Workplace Options:

Job Description:

The Vice President of Human Resources is responsible for setting and enforcing our human resources policies, procedures, and best practices. In this role, you will work with our Chief of Staff and regional HR Directors to implement strategic goals with a particular focus on Employee Engagement, Diversity, Equality & Inclusion, and Learning and Development initiatives.

Responsibilities:

As the Vice President of Human Resources, you will be responsible for:

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  Working closely with company leaders to develop and implement long-term strategic initiatives.
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  Translates the strategic and tactical business plans into HR strategic and operational plans.
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  Enhance and/or develop, implement, and enforce HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. Specifically, manage the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
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  Manages other areas such as employee communication, employee safety and health, and community relations.
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  Manages the cost and other financial measures of the HR department.
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  Ensuring WPO’s help-centric culture thrives and serves as a strategic advantage for the organization as it continues to grow and change.

Employee Engagement:

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  Evaluating and advising on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
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  Accountability for supporting the global people agenda, by acquiring, developing, engaging and retaining exceptional talent to drive long-term performance and results.
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  Responsibility for our employee engagement program, including a focus on leadership, professional development opportunities, diversity, inclusion and education.

DEI:

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  Develop strategies for diversity, equity, inclusion, and engagement that align with the strategic goals and objectives of the business and include global benchmarking, trend analysis and design metrics to ensure a data-driven approach
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  Define clear outcomes that will both serve as guideposts for evaluation of program impact, and will inform program design and prioritization with stakeholders
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  Shape DEI initiatives in close collaboration with senior stakeholders to ensure close alignment and support in delivery across the organization.
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  Analyse employee data to generate insights on employee experience and identify opportunities to improve our diversity and inclusion. Use data to inform strategy, drive design, and track and measure impact of programs
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  Create and implement plans to promote diversity within Workplace Options by enlisting and amplifying the voice of employees and all other relevant stakeholders.
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  Creating and maintaining an environment where people can be their authentic self in every aspect of their life.

Learning & Development:

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  Lead and implement key learning and development initiatives that build and strengthen capabilities and drive business priorities.
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  Partners with internal stakeholders to build and deliver learning and development strategies and programming that enable managers to have a talent-first mindset, ensure strong succession plans, and create a pipeline of talented future leaders.
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  Shares strategies and best practices that build HR capabilities and increase consistency in utilization and application of global talent processes for the present and the future.
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  Connects and aligns strategies, resources, and approaches across all facets of HR and other cross-functional intersections.
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  Champions diversity, equity and inclusion and applies a DEI lens in all initiatives.
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  Ensures learning and development programs, processes and initiatives embed equitable, inclusive practices and support the progression of achieving diversity goals.
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  Develops guidance to empower HRBPs, and Managers, furthering the people-first, talent-first mindset.

Qualifications/Requirements:

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  Minimum of a master’s degree (or equivalent) and 15+ years of applicable experience required.
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  Experience in a global company is essential as well as strong business acumen for understanding business priorities, opportunities and challenges, and external influencing factors.
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  Must possess excellent interpersonal and communication skills with proven ability to influence and facilitate discussions at all levels, solve challenges and build partnerships.
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  HR certification preferred.