Vice President of Human Resources - Enterprise Engineering, Inc.

VP of Human Resources

Hybrid Role

4 days on site in NYC, NY

Full Time Opportunity

 

Reporting to the Chief Executive Officer, the VP, Human Resources will be responsible for developing

policies, directing, and coordinating human resources activities, such as employment, compensation,

labor relations, benefits, training, and employee services by performing the following duties personally.

This individual will also interface with external payroll, benefits and T&E providers. The VP, Human

Resource will also proactively develop information flows and controls in anticipation of current and

future needs of the business. This is a "hands-on " position that requires managerial skills coexistent with

the ability to be detail-oriented and to provide guidance including developing and implementing policies

and procedures.

Key Responsibilities Include

• HR Functional Transformation

o Transform the HR function and create an operating model that is cost efficient while

becoming an enabling function that drives transformation and serves as a core partner

to the leadership team.

o Determine the best operating model to help ensure that all HR transactions are

effectively executed across the organization and that all practices are refined to clearly

support the business goals.

• HR Administration, Budgeting & Compliance

o Develop and implement HR policies, procedures and programs while ensuring

compliance with applicable laws and regulations both domestically and internationally.

o Build and manage an annual budget for all human capital needs and resources.

• Employee Engagement & Culture

o Build out, align, and enhance the organization's key principles, values, purpose, and

employee value proposition; serve as a highly visual champion and advocate of the

company's culture.

o Architect organizational capabilities focused on ensuring values, culture, work

environment and operating practices are aligned with human resources practices and

are continuously improved upon with measurable impact and evidence of business

outcomes.

o Create a strategy and framework to achieve and maintain a highly engaged workforce.

• Talent & Human Capital Strategy

o Partner with the CEO and leadership team to ensure the talent and human capital

strategy is aligned with business goals and the value creation plan.

o Assess the overall HR and talent needs for the organization as well as the existing

initiatives, capabilities, and offerings.o Develop a company-wide performance management program and culture that closely

ties compensation to performance with an eye towards talent upgrades where

applicable.

• Workforce Planning & Organizational Design

o Work with the leadership team to assess and build effective organizational designs,

including optimal spans and layers, for the best structures to consistently drive

profitable growth and operational efficiencies.

o Ensure that all departments are appropriately staffed with the expertise and resources

needed to achieve their objectives.

• Total Rewards (Compensation & Health/Welfare)

o Develop and lead the total rewards strategy and ensure market competitive pay across

the organization through external benchmarking to drive the recruitment and retention

of critical talent.

o Work with the leadership team to align individual and team incentives with strategic

priorities, goals, and outcomes.

o Ensure a pay-for-performance culture across the organization.

o Work with the CEO and business unit / sales leadership to develop sales incentive plans

to better align performance and outcomes around customer depth and success.

• Human Capital Systems & Analytics

o Develop, maintain, and implement a technology roadmap in partnership with CTO for

building our HR system infrastructure and capabilities; ensure the strategic selection

and implementation of modern and scalable human capital and HR information systems

that help scale the business for continued growth.

o Develop and roll-out updated T&E policy. Align policy to T&E system. Assess Concur vs.

other 3rd party providers.

o Deliver HR intelligence that meaningfully supports leaders towards running the

business.

Education And Other Key Qualifications

• A minimum of 10+ years of a proven track record of success and deep expertise across the HR

function (especially employment, compensation, labor relations, benefits, training/development,

and employee services etc.).

• At least 3+ years as a senior HR professional or business partner role of a company of comparable

scale.

• Demonstrated experience with partnering, advising, and coaching at the CEO, C-Suite and Board

levels.

• A bachelor's degree in business, human resources, or related field; advance degree/MBA

preferred.

• Experience in high-growth private equity / sponsor environment (or in a high-growth, autonomous

business unit) with knowledge of management incentive plans.

• Industry experience with similar scale.

SHRM Certification Required 

• Experience working for an organization and/or CHRO known for world-class HR programs and

processes.• Ability to serve as a trusted and credible advisor and confidante to the CEO and leadership team.

• The ability to operate in a fast-paced, autonomous environment with a sense of urgency and

resourcefulness. Ability to work with deadlines and a changing environment.

• Hands-on involvement at multiple levels of the human resources team and throughout the

organization.

• Ability to manage, motivate and develop other professionals.

• Strong presentation skills and ability to communicate within the Company at all levels.

• Possess strong prioritization skills, flexibility, and ability to multi-task