Vice President Human Resources

Our client, a global leader in sustainable development with over 6,000 experts across 100+ countries are seeking a Vice President of Human Resources at the enterprise level, to join their team in the DMV area.

The VP of HR will be responsible for developing and implementing the company’s enterprise HR strategies, policies, and programs that are compliant and aligned with the company’s strategic goals. This Executive position plays a crucial role in the implementation of their shared culture, supporting subsidiaries, and ensuring a positive employee experience. The VP of HR is responsible for reimagining operating models to meet the needs of their Shared Services, streamlining service delivery to the Business Lines (BLs), and measuring overall performance of enterprise HR programs and service delivery to continuously enhance overall productivity. Reporting directly to the Chief Operating Officer, the VP of HR will be based in, Washington, D.C., and will oversee the implementation of innovative HR practices and technologies to enhance organizational efficiency and employee experience.

The Vice President of Human Resources responsibilities will include but not be limited to:

• Leading HR transformation initiatives, including the implementation of advanced HR technologies and streamlining, with a special focus on the development and implementation of a Human Capital Management tool to continuously improve and streamline HR processes, enhance organizational efficiency, and fuel compliant, data-driven HR programming and risk management.
• Leading HR’s specialized cross disciplinary functions focusing on critical service delivery aligned with organizational priorities and continuously evaluate and evolve a culture committed to outstanding talent management, including performance management and employee relations.
• Developing enterprise policies and practices that support strategic objectives, fostering employee engagement, and enhancing organizational culture, ensuring alignment across CSS and BLs.
• Demonstrated ability to effectively navigate the complex landscape of employment laws and regulations, minimizing legal risks and promoting a culture of compliance across the company. Ensuring company-wide employment practices and procedures follow federal, state, and local laws and regulations and industry standards.
• Ensuring compliance with Department of Labor/Office of Federal Contracting Compliance Program and Equal Employment Opportunity regulations, and EEO/Affirmative Action Plan reporting requirements.
• Ability to play a critical role and align HR resources during the due diligence and integration process in mergers and acquisitions.
• Providing support to Board of Directors activities related to HR, including but not limited to compensation, succession planning, and retirement planning.
• Providing direct HR services to all CSS divisions.
• Developing the annual business strategy and budget for the HR division in CSS, allocating resources and managing the budget to achieve programmatic and financial goals. Developing effective approaches to optimize expenditure, meet resource needs, hold staff accountable for achieving targets, and maximize corporate profitability.
• Building long-term, strategic partnerships among stakeholders and subsidiaries, working to influence policy and programming priorities that advance the company's growth.
• Serving as a thought leader and key spokesperson in international and human resources development, both internally and externally. Leading efforts to capture and disseminate innovations, best practices, and lessons learned, creating opportunities and incentives for knowledge sharing across the company in HR.
• Motivating staff performance and professional development, developing skilled managers and mentors, and exercising sound judgment in the hiring, promotion, transfer, and termination of staff.
• Establishing a workplace environment that values teamwork and fosters collaboration, acknowledges and rewards staff contributions, and developing strategies to enhance synergies between BLs and CSS. Demonstrating their values and practices by utilizing effective management and leadership principles.

Education & Certification / License Credentials:

• A bachelor’s degree or HR certification (e.g., SHRM-SCP, SPHR) is strongly preferred.

Functional Competencies — Skills, Knowledge & Experience:

• Minimum of fifteen (15) years of experience in human resources leadership, including overseeing strategic HR functions such as talent management, organizational development, and HR technology implementation.
• Proven track record in leading HR transformation initiatives and streamlining HR processes through technology.
• Experience working within HCM systems and leveraging them effectively organization wide.
• Experience with Employee Stock Ownership Programs preferred.
• Previous experience with government contracting, international HR practices, and commercial companies related to HR strategy and optimization preferred
• Demonstrated ability to solve all facets of extensive complex, multi-faceted managerial and operational issues which require extensive knowledge, varied experiences, access to multiple talent/resources and independent judgment.
• Demonstrated ability to provide leadership, vision, and management, and contribute to the successful operation, management and industry reputation of the company.
• Strong oral and written communication skills and ability to formulate and deliver insights around complex HR and business problems in a thoughtful and persuasive manner.
• Strong organizational and work prioritization skills and attention to detail.
• Ability to solve complex technical, managerial, or operational HR problems and evaluate options based on relevant information, resources, well-rounded experience, and knowledge.
• Ability to control and manage complex activities, budgets, and resources to achieve results.
• High emotional IQ with an emphasis on empathy and compassion.
• Regular attendance and availability during normal business hours as applicable in the DMV area required.
• Ability to work in a normal office environment.
• Willingness to travel abroad as needed for up to 4 weeks a year.

Leadership & Management / Behavioral Competencies:

• Expert in solving complex compensation, managerial, and operational issues by evaluating options using relevant information, resources, and extensive experience.
• Capable of operating at high levels of authority, controlling significant activities, and managing resources to achieve and be accountable for results.
• Proven leadership, management, organizational, and decision-making abilities.
• Skilled in managing and supervising assigned staff while supporting new business initiatives.
• Exemplifies leadership, versatility, and integrity.
• Proven ability to deliver proactive customer service to both internal and external stakeholders.
• Adept at maintaining discretion and handling highly confidential or protected information.
• Displays high emotional intelligence, emphasizing empathy and compassion.

Base compensation range is between $210,000 to $230,000 commensurate with experience and location. In addition, this position is eligible for a Short-Term Incentive Program up to 15%.

The benefits for this position include medical, dental, and vision insurance; life and disability insurances; participation in the 401(k) plan, the client’s Non-Qualified Deferred Compensation plan, and the Long-Term Incentive Plan. Executive and senior director-level employees accrue 23 days of universal leave per year, receive four personal days, and enjoy nine paid holidays.