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VP of Corporate Human Capital Management

Company: Mgmt Consulting, Washington, DC
Location: Washington
Posted on: July 14, 2018

Job Description:

Overview Company provides independent advice, data analytics, authoritative studies, expert testimony, investigations, and regulatory and dispute consulting to Fortune 500 corporations, financial institutions, government agencies, major law firms, and regulatory bodies around the world. COMPANY experts provide sophisticated economic, financial, and analytical advice across a wide range of disciplines, including antitrust and competition policy, complex damages, finance, healthcare, intellectual property, restructuring, valuation, and workforce issues. In addition, the firm assists clients in major industry sectors with compliance, business process improvement, and strategy consulting. Headquartered in Emeryville, California, COMPANY currently has over 40 offices across the United States and internationally. This position offers advancement opportunities within a rapidly growing expert services and consulting firm. The Vice President, Corporate Human Capital Management will provide strategic guidance and support, interact with peers in the regions/business segments and build relationships with the COMPANY leadership team. As a subject matter expert, the VP will monitor programs, processes and policies for effectiveness and make recommendations for changes that balance the organization’s needs with the short and long-term health and financial welfare of employees. Responsibilities Total Rewards Serve as subject matter expert, problem solver, policy interpreter and coordinator as it relates to compensation frameworks, benefits and payroll administration. Maintain knowledge of current trends, laws and developments in compensation, benefits and payroll. Responsible for the construction, administration and ongoing improvement of COMPANY’s health and welfare benefits, retirement benefits and other non-salary and bonus rewards. Manage brokers, advisers and third party providers of benefits and non-payroll services for employees or supporting COMPANY’s activities as an employer. In conjunction with the CFO, formulate and manage to financial goals for health & welfare benefits and other employment costs (aside from cash compensation) that are budgeted and reported as compensation expense in cost of revenue and SG&A. Develop and deploy tools to educate hiring managers of appropriate market compensation levels for new or promoted administrative and professional employees. Governance & Compliance Develop and maintain a comprehensive structure of HR policies and procedures. Collaborate with Legal and other policy units to insure that COMPANY HR policies are well integrated into a comprehensive system of governance, policies and controls. Collaborate with non-U.S. leadership to insure policies, procedures, materials and communications are locally relevant and compliant in the context of each locality. Execute all compliance and reporting responsibilities associated with COMPANY acting as an employer in all relevant countries, states/provinces and localities, inclusive of GDPR compliance. Maintain current knowledge and provide regular policy updates for critical topics such as FMLA, sexual & unlawful harassment; employee grievances; etc. Maintain current knowledge and provide insight and interpretation for all federal and state labor laws and have direct familiarity with EEOC, NLRB, Wage & Hourly requirements. Act as the immediate or ultimate point of reporting for any confidential and/or anonymous communication provided to HR of misconduct or ethical violations. Create and market an Employee Handbook for the company, incorporating all necessary legal nuances. Systems, Reporting & Process Lead the strategy, implementation and operations of HR systems to increase the efficiency and effectiveness of the HR service delivery and to facilitate the scaling of the HR function with the growth of the company. Administer all processes and systems, other than payroll and accounting, supporting the onboarding, employment and departure of employees from COMPANY. Administer, or oversee the administration by third parties, of all processes and systems (other than payroll and accounting) supporting the provision of rewards and benefits to COMPANY employees. Provide HR risk reporting and analytics to identify trends and areas of risk and opportunity to be addressed through training and education, changes in policy and procedure and application of other appropriate tools. Recruitment Operations Provide counsel to HR Business Partners, Managers and Talent Acquisition regarding compensation issues, evaluating new positions, job bands, grade levels, job descriptions, promotions and transfers. Act as system administrator for the applicant tracking system (ATS) and create standard work flows for talent acquisition processes, providing templates and centrally accessible materials to guide HR peers and hiring managers from talent identification through onboarding. In conjunction with the leadership of the recruiting function, manage recruitment service providers including search firm and agency agreements, assessment firms, background check providers, and other relevant third party providers. Training Provide counsel to HR Business Partners, Managers and Talent Acquisition regarding compensation issues, evaluating new positions, job bands, grade levels, job descriptions, promotions and transfers. Act as system administrator for the applicant tracking system (ATS) and create standard work flows for talent acquisition processes, providing templates and centrally accessible materials to guide HR peers and hiring managers from talent identification through onboarding. In conjunction with the leadership of the recruiting function, manage recruitment service providers including search firm and agency agreements, assessment firms, background check providers, and other relevant third party providers. Employee Communications Champion the communication of total rewards throughout all levels of the organization including the design and implementation of communication tools improving understanding and the value of the programs. Partner with the Senior Leadership Team with regard to employee communication and feedback through multiple avenues such as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Work collaboratively with the Senior Leadership Team and HR peers to ensure all COMPANY employees embrace and practice company values and culture. Qualifications Candidates with proven success in different career tracks will be considered: Total Rewards Track This VP must be an accomplished professional with a minimum of 15 years of experience. S/he will have significant experience of working within an organization where sound compliance and total rewards policy has played a critical part in supporting the Company’s mission, values, operations, and strategy. Further, global compensation and benefits experience in a public company environment is required. HR Generalist Track This executive must also have a minimum of 15 years of experience; however, with greater emphasis on functional breadth with the ability to learn and build a team with technical depth in compliance and total rewards. This executive should have broad experience encompassing talent acquisition and development; leadership and organizational development; M&A due diligence and integration; employee relations/communications; and employee training/career development. Technical Breadth and Depth Solid knowledge of employment law, regulations and statutes. Direct experience in the largest number possible of the following roles: HR compliance and reporting HRIS administration Employee relations, complex situations and HR investigations Industry Experience Experience with professional services businesses or a business reliant on a significant revenue generating population is strongly preferred. Global and Cultural Fluency Exposure to managing human resources compliance and risk assessment and management for international operations is required. Cultural awareness and understanding of how to achieve results in foreign business environments will be key to achieving success across COMPANY’s global network. Education A Bachelor’s degree or equivalent in business, organization development or related Human Resources field is required. A Master’s degree in Business or Human Resources is a plus.

Keywords: Mgmt Consulting, Washington, DC, Washington DC, VP of Corporate Human Capital Management, Executive, Washington, DC

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