Supplemental Information for Week 6 Job Analysis and Design

Deputy VP, HR – Job Announcement
The Deputy VP of HR is responsible for participating in the development of the Company and Human Resources objectives, philosophy, and strategic planning in relation to programs and trends in Human Resources management. Administers Human Resources policies and procedures as they pertain to all employees within the company. Provides direction to Human Resources administrative staff in regard to Human Resources policies, EEO, wage and salary management, benefits, and training. Provides leadership and direction for diverse and complex functions. Contributes to the development of the organization’s business strategy. Interprets business strategy and develops organizational objectives to align with this strategy. Typically manages multiple teams of professionals.
Requirements
– Oversees the development, implementation, and coordination of policies and procedures for the Human Resources department to establish and maintain an effective department through managing, advising, and motivating department employees.
– Counsels management and employees on disciplinary actions and performance problems.
– Oversees government, legal, and regulatory requirements and/or complaints in various areas.
– Partners with business leaders to achieve organization and business alignment.
– Partners with senior management to develop strategic HR goals, policies, and programs that align with business initiatives.
– Leads department personnel, including direct supervision, hiring, training, and performance management.
– Consistent exercise of independent judgment and discretion in matters of significance.
– Develops Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition, and succession.
– Generally requires 12+ years related experience supporting all levels of employees-with heavy concentration on front-line/field employees highly preferred.
– Strong ER & employee engagement experience highly preferred.
? Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
? Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
? Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
? Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
? Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
? Identify staff vacancies and recruit, interview and select applicants.
? Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
? Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
? Represent organization at personnel-related hearings and investigations.
? Administer compensation, benefits and performance management systems, and safety and recreation programs.
Current Key Organizational Structure for Comfort Assisted Living

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