• Are you an individual who enjoys managing multiple projects at once?

• Do you get excited about collaborating with multiple partners to achieve a goal?

• Are you passionate about creating purpose and positivity for others? 

• Do you naturally love to problem solve?

At Vivage, we’re recognized as a national leader driving high quality service innovation for seniors and value for our investors. "Vivage" means "celebrating aging" inspiring our focus to create innovative and customer-driven models filled with personalized and meaningful living experiences.

We are a senior health care, solution driven company which provides right care.. right place..right time. Our Mission, Vision and Pillars of Commitment have come from our collective personal awareness and professional dedication to the importance of each person we serve, each employee we work with, and each business partner we have. At Vivage we bridge today’s healthcare opportunities with innovative strategies and solutions.

Engaging Culture ~ Competitive Pay ~ Great Benefits ~ Family Work Environment

OVERVIEW OF THE ROLE 

The Vice President of HR is essential to the successful administration of the organizations human resource functions. The person in this role is skilled at determining and directing the organizations staffing goals and strategies to support productive profitable business operations. This role is responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization strongly within the industry. In addition, this role provides leadership and focus to advance the organizations vision. In this role, the VP of HR develops and drives organizational effectiveness and supports the CEO on all major initiatives. 

KEY RESPONSIBILITIES:

HR Strategy:                                                        % time

• Strategically plan human resource strategies in alignment with organizational goals  

• Establish short- and long-term goals for the organization

• Develop and implement the organizations human resources business plan

• Promote and implement human resources initiatives by planning and managing human resources programs and human capital

• Build a strong company brand proposition for recruiting and engagement

Team Leadership and Management:             % time

• Build relationships and communicate with HR team in various locations

• Partner with leadership team and facilitate team building to ensure strong working relationships

• Facilitate and provide guidance to the management team in HR matters

• Manage the HR team through effective use of setting and holding employees accountable for their performance

• Continuously evaluate and strive to improve the efficiency and effectiveness of the team

• Provide team members opportunities for professional and personal growth

Systems Management, Measurements, Analytics, HR Efficiencies:                            % time

• Manage the budget and other financial measures of the HR department 

• Use data and statistics to help resolve HR problems

• Oversee regular audits on systems and other HR functions to uphold data integrity

• Assist in the development and execution of systems and procedures

• Maintain and provide oversite to compensation system to ensure accountability 

• Provide oversight to compensation compliance audits

• Oversee the management of the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the company

Benefits and Compensation:                           % time

• Structure competitive compensation packages, and measure their success

• Act as a plan administrator for all benefits including medical, dental, vision, life, LTD, voluntary and retirement plans

• Evaluate benefits packages for corporate office as well as the communities

• Work with CEO and CFO to determine cost structure for benefit plans

• Establish and implement compensation packages

Talent Management:                                          % time

• Oversee functions including recruiting, hiring, selection, onboarding and training

• Develop organizational goals around hiring and selection to meet needs and fill gap

• Develop staffing strategies and implementation plans/programs to identify talent within and outside the organization for all levels

• Create job descriptions, ads and determine recruiting placement for ads

• Complete application review process, pre-screening interviews, in-person interviews, background checks, write offer letters and make offers

Employee Relations, Legal and Compliance:                            % time

• Implement policies and procedures according to the federal and state laws and regulations   

• Monitor and ensure compliance with company policies 

• Protect employees and the organization by identifying and correcting compliance issues

• Oversee HR functions including AA/EEO, employee relations and retention  

Culture and Engagement:

• Develop and deploy an employee engagement survey and utilize the results to create action plans to measurable improve overall employee satisfaction, reduce turnover and maximize engagement

• Foster a culture of engagement and diversity

Development, Training and Performance Management:                             % time

• Identify opportunities to help support and develop personnel within the organization

• Create educational resources and provide ongoing trainings

• Support the maintenance of the performance evaluation process

• Identify performance opportunities and discipline personnel when necessary

• Perform HR functions including coaching, training, development and succession planning

• Develop planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling the gaps

• Ensure role alignment with business strategy in order to achieve organizational goals 

• Implement learning programs that include activities and tasks that support the organization’s culture and initiatives 

SKILLS AND KNOWLEDGE:

• Employment law, and state and federal rules and regulations 

• Understand how to utilize the Google platform 

• Microsoft applications including Word, Excel and PowerPoint

EDUCATION AND EXPERIENCE:

• Bachelor’s degree or equivalent; Master’s degree in HR (preferred)

• Minimum of 5-7 years exempt level Human Resources experience; minimum of 5 years             supervisory/management experience; planning, compensation and labor relations             experience (preferred); healthcare industry experience (preferred)

• SPHR, PHR, SHRM-CP, SHRM-SCP and/or CEBS (preferred)
   
  COVID Vaccine Required or Valid Exemption  

SUPERVISORY RESPONSIBILITIES:

• This position manages all employees of the department and is responsible for the performance management and hiring of all employees within the HR department.