Vice President of Human Resources in Mission, KS at Concorde Career Colleges

Date Posted: 12/1/2022

Job Snapshot

Job Description

SUMMARY

The Vice President of Human Resources develops Human Resources policies and programs for the entire company.  The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services.  The VP of Human Resources is responsible for directing all of the people functions of the organization in accordance with the policies and practices of Concorde Career Colleges, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organization and other regulatory and advisory authorities and organizations.  Originates Human Resources practices and objectives that will provide a balanced program throughout all campuses.  Coordinates implementation through Human Resources staff, reporting to the CEO.  Assists and advises Senior Management and Campus Presidents on Human Resources issues.  All Concorde associates are required to display professionalism and uphold Concorde’s Mission and the core values of respect for the individual, integrity, teamwork, customer service, and achievement.

KEY RESPONSIBILITIES

The Vice President of Human Resources will be an integral contributing member of the Concorde executive management team and will oversee the entire human resources function for the company.  The human resources organization at Concorde provides services to approximately 1,600 employees in 17 locations in 9 States.

Provide guidance and support to the Campus Presidents and the corporate senior leadership team on performance management and employee relations issues, including both employee and organizational development, training, and organizational planning.

Provide organizational leadership and direction for recruitment.  Ensure recruiting strategies to fill critical roles will result in a strong pipeline for corporate and campus employees.  Lead strategic staffing discussions with business leaders to align recruiting objectives appropriately and continually with evolving business objectives.

Provide leadership to company’s comprehensive benefit packages.

ESSENTIAL FUNCTIONS

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Plans, develops, organizes, implements, directs, and evaluates the organization's human resource function and performance
  • Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people
  • Translates the strategic and tactical business plans into HR strategic and operational plans
  • Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization
  • Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility.  Identifies appropriate and effective external sources for candidates for all levels within the organization
  • Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance
  • Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees
  • Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps.  Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry
  • Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets
  • Establishes credibility throughout the organization to be an effective listener and problem solver of people issues
  • Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development, among others
  • Enhances and/or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization.  In particular, manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization
  • Maintains knowledge of international HR policies, programs, laws, and issues
  • Provides technical advice and knowledge to others within the human resource discipline
  • Manages other areas such as relocation, employee communication, employee safety and health, and community relations
  • Manages the budget and other financial measures of the HR department
  • Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization
  • Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities

Qualifications

EDUCATION & EXPERIENCE

  • BS/BA in Human Resources or related field required; master’s degree preferred
  • Human Resources leader with 15+ years of leadership experience in a large and multi-site setting, characterized by a high level of service, employee engagement and a culture of accountability preferably in healthcare service organization
  • Must have a strong customer focus and be able to build relationships and establish trust, respect, competence, and confidence effectively and quickly
  • Natural self-starter, decisive, high energy, and a can-do attitude
  • Strong organizational and project management skills
  • Demonstrates high ethical and professional standards
  • Proven ability to recruit, develop and retain staff
  • Excellent communicator both oral and written communication and demonstrated skill to work with all levels of employees
  • Motivate and provide positive direction and guidance to the human resources team; create a culture of respect for the individual and mutual trust amongst the team