Title: Vice President of Human Resources
Location: Los Angeles, CA
ID: 1565923
Role Overview: Lucas Group is partnered with a downtown Los Angeles based client with an amazing growth opportunity in the retail food/shopping space. The client is looking for a standalone VP of HR to implement an HR structure, advise senior leadership and contribute to the growth and success of this impressive, subsidiary of a leading retailer.
The VP of HR will focus on setting up the department infrastructure, keep the company in compliance with rules and regulations for California, and begin transitioning the company into an HR model that works. A candidate who has a very strong entrepreneurial spirit, understands fast-paced/startup modes and someone who can roll up their sleeves will fit this model. Must be able to be flexible, work with purpose and to the goals of the company. Must be self-directed, able to provide strong reporting on progress and be a true HR advisor to the senior leadership team.
SUMMARY:
As the leading human resources official within the division, the VP of HR is responsible for the “hands-on” development, implementation and oversight of all recruiting/staffing, training, associate relations, organizational development, policy/procedure creation/documentation, succession planning, compensation/benefits, and associate recognition programs for the entire organization. Works closely with the VP-GM to create a strategic human resources plan that creates a competitive advantage through the effective deployment and utilization of human capital.
KEY PERFORMANCE INDICATORS:
- Total associate turnover and retention
- Effectiveness of training programs
- The ability of the company to attract and retain high performers
- Associate Engagement Results
- Development of Existing Management
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Primary:
- Oversees the development and implementation of activities related to the creation and communication of a corporate “employment brand” with the goal of hiring and developing qualified internal and external talent, at both store and corporate levels.
- Responsible for all divisional recruiting activities, from divisional office to store level. Must be a creative recruiter, with a comprehensive knowledge of various recruiting strategies and techniques.
- Works with operations and senior management to develop a “bench” of leadership talent within the organization sufficient to meet corporate growth and profitability.
- Translate the corporate strategic and tactical business plans into HR strategic and operational plans for all HR functions.
- Continually assess the competitiveness of all Human Resources initiatives, policies, procedures, processes and programs against relevant and comparable companies, industries and markets. Makes recommendations for needed changes where issues are identified.
- Develop total compensation programs that are cost-effective and promote recruitment and retention.
- Oversee the assessment of organizational needs and the design, implementation, and evaluation of training and development programs that facilitate the professional development and continuous learning of associates including leaders, technical store positions, and front-line sales associates.
- Maintains company associate relations programs, investigating and resolving issues in order to maintain the company’s “pro-employee” status, free of third-party interference
Secondary:
- In conjunction with the VP-GM and other human resource professionals within the GFH group, participates in planning and recommending changes to company benefit plans, individual and group compensation adjustments, merit increase, policies and the design of creative solutions to specific compensation or benefit related programs.
- In conjunction with store operations management, develops and implements plans for recruiting store-level talent in support of the company’s growth plans.
- Oversee the monitoring of performance systems (annual appraisals, performance plans, minimum performance standards, training, etc.)
- Ensure full compliance with federal, state, and local employment laws and regulations, as well as company policies and procedures.
- Works with finance to ensure accurate and timely reporting and payment of wages and benefits.
Tertiary:
- Works with IT and/or third-party vendors to provide direction on HRIS projects and activities; analyze work process design and flow, improve processes and leverage the return of technological capabilities.
- Keep abreast of changes in employment laws and regulations; and economic, industry, cultural, and social trends and changes.
QUALIFICATIONS:
Education/Certification/Licensure:
- Bachelor’s degree in Human Resources, Business Administration or related field; or equivalent combination of education, training, and experience.
- (SPHR certification, Master’s degree in Human Resources/Business Administration is desirable.)
Experience:
- A minimum of seven (7) to ten (10) years of experience in human resources with increasing responsibility in the retail industry including a minimum of three (3) years in a generalist management role.
Skills/ Competencies:
- Shows Drive and Initiative: Pursues high standards and maintains a high level of personal productivity. Focuses on meaningful results and achieves them. Puts in extra effort to accomplish critical goals and looks for new ways to improve.
- Is a pro-active and hands-on leader. Must be capable of both strategic decision-making as well as tactical implementation and execution in a “start-up” environment.
- Establishes Relationships: Relates well to others and builds trust. Effectively builds relationships at all levels to meet deadlines and accomplish goals.
- Analyze Issues: Focuses on the most important information to address a problem. Uncovers “real” issue, considers others' point of view and arrives at an optimal solution.
- Makes Sound Decisions: Considers Company strategy, “pro’s” and “con’s” to the business and company values in decision making. Uses sound logic, makes decisions at the right time and chooses the best alternative.
- Shows Adaptability: Adapts well to other people. Flexible with new policies, procedures and changing priorities. Copes well with frustration and maintains a positive outlook while under pressure.
- Self-Improvement: Places an emphasis on learning and being more effective. Open to coaching and feedback, willing to accept new challenges to improve. Proactive about staying informed of the industry and competition.
- Is a role model in Company values and behaviors.
- Maintains a broad perspective and understands the Company’s strategies, challenges, and business operations.
- Demonstrated ability to translate strategic and tactical business plans into HR strategic and operational plans.
- High level of communication skills.
- Thorough knowledge of recruiting, benefits, compensation, employee relations, organizational development, and talent management practices.
- Thorough knowledge of federal and state employment laws and regulations.
Lucas Group is North America's premier executive search firm. Since 1970, our culture and methodologies have driven superior results. We assist mid-tier to Fortune 500 clients find transcendent, executive talent; candidates fully realize their career ambitions; and associates find professional success. Headquartered in Atlanta, GA with 16 regional offices, our trusted, consultative, and passionate recruitment professionals combine industry depth and geographic breadth to deliver superior results. To learn more, please visit Lucas Group at www.lucasgroup.com.
