Sr Vice President Hr

Reporting directly to the CEO and serving as a member of the Executive Leadership Team (ELT), this position includes the following key components:

• Serves as a strategic advisor and trusted business partner to the CEO and other members of the ELT.
• Establish and implement HR efforts that effectively communicate and support the company's mission and strategic vision.
• Develop HR strategic plans to support the achievement of the overall business operations objectives that ultimately result in the Company being an employer of choice through engagement efforts.
• Provide overall leadership and guidance to the HR function by overseeing talent acquisition, employee training and development, succession planning, retention, leadership development, compensation, and benefits.
• Responsible for leading initiatives to improve recruiting, engagement, and retention. Specifically, will develop a comprehensive recruiting and retention plan to meet the human capital needs of strategic goals.
• Cultivate additional comprehensive and real-time reporting and statistical analysis to support ongoing business decision.
• Talent management including enhanced selection methods, performance management, succession planning, leadership, and employee development programs.
• Employee engagement including oversight of administering the annual engagement survey, monitoring action plans and progress, and providing guidance to Leadership that improves engagement.
• Total rewards leadership overseeing all aspects of compensation including executive compensation and working with the Compensation Committee along with all employee benefits design and program management.
• Support HR function of Merger and Acquisition activity in due diligence and integration.
• Ensure company policies, procedures, and programs comply with applicable state and federal regulations.
• Build and own Human Resources departmental budget incorporating collaborative outreach with business leaders, corporate level expectations, strategic planning, contingency planning and transparent reporting and communication.
• Initiatives are in line with business objectives, within HR operating budget, and align in meeting EBITDA and other financial goals.
• Continue to develop and promote opportunities for career advancement and cross functional collaboration for all HR Staff.

• A proven leader as a strategic business partner who can also deliver operational results supporting executive leadership.
• An HR professional with at least 10 to 15 years of progressive experience who can demonstrate the identification and adoption of best practices with at least 5-7 years at a Director/VP level in a mid-size organization.
• 2-3 years' experience with M&A work including due diligence and integration required.
• A leader who measures performance with metrics and creates business results through performance management and can create a culture of such.
• Knowledge of HR compliance, regulations, and industry best practices.
• Experience with delivering a broad range of HR services in a fast paced, growing company.
• BS/BA required; Masters preferred.
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred

Meduit is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, military status, genetic information, sexual orientation, marital status, domestic violence victim status or status as a protected veteran or any other federal, state or local protected class.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)