Description
The Vice President of Human Resources (HR) provides senior level leadership and guidance to the organization’s HR operations. This role is a critical partnership with Ancora leadership to foster a high-engagement environment where employee satisfaction and holistic well-being are prioritized. The ultimate goal is to ensure Ancora remains an employer of choice while maintaining rigorous legal compliance and operational excellence.The Vice President of HR is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, while identifying and implementing long-range strategic talent management goals. The VP of HR maintains a data driven employee retention framework that extends the average employee lifecycle, preserving company knowledge and reducing the costs associated with turnover.
Supervisory Responsibilities
Recruits, interviews, hires, trains and supervises HR staff
Oversees the daily workflow of the department to include payroll, benefits, wellness, HRIS, hiring, onboarding, employee HR training, and employee relations
Manages daily HR workflows, tasks, resource allocation, reporting, communications, and ensures projects meet deadlines.
Provides support in development of HR team and individual team member goals, ongoing performance feedback as well as constructive and timely performance evaluations
Ensures Ancora’s compliance with HR, safety and company policies and applicable laws.
Duties/Responsibilities
Core areas of responsibility include:
Payroll, benefits and wellness
HRIS and employee lifecycle status processing and reporting
Talent Acquisition, Hiring and Onboarding
Standard Operating Procedures and Employee Forms
Employee HR Training
Employee Relations, Performance Management
Employee Satisfaction, Engagement and Recognition
Vendor Management
Collaborates with leadership to define Ancora’s long-term mission and goals; identifies ways to support this each Ancora business unit through talent management.
Identifies key performance indicators for Ancora’’s human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics.
Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
Partners with HR team and in house counsel to maintain Ancora’s employee helpdesk, ethics reporting system, conducts investigations, responds timely and thoroughly to employment claims, complaints and requests; reporting regularly to senior leaders on any identified themes and/or corrective actions
Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
Maintains knowledge of laws, regulations, and best practices in employment law, human resources, benefits, and talent management.
Drafts and implements the organization’s staffing budget, and the budget for the human resource department.
Participates in professional development and networking conferences and events.
Performs other duties as assigned.
Key Areas of Impact
Strategic Leadership: Continue transition of HR from a functional department to a strategic partner that drives business results.
Culture & Engagement: Cultivate an inclusive, high-performance environment that makes Ancora a "destination employer."
Talent Optimization: Oversee end-to-end talent acquisition and retention strategies in a competitive market.
Organizational Development: Design scalable frameworks for performance management, succession planning, and leadership coaching.
Requirements
Education and Experience Required
Bachelor’s degree in Human Resources, Business Administration, or related field required
At least five years of human resource management experience required
Knowledge and experience leading human resources for a multi-state organization
Excellent verbal and written communication skills
Excellent interpersonal and conflict resolution skills
Excellent organizational skills and attention to detail
Strong analytical and problem-solving skills
Strong supervisory and leadership skills
Thorough knowledge of federal and multi-state employment-related laws and regulations
Knowledge of and experience with varied human resource information systems
Knowledge and experience with HRIS and third party payroll systems
Education and Experience Preferred
SHRM-CP or SHRM-SCP
Master’s or law degree
Proficient with Google Suite and ADP
Ten years of human resource management experience with strategic, talent management, and/or business development experience
