Vice President of Human Resources
Do you like setting and executing a strategy?
Do you get excited about collaborating with multiple partners to achieve a goal?
Are you passionate about creating purpose and positivity for others?
Do you naturally think of many options to an outcome?
At Vivage, we’re recognized as a national leader driving high quality service innovation for seniors and value for our investors. “Vivage” means “celebrating aging,” inspiring our focus to create innovative and customer-driven models filled with personalized and meaningful living experiences.
We are a senior health care, solution-driven company which provides right care…..right place…..right time. Our mission, vision and pillars of commitment have come from our collective personal awareness and professional dedication to the importance of each person we serve, each employee we work with, and each business partner we have. At Vivage, we bridge today’s healthcare opportunities with innovative strategies and solutions.
Engaging Culture ~ Competitive Pay ~ Growth Opportunities ~ Great Benefits ~ Family Environment ~ Payactiv
The Vice President of Human Resources is essential to the successful administration of the organization’s Human Resource function. This individual is responsible for leading our human capital strategy in order to attract and retain the best talent in the marketplace and to grow, develop, and engage our employees to position Vivage for success in the industry. The Vice President of Human Resources will also provide leadership and focus to drive organizational effectiveness, productive business operations, and to advance our mission.
• Strategically plan human resource strategies in alignment with organizational goals
• Develop and implement the organizations human resources business plan
• Promote and implement human resources initiatives by planning and managing human resources programs and human capital
Team Leadership and Management:
• Partner with leadership team and facilitate team building to ensure strong working relationships and provide guidance to the management team in HR matters
• Manage the HR team through effective use of setting and holding employees accountable for their performance
• Continuously evaluate and strive to improve the efficiency and effectiveness of the team
Systems Management, Measurements, Analytics, HR Efficiencies:
• Manage the budget and other financial measures of the HR department
• Oversee regular audits on systems and other HR functions to uphold data integrity
• Maintain and provide oversite to compensation team; audits
• Oversee the management of the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the company
Benefits and Compensation:
• Structure competitive compensation packages, and measure their success
• Evaluate benefits packages for corporate office as well as the communities
• Work with CEO and CFO to determine cost structure for benefit plans
Employee Relations, Legal and Compliance:
• Implement policies and procedures according to the federal and state laws and regulations
• Monitor and ensure compliance with company policies
• Protect employees and the organization by identifying and correcting compliance issues
• Oversee HR functions including AA/EEO, employee relations and retention
• Employment law, and state and federal rules and regulations
Culture and Engagement:
• Develop and deploy an employee engagement survey and utilize the results to create action plans to measurable improve overall employee satisfaction, reduce turnover and maximize engagement
• Foster a culture of engagement and diversity
Development, Training and Performance Management:
• Identify opportunities to help support and develop personnel within the organization; create educational resources and provide ongoing trainings
• Support the maintenance of the performance evaluation process
• Identify performance opportunities and discipline personnel when necessary
• Develop planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling the gaps
EDUCATION AND EXPERIENCE:
• Bachelor’s degree or equivalent; Master’s degree in HR (preferred)
• Minimum of 5-7 years exempt level Human Resources experience; minimum of 5 years supervisory/management experience; planning, compensation and labor relations experience (preferred); healthcare industry experience (preferred)
• SPHR, PHR, SHRM-CP, SHRM-SCP and/or CEBS (preferred)
Vivage is an equal opportunity employer
12136 W Bayaud Ave
Lakewood, CO 80228