees to achieve their full potential to benefit our members.
- Leads the development and enhancement of the Human Resources Information Systems. Ensures that personal information data collected is stored securely and retained with record retention guidelines. Collaborates with senior staff and stakeholders to ensure cooperative needs are met.
- Promotes employee engagement, and instituting consistency of thought, process and practice around employee relations and performance management.
- Serving as a strategic advisor to the executive leadership team as it pertains to organizational design, leadership development, succession planning, and workforce planning.
- Ensuring that employee rewards programs are excellent and designed to attract and retain the best and most talented employees.
- Assess, make recommendations, and implement appropriate technology platforms to enable better reporting, accurate metrics, and effective decision-making.
Bachelor’s degree is required, and additional specialized training in organizational development, employee relations, corporate culture, leadership, change management, and training & development is highly desirable. SPHR or PHR certification is a plus.
A minimum of 10+ years of progressively responsible Human Resources Management experience.
Abilities and skills:
First and foremost, someone who will be energized and excited about NHEC’s mission and will thrive with the opportunity to enhance an already great organization.
An inquisitive, open mind – someone who is interested in finding creative solutions and new ways to support the development of employees.
Incredible relationship-building skills; collaboration is a key value at NHEC, and this person needs to model excellent communication skills.
Deep functional HR knowledge, coupled with business acumen and personal credibility.
Ability to think strategically and execute tactically.
Familiarity with a variety of learning and talent development “best practice” concepts and procedures in the areas of leadership, management, and technical skills development, coupled with a plan for implementation.
Sound judgment with flexibility and inclusive mindset.
Some day-to-day travel within the utility system required. Occasional overnight travel. Extra hours when necessary, during evenings and weekends.
Assistance with power restoration efforts required. If necessary, during regular business hours employees will be assigned functions to support power restoration and for some employees that may be different from their normal duties. In addition, such assistance may require working nights, weekends and holidays which may involve considerable extra hours.
NHEC is an Equal Opportunity/Affirmative Action Employer