Vice President Human Capital recruitment
The main purpose of the job:
To deliver expert professional HC advice, business counsel and support to Lewtan (offices: Waltham, NYC, London) ensuring that the business operates a top quartile HC department.
Formulate and deliver the HC strategy to support the growth and profitability of the business, ensuring that the HC function adds business value and contributes to the strategic and commercial agenda of the business in all areas of the HC function including talent management, career pathing and development; succession planning; organizational design, planning and alignment; compensation reward; recruitment; employment legislation; and HC best practice.
To develop employees and line managers, providing professional HC advice and support, ensuring that the company manages risk by compliance with employment legislation internal policies and procedures in managing its workforce.
Main tasks of the job (in order of priority):
Accountability:
- Liaise with Managers, providing expert HC counsel on business issues, developments and strategy
- Provide reports, management information, HC data and statistics from the areas of accountability to the senior management team on a timely basis
- Advise managers on employee-related issues, ensuring fair and equitable treatment of employees and minimizing company liability
Recruit:
- Support all aspects of resourcing for the business, in accordance with company policy, from identification of requirements to selection and induction of the selected candidate
- Develop and manage outsourced providers for the business, ensuring the quality of providers and cost effectiveness of solutions through regular review
- Determine relevant usage of selection tools and their application
- Validate any “Right to Remain and Work” within UK issues
Reward:
- Complete Annual Salary Review process. Support advise the senior management team on reward decisions, ensuring consistency and provide challenge where appropriate. Complete associated administration where required
- Complete reward benchmarking for roles within the business to ensure roles are rewarded appropriately to attract or retain talent whilst remaining cost effective
- Provide advice and challenge to the senior management team’s decisions on salary/reward changes outside of the annual review process
- Ensure reward strategies enable Lewtan to be a destination employer
Develop:
- Assume, develop and drive the architecture of the business’s succession planning, talent management and performance development program
- Coach and train managers in key HC skills and processes including, recruitment and selection, coaching, performance management, remuneration and benefits administration, ensuring that they achieve competence in core people management skills. Ensure all identified development needs are supported and escalated where necessary
- Identify and overcome barriers to training and development taking place
- Support operational managers to effectively evaluate employees' ongoing development
- Support operational managers to implement innovative corrective actions to deal with under performance where it is identified
- Ensure all organizational change management activity is supported appropriately
- In conjunction with the senior management team, identify and support delivery of team development solutions where required
Engage:
- Provide first line advice to the company's operational management on employment law issues and giving guidance on the application of employment law and company HC policies
- Work with line managers to identify potential issues that may impact local morale and retention and develop solutions to avoid issues
- Ensure employee consultation is conducted as required, providing support to line managers where necessary
- Coach and support line managers in the application of the company's grievance, disciplinary and appeal procedures
- Support business activity on employee communication feedback, working with managers to deliver outcomes
- Conduct disciplinary investigations and represent HC at disciplinary interviews and appeals
- Undertake exit interviews to understand reasons for leaving and inform HC strategy
Policy:
- Maintain, implement and communicate company policy and procedure, ensuring adherence
- Raise concerns if identified with application of company policy and procedure
- Keep abreast of HC best practices and changes in employment legislation and actively review and develop HC policies
- Ensure compliance with all relevant privacy laws and Lewtan policies
Supplementary tasks:
- Develop a comprehensive understanding of the business, its culture and environment
- Maintain the HC Database and all relevant employee records
- Check and authorize (up to a limit) HC related invoices
Line Management
- Line management responsibility for HC function including payroll processing, benefits administration and reporting
- Coach, support and mentor personal development, providing appropriate opportunities to develop skills and knowledge
- Provide constructive feedback on performance
- Participate in performance management review process
Objectives/General measurements of success:
- Satisfactory internal feedback from all areas of the business and external contacts with regard to the service received
- Tasks allocated delivered promptly and within budget
- The giving and receiving of regular feedback regarding progress to the senior management team
- Minimized company liability to employment related claims
Data Protection:
If required to do so, obtain, process and/or use information held on a computer in a fair and lawful way. To hold data only for the specified registered purposes and to use or disclose data only to authorized persons or organizations as instructed.
Health and Safety:
Assume responsibility for the health, safety and welfare of self or others in the working environment and to comply at all times with the business’s Health and Safety Policy.
Corporate and Social Responsibility (CSR)
Act as the business’s nominated representative for CSR initiatives, coordinating business efforts to enhance its social and environmental impact.
Additional Information:
There is a requirement to travel to other offices which will mean a flexible approach to working hours.
Business Dimensions
- Responsible for Lewtan
- The business is currently based in U.S. , UK and Germany but has plans to expand
- Revenue currently $25m forecast to grow to $35m by 2015
- Staff numbers ~100
Staff who report to this position:
HR Advisor
Who this position reports to:
CEO
Key Contacts:
External:
- External training Development providers, recruitment agencies, benefits brokers etc
- Payroll benefits providers
- Advisory bodies
Internal:
- Business unit management, Finance, Operations, Sales
- Line managers within business
Knowledge and Skills Necessary:
- Strong generalist experience at Director/VP/Business Partner level in a multi-site organization and a track record of success in a similar role
- Sound knowledge of employment law and best practice in both the U.S. and preferably UK
Competencies
Technical:
- Highest level HR/HC qualifications
- Bachelors degree
- PC Literate - knowledge of Microsoft Excel, Word, Powerpoint and HC databases
Leadership:
- In depth understanding of the business strategic direction and the capability to influence and work with the senior management team
A supportive Leader/Manager who has had solid experience of managing a small team
- A change leader/facilitative Manager
- Sound commercial instinct
An experienced coach/mentor
- Leads by example, conducting effective performance reviews; setting SMART objectives, monitor and review
- Provides constructive and honest feedback
Behavioural:
- A strategic thinker. Able to exert authority and make decisions
- Excellent interpersonal skills – ability to communicate clearly and promptly in all mediums with all levels of staff
- Intelligent incisive
- Can build effective informal and formal communication channels at all levels, both internally and externally
- Strong influencing, negotiating and networking skills, able to challenge senior manager’s assumptions appropriately
- A consultative approach. Shows respect and takes on board the views of others. Listens carefully
- Pragmatic and level headed
- High levels of creativity, energy and resolve
• Organized, articulate, accurate, self-motivated and able to work on own initiative
• Able to plan ahead, prioritise and deal with issues before they become a problem
- Ability to multi-task and deal with dynamic fast changing work environments
- A completer/finisher
- Discretion, confidentiality and empathy with "life" experiences
- Demonstrates a positive, can do attitude
- Rational intuitive
- Resourceful industrious
- Negotiation experience to a senior level
- Team player, used to assimilating and sharing knowledge on a timely basis.
The duties and responsibilities of this job description are intended to be indicative but not exhaustive of the responsibilities of the position holder. The requirements of the job/contract may develop and change and the position holder shall be expected to adapt to these requirements.
Date of role profile: August 9, 2011