Vice-President, Human Resources, CHRO

VP, Human Resources/CHRO Greenville-Spartanburg Airport District (Greenville, SC) $160-$175k based on experience. RELOCATION FOR RIGHT CANDIDATE      NOT REMOTE

Work for the most beautiful airport in the Southeast- Greenville-Spartanburg Airport in one of the fastest growing areas in the Southeast which is home to BMW and Michelin, NA. Greenville, SC is ranked number 10 in the 100 best places to live in the US.   Ideal candidate is both tactical and strategic.    VisitGreenville, SC  

Position Summary  (Primary Function)

The Vice President and Chief Human Resources Officer is responsible for the District’s broad spectrum of human resources programs and support services that support the District’s business operations and are fully aligned with the District’s strategic goals. This position oversees all aspects of human resources including talent acquisition, compensation and benefits, employee relations, employment policies and compliance with federal and state regulations, risk management, the Disadvantage Business Enterprise Program, training and development and the Human Resources Management System (HRMS). This position is a core member of the leadership team.

Responsibilities (Essential Functions)

• Organizational Leadership
• Effectively guides, plans, designs, develops and manages human resources services, policies and programs related initiatives that support the District’s strategic goals.
• Partners with senior leadership to ensure alignment and cohesive implementation of HR strategies, policies and programs.
• Leads the development and implementation of human resources policies and programs aimed at enhancing the organization’s mission and objectives.
• Provides leadership in developing a culture that enables high performance and emphasizes the District’s values.
• Supports leaders to build a dynamic, collaborative and innovative  work  culture  across teams.
• Maintains knowledge of industry trends and employment legislation and ensures the District’s compliance with Federal and State laws pertaining to all human resources matters.
• Responsible for and participates in the annual strategic planning and budgeting process and follows strategic plan and budgets for Human Resources operations.
• Implements and continuously improves organizational policies, procedures and practices related to personnel and payroll matters consistent with the District culture.
• Provides strategic direction and oversight related to organizational design, talent acquisition, succession planning and talent development.
• Attend conferences and seminars to keep up with new laws and regulations in fields of responsibility.

Talent Acquisition

• Recommends, evaluates, directs and participates in the recruitment, staffing and retention functions for the organization.
• Develops talent acquisition strategies that will support in the sourcing and selection process of qualified employees.

Employee Relations

• Serves as a link between management and employees by handling questions, interpreting and administering policies and assisting to resolve work related problems.
• Responsible for the positive employee relations throughout the District. Provides guidance in all employee communications efforts.
• Conducts investigations of employee concerns including claims of discrimination, harassment, and other serious allegations of misconduct, ensuring a thorough and consistent   approach.
• Supports in the resolution of employee related concerns/complaints; settling disputes and resolving grievances and conflicts, or otherwise negotiating effective resolution to minimize distraction delivering excellent service to our customers.

Performance Management

• Drive the talent review and performance management process to support leaders and continually raise the bar of excellence with District employees.
• Partner with leaders to create clear, compelling job descriptions which accurately capture the scope of responsibilities and skills required in order to attract and retain key talent.
• Ensure that all candidates and new hires enjoy a professional and friendly experience with the District.
• Oversee the development and deliver of new hire orientation for all employees and on- going employee skills development that includes regular coaching with managers and other experts in the industry.
• In partnership with managers, conduct needs assessments to determine employees’ skills levels and the kind of training that will enable employees to meet personal and professional goals.
• Provide day-to-day performance management guidance to managers  (coaching, counseling, career development, disciplinary actions).

Onboarding and Talent Development

• Provides strategic direction for all training and development programs.
• Oversees their development and implementation.
• Manages talent through succession planning and leadership development programs.

Compensation and Benefits

• Oversees development and monitoring of the human resources department budget. Performs professional compensation  administration  functions;  maintains  pay  and classification  system;  updates  pay  ranges;  authorizes  personnel  wage  adjustments; conducts external wage studies; analyzes and reports survey results.
• Coordinates and manages all aspects of the District’s employee performance appraisal system and related merit-based pay increases.
• Supports the salary planning process by effectively working with management and the finance department to ensure timely and accurate planning and execution.
• Ensures  that  the  compensation  and  benefits  programs  are  competitive,  modern  and compelling while meeting the District’s budgeting targets.
• Handles all unemployment claims

Risk Management

• Oversees and provides direction for the District’s Workers’ Compensation Program.
• Coordinates, monitors, and manages all incidents/accidents including, but not limited to, property, casualty, auto, general liability and workers compensation claims. Oversees any claims that are being processed through insurance.
• Supports employees in completing root cause analysis’ post-accident/incident.
• Seeks out ways to support and enhance the District’s safety culture.

Liaison Officer

• Serves  as  the  District’s  Disadvantaged  Business  Enterprise  (DBE)  Liaison  Officer  and Airport Concession Disadvantage Business Enterprise (ACDBE) Liaison Officer.
• Responsible for overseeing the implementation of all aspects of the DBE/ACDBE Program and compliance with the required Federal Aviation Administration (FAA) regulations.

Education Requirements (Evaluation Factors: Skills, Education, Experience, Ability)

• Requires a  Bachelor’s  degree  in  one  of  the  following:  Business,  Human  Resource Management or a related field.
• Master’s Degree in Business, Human Resources or related field, preferred.

Experience Requirements

• Minimum of ten years of progressively professional responsible management, leadership and supervisory experience in human resources or related field required.
• Two or more years of experience in airport and/or governmental environment preferred. Direct experience with the South Carolina Employees Insurance plan is preferred.
• Previous experience working in a HRMS/HRIS required, Ultimate Software preferred.

Special Knowledge, Skills, and Abilities

• Strong knowledge of HR processes – onboarding, payroll, benefits, compensation, salary administration, talent acquisition, succession planning, etc.
• Knowledge of HRMS/HRIS.
• Strong organizational skills and excellent attention to detail.
• Must be able a self-starter and able to work in a fast-paced environment with the ability to multi-task.
• Requires good judgment, analytical, and problem-solving skills.
• Work well in a team environment, exhibit strong team leadership, integrity, provide motivation, inspiration, and lead with a servant attitude.
• Demonstrate high attention to detail, quality and accuracy.
• High energy and work ethic, responsible, self-starter, team player.
• Exhibit a “no job too small” attitude, strong interpersonal skills, ability to manage and communicate across boundaries, build  cross-functional  collaboration,  and  influence without direct authority.
• Manage multiple and diverse activities and projects.
• Read  and  interpret  detailed  information  (i.e.,  agreements  and  contracts,  proposals, insurance policies, etc.).
• Ability to prepare and present clear and concise administrative and survey reports. Communicate effectively both orally and in writing.
• Develop and implement policies and procedures.
• Interact  as  necessary  with  District  management,  consultants,  legal  counsel,  and representatives of local, state and federal agencies.
• Ability to provide administrative and professional leadership and direction to subordinate staff.
• Proficiency in the use of a personal computer is necessary, including skills in Microsoft Office products and HRMS (Ultimate Software preferred).
• Ability to identify critical issues from varying points of view and make timely, high quality decisions.
• Must be able to maintain complete confidentiality at all times.

Supervisory Responsibility

Employee Health & Safety Manager Human Resources Generalists (2)

Licenses Required

• Valid Driver’s License.
• PHR or SPHR (Senior Professional in Human Resources, preferred
• SHRM-CP (SHRM Certified Professional) or  SHRM-SCP preferred
• Senior Certified Professional), preferred

Latitude/Independent Judgment/Accuracy

• Position warrants considerable independence and initiative in decision making regarding the administration and human resource functions of the District.
• Inaccurate work could result in lost revenue and/or increased expenses to the District

Working Conditions

• Typical office environment with frequent sitting, walking, and standing, and occasional climbing, stooping, kneeling, pushing, crouching, crawling and balancing.
• Frequent use of eye, hand, and finger coordination enabling the use of office machinery. Oral and auditory capacity enabling interpersonal communication as well as communication through devices such as a telephone.
• Light physical effort required by handling objects up to 20 pounds occasionally and/or 10 pounds frequently.
• Ability to move from department and buildings to interact with others.
• This position may be required to work additional hours during nights/weekends based on the needs of the department during busy periods (i.e. annual benefits open enrollment, special projects, etc.)
• Travel required to locations on and off District premises, to include overnight trips.

 Other Requirements

• Must be able to complete and pass a background investigation, drug screening, and physical examination as per Federal, State, and GSP Airport District requirements.