Assistant Vice President of Human Resources

About the role

The Assistant Vice President of Human Resources, under the direction of the Vice President Human Resources, serves as the technical expert responsible for directing core HR leadership and management functions, developing strategic talent initiatives, and ensuring regulatory compliance.

Responsibilities

• Supervise mentor, and direct HR managers, trainer, generalists, specialists, and support staff.
• Collaborate with senior leadership to build positive workplace culture and address organizational talent needs.
• Drive employee engagement initiatives, strengthen Agency culture, and manage complex employee relations matters.
• Develop and implement HR strategies that align with Divisional and Agency-wide strategic goals.
• Create reports and metrics to assess HR program effectiveness and recommend improvements.
• Identify process inefficiencies and propose redesigns to enhance HR service delivery.
• Collaborate with the VP-HR and key management staff, design and implement HR programs and strategies that meet the needs of the organization.
• Collaborate with the VP-HR on the design and implementation of HOC’s compensation and classification system.
• Ensure that all position descriptions are updated with current duties and responsibilities and are in compliance with federal and state regulations.
• Manage all facets of the Human Resources Information System (HRIS); provide relevant HR staff training; ensure all features are optimized; troubleshoot issues with information technology staff and recommend software updates as required.
• Oversee and manage all labor and employee relations programs, ensuring compliance with federal and state regulations while fostering a positive workplace environment.
• Collaborate with staff to ensure HOC’s full compliance with Collective Bargaining Agreements; serving as liaison between management and labor unions.
• Lead the labor relations activities assist with negotiating collective bargaining agreements and direct staff in addressing labor disputes promptly and effectively.
• Conduct periodic assessments to identify workforce training and development needs; organize the effective coordination of these training and development programs in a manner that will improve employee performance and organizational productivity.
• Manage all facets of the Human Resources Information System (HRIS); provide relevant HR staff training; ensure all features are optimized; troubleshoot issues with information technology staff and recommend software updates required.
• Conduct periodic assessments to identify training and development needs; organize the effective coordination of these training and development programs in a manner that will improve employee performance and organizational productivity.
• Effectively utilize Talent Acquisition, Retention, and Development teams to accomplish work objectives and develop increased capabilities of employees.
• Provide collaborative leadership to ensure full cycle recruitment plans are aligned with the operational and administrative needs of the organization.
• Leverage the Talent Acquisition team to develop effective sourcing strategies and build strong talent pipelines in support of the Agency’s need for top talent.
• Strengthen relationships with colleges, alumni groups, trade associations, etc.
• Develop sustainable talent acquisition plan to attract qualified and diverse candidate pool.
• Collaborate with the office of public affairs to design recruitment branding with associated collaterals; encourage recruitment staff to be “brand ambassadors” for HOC.
• Develop and implement a comprehensive onboarding system, utilizing appropriate program evaluation tools to maintain effectiveness in meeting established standards.
• Responsible for developing strategies to improve employee engagement and manage programs and activities designed to create and maintain a positive and productive workplace.
• Develop and administer comprehensive monthly workforce reporting and analyses, conducts regular surveys and feedback sessions, and oversees a comprehensive exit interview process as necessary to keep abreast of workplace issues, which may require attention.
• Oversee the Performance Management process and develop quantitative and qualitative measures for staff evaluation.
• Perform other related duties as assigned.

  Requirements

  • At least seven (7) years of experience in labor and employee relations and HR Management.
  • At least three (3) years of leadership and staff management within HR functions.
  • At least three (3) years of experience in labor contract negotiation and administration of collective bargaining agreements (CBA).
  • At least three (3) years of experience managing talent acquisition, including full-cycle recruitment, and compensation/classification structures.
  • At least three (3) years of experience in data analytics, report development, and metrics analysis to assess HR program effectiveness and recommend improvements.

  Qualifications

  • Bachelor’s degree from an accredited college or university in Human Resources or related field.
  • Master’s degree preferred.

  Skills and Abilities

  • Knowledge of federal and state regulations governing human resources; including Equal Employment Opportunity rules.
  • Demonstrated expertise in management practices, administration and program development.
  • Demonstrated ability to inspire, motivate, and influence teams to achieve organizational goals.
  • Skilled in facilitating process improvement initiatives and enhancing operational effectiveness.
  • Demonstrated commitment to accountability, responsiveness, and achieving high standards of performance.
  • Skilled in building collaborative relationships with internal and external stakeholders while maintaining a strong customer service focus.
  • Skilled in analyzing complex situations and implementing strategic and practical solutions.
  • Knowledge of labor management regulations, recruitment and retention strategies and practices; staffing, training, and organizational development processes.
  • Skilled in organizational and management practices applicable to the analysis and evaluation of programs, policies and operational needs.
  • Demonstrated expertise in the principles of supervision, training and performance management systems.
  • Must possess sound ethical and business practice.
  • Excellent written and verbal communication with advanced business acumen.

  Benefits

  Housing Opportunities Commission of Montgomery County (HOC) is an equal-opportunity employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity, gender reassignment, citizenship, immigration status, protected veteran status, or any other basis prohibited under applicable federal, state or local law. HOC promotes a drug-free workplace. HOC conducts criminal background checks, employment reference checks, and where applicable, reviews driving records to determine employment suitability. Selected applicants will be required to submit to pre-employment drug and alcohol screening. Employment is contingent upon drug and alcohol test results.