VP of HR and Organizational Development

Please send resumes to tracy@inhance.biz

LIFEWORKS NW

POSITION DESCRIPTION

POSITION TITLE: Vice President for Human Resources & Organizational Development

Please send resumes to tracy@inhance.biz

LifeWorks NW is a private, non-profit organization providing prevention, mental health, substance use treatment, and related social services to over 26,000 youths, adults, and older adults in Multnomah, Washington, and Clackamas counties. LifeWorks NW promotes a healthy community by providing quality and culturally-responsive mental health and addiction services across the lifespan. Core values include Recovery and Relationships, Resilience, and Results. The four pillars of the strategic vision include Compassionate, Impactful Care, Holistic Health, Passionate Team, and Thriving Organization. Diversity, Equity, and Inclusion are critical to successfully achieving the mission. LifeWorks NW is committed to advancing our equity and inclusion work with an emphasis on ensuring an anti-racist organizational culture and practice.  We strive to continuously improve the cultural competence and cultural humility of LifeWorks NW, its staff, and its services to clients and consumers in all aspects including race, ethnicity, gender, gender expression, sexual orientation, socio-economic background and status, age, religion, veteran status, citizen status, and ability. LifeWorks NW creates and upholds a work environment that is respectful and inclusive for all. LifeWorks NW services are effective across cultural groups.

Purpose: Responsibilities include strategic alignment and operational management of all Organizational Development and Human Resources functions at LifeWorks NW demonstrating a high degree of knowledge and skill in group dynamics, culture change, project leadership, and in all aspects of human resources. This includes providing leadership of organizational development initiatives, development, implementation, and maintenance of human resource policies and procedures, and oversight of employee relations, leaves, HRIS, recruitment, and development. Ensures the organization remains in compliance with state and federal regulations as they pertain to Human Resources.

Essential Responsibilities:  (Must be able to be performed with or without reasonable accommodation.)

  • Build and implement strategies that strengthen and enhance talent development practices, leadership development, culture, and employee engagement. Lead the organization's employee engagement and action planning process to increase performance and retention.
  • Influence organizational decision-making with metrics, analysis, reports, and with an equity lens that aligns with and supports LifeWorks NW strategic objectives.
  • Demonstrate project leadership by implementing organization-wide projects with minimal disruption to daily operations, on-time, and within budget.
  • Lead organization-wide change management initiatives while preparing and supporting individuals to embrace the change.
  • Demonstrate leadership on diversity, equity, and inclusion initiatives, continually increase the individual level of cultural sensitivity, cultural humility, awareness, and competency.
  • Utilize implement and cultivate anti-racist practices to recruit and retain a diverse workforce.
  • Operationalize and utilize the equity assessment tool for organizational decisions. Apply the Diversity, Equity, Inclusion (DEI) lens to policies, practices, and interactions, creating a sense of belonging for all staff members.
  • Utilize the Principles of Trauma-Informed Care in conjunction with assessing equity in operations. Ensure effective internal communication. Provide an appropriate level of structure and support to the executive team as requested by the CEO. Assist with the alignment of internal processes to support strategic initiatives, vision, and mission.
  • Support and coach executive team members and senior managers in collaboration with the CEO.
  • Support the CEO to increase her ability to focus on strategic priorities, including high-level coordination of organizational initiatives and project management oversight of executive team initiatives.
  • Review organizational structure, identify gaps, and recommend changes to the executive team to fill gaps.
  • Consult with leadership to recommend and implement changes to organizational design, including additions or reductions in staff, reorganization, and consolidation of functions and/or sites.
  • Implement the biennial Employee Engagement Survey. Recommend and assist in organization-wide action planning based on survey results. Assist managers in communicating the results of the survey to employees. Advise and assist managers in developing action plans based on results.
  • Make recommendations to improve employee engagement and retention.
  • Oversee onboarding and training functions, including professional and leadership development efforts. 
  • Recommend and implement employee recognition and wellness programs.
  • Ensure recruiting processes and training programs are in place to execute the organization's strategic goals and initiatives.
  • Coordinate and oversee benefits with Finance.
  • Advise management regarding employee-related issues. Train managers on Human Resource policies and procedures. Ensure compliance with state and federal regulations.
  • Work with HR Business Partner to represent the organization at personnel-related hearings and investigations. Work closely with HR Business Partner to respond to legal issues in consultation with President/CEO or legal advice as needed.
  • Provide back-up to HR Business Partner on employee relations issues. Oversee the development, implementation, and maintenance of HR policies and procedures including the compensation and performance appraisal programs.
  • Oversee the recruitment and hiring process including HR orientation for new employees.
  • Oversee the implementation of leaves, accommodation, workers compensation policies, and procedures. 
  • Ensure complete and accurate job descriptions for employees.
  • Oversee HRIS reports and maintenance of employee personnel files and tracking of employee data in HRIS; use data to drive workforce recommendations and decision making.
  • Reference information on the computer, schedule, and run reports. Check e-mail/voicemail throughout the day and respond to contacts.
  • Ensure supervisees are meeting productivity, quality, and customer service standards; document, address, and resolve issues.  
  • Assist direct reports regarding work issues including establishing clear expectations for performance and training.
  • Provide support and attention to employee development and proactively address performance issues.
  • Provide regular supervision to staff (minimally once a month). Complete performance reviews on time and accurately. Review and approve timesheets of direct reports.
  • Oversee and ensure HR budget targets are met and manage costs.
  • Participate in individual and team meetings with the supervisor. Attend additional staff and team meetings; consult with other staff and attend required training.

Qualifications: (Equivalent education and/or experience may be substituted for qualifications.  Requirements are representative of minimum levels of knowledge, skills, and/or abilities.  To perform this job successfully, the employee will possess the abilities or aptitudes to perform each task proficiently.)

  • BA/BS in Business, Human Services, Health Services, Human Resources, Organizational Psychology, or a related field. Graduate degree preferred. Senior HR Certification is preferred.
  • Minimum 7 years of experience in a senior human resources management position including responsibility for organizational development with an organization of 500 employees. Executive-level experience preferred.
  • Experience in a not-for-profit and/or health care environment preferred.
  • Demonstrates effective communication skills, verbal and written.
  • Has lived experience related to social justice, diversity, equity, and inclusion.
  • Provides culturally-inclusive communication and service to a diverse staff.
  • Understands how to analyze HRIS data to recommend and make decisions.
  • Possesses computer skills and knowledge of Outlook, Word, and Excel. 
  • Performs essential functions of a job without creating a direct threat to the safety of self or others.

Salary: Not to exceed the mid-point of $128,308.

Please send resumes to tracy@inhance.biz