Vice President of Human Resources and Talent Management

The Vice President of Human Resources & Talent Management (VP of HRTM) leads HR and talent strategy as well as daily HR operations at AIDS Foundation Chicago (AFC). The VP of HRTM directly reports to the Sr. Vice President of Operations and serves on the leadership team for the organization. The VP of HRTM will serve as an advisor to leadership at all levels across the organization and will provide insight and guidance on key strategic decisions, particularly those focused on Human Resources and Talent Management matters. The person in this role will lead the implementation of the HR aspects of AFC’s Racial Equity Action Plan, and be a thought leader in race equity, diversity, equity and inclusion practices at the organization. The individual in this role is responsible for cultivating and promoting a positive organizational culture that is in line with AFC's mission, vision and values. The VP of HRTM also ensures the Human Resources and Talent Management team provides high quality and timely support to the work of the organization, with a focus on providing excellent client service to its internal customers while maintaining excellent relations with external contacts.

The salary range for this role is $100,000 to $118,000.

Essential Functions and Responsibilities

Client Service, Consultation, and Guidance

• Serve as a strategic advisor and thought partner, content expert, and coach regarding key management and people topics to senior leaders and managers across the organization.
• Create and foster a professional, positive, and supportive work environment and exemplify a customer service focus in all aspects of employee, intern, and contractor relations.
• Ensure employee human resources requests and needs are addressed and/or met in alignment with the department's client service philosophy and in keeping with AFC's values.
• Ensure the Human Resources team partners with managers to effectively manage and resolve complex employee relations issues and conduct necessary investigations.

Talent Acquisition and Talent Management

• Oversee all recruiting, hiring and onboarding practices to meet AFC's talent needs.
• Develop and implement sourcing and recruitment strategies.
• Develop and implement talent assessment and selection processes.
• Create and implement strategic workforce plans to maximize employee/management team efficiency.
• Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.
• Based on AFC's strategic plan and objectives, anticipate needs and refine the organization's design to proactively support the achievement of desired outcomes.
• Support AFC's senior management team in defining and applying leadership competencies that enable AFC's strategy, maximize the leverage of human capital, and create high levels of employee engagement.
• Provide professional expertise and support in the design, development and implementation of a talent review process that results in the creation of an internal bench of top talent.

Performance Management

• Oversee and provide performance management guidance to management staff (i.e., coaching, counseling, career development, disciplinary actions).
• Develop, maintain, and execute the performance management system, including standards of performance, performance evaluation instruments, and job descriptions.
• Ensure performance management tools (i.e., job descriptions, evaluation standards) support the organization's strategy.

Anti-Racism / Diversity, Equity, Inclusion

• Create a diverse, equitable, inclusive and anti-racist environment for all AFC employees and stakeholders.
• Lead the development and implementation of proactive diversity, equity and inclusion initiatives which support AFC's racial equity action plan. Serve as a lead project manager for HRTM initiatives under the Racial Equity Action Plan.
• Embed diversity, equity and inclusion in the organization's culture and daily operations.
• Coordinate and implement knowledge building, continued learning opportunities, and activities related to diversity, equity and inclusion initiatives.
• Establish external relationships that align with the organization's diversity, equity and inclusion goals.

Learning and Development

• Oversee the identification and prioritization of professional development needs for staff at all levels across the organization; ensure the design and implementation of a comprehensive program to address identified needs.
• Direct the design and implementation of high quality, comprehensive onboarding and training programs for all new and existing staff to ensure consistent knowledge and skills, as well as augment productivity and satisfaction across the organization.
• Support the Learning and Talent Development Manager to evaluate and monitor training and development program outcomes to ensure training objectives are met.
• Advise and collaborate with leadership to enable employee career paths and plan for leader succession that is aligned with organizational strategy and growth.

HRIS and Metrics

• Ensure Paylocity or other HRIS functions accurately and with efficiency; monitor whether a shift in HRIS software is necessary and make recommendation for replacement if warranted.
• Maintain HR reporting and develop improvements to existing reports.
• Analyze trends and metrics related to Human Resources and Talent Management initiatives, interventions and activities; develop data-driven solutions, programs and policies as needed to assure a high level of employee engagement and achievement of diversity goals and initiatives.
• Develop continuous process of data analysis with an anti-racist and DEI lens to proactively identify challenges and opportunities for growth.
• Lead Human Resources and Talent Management process review and continuous quality improvement to assure efficient, high-quality procedures are developed and maintained.

Team Leadership and Other

• Manage the Human Resources and Talent Management team.
• Participate in departmental and organizational strategic planning.
• Participate in and/or lead working groups, councils, and committees.
• Lead the development and achievement of team goals and related strategic plan items.
• Assist with agency-wide activities as directed, including Annual Meeting, AIDS Run & Walk, and others.
• Perform other related duties as assigned.

Supervisory Responsibilities

Supervise the Human Resources/Talent Management team and contractors.

Essential Entry Requirements (Experience and Education)

• 10 or more years of human resources, talent management, or organizational development experience in the nonprofit sector
• 5 or more years of supervisory experience, managing HR professionals
• Experience as the lead for human resources within an organization
• Experience in leading diverse and remote work cultures
• Experience leading initiatives or projects related to diversity, equity, inclusion, and/or anti-racism
• SHRM-CP and/or PHR certification, or ability and willingness to become certified within the first year of employment

Preferred Entry Requirements (Experience and Education)

• Experience in social service nonprofits
• Formalized education in human resources or related field

Knowledge, Skills, and Abilities

• Committed to DEIJ in the workplace, and the ability to infuse DEIJ and anti-racism principles into every facet of human resources and talent.
• Skilled in customer service, and adept at handling all employee inquiries with an excellent customer service mentality.
• Experienced in writing and developing HR policies and procedures.
• In-depth knowledge of staff development, benefits and compensation management, employee relations, etc.
• Ability to think creatively and problem-solve while managing multiple priorities.
• Ability to manage a budget and make efficient use of available funds.
• Sincere commitment to the mission of the organization, and ability to work across broad groups and levels of staff (clients, board, leadership team, organization-wide, etc.).
• Skilled people leader, committed to the development and growth of the HR staff.
• Skilled in HRIS management, and able to pick up new tools and software quickly.
• Ability to maintain confidential information.
• Ability to navigate tense and challenging situations (ex. terminations, employee relations).

Work Environment and Physical Demands

The work environment is representative of that found in a general office environment. Tasks involve the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (up to 10 pounds.) Tasks may involve extended periods of time at a keyboard or workstation and on the telephone.

Please click the link below for the application link:

https://aids-foundation-chicago.breezy.hr/p/d292cf5ee9c0-vice-president-of-human-resources-and-talent-management?state=published