Assistant Vice President, Human Resources

Description

Position at NCARB

Job Title:

Assistant Vice President, Human Resources

Department:

Administration

Reports To:

Vice President, Administration

FLSA Status:

Exempt

Direct Reports:

Senior Generalist, HR Generalist, HR Specialist

Salary Range: Minimum: $152,354, Mid-point: $190,412, Max: $228,531

• Salary is dependent upon experience*
  
  
  

Work Location

Washington DC Metro Area - HYBRID ( 2 days in-office)

About NCARB

The National Council of Architectural Registration Boards (NCARB) is a nonprofit organization made up of the architectural licensing boards of 55 U.S. states and territories. NCARB, in collaboration with licensing boards, facilitates the licensure and credentialing of architects to protect the health, safety, and welfare of the public. Learn more about NCARB and how we achieve our mission by clicking here.

About The Position

The Assistant Vice President, Human Resources, works collaboratively with the Vice President, Administration, and peers across the Council to implement the vision, strategy, and shared organizational goals and objectives as set by the Council leadership.

The Assistant Vice President, Human Resources, is primarily responsible for leading and overseeing the ongoing development and implementation of HR services that encompass organizational values, align with business strategy, and contribute to a healthy and effective work environment. This position keeps abreast of changes and best practices in the field of human resources and ensures the Council’s employee programs, policies, and services are keeping pace with the changing needs of the Council, its people, and their progress towards organizational goals.

Essential Duties And Responsibilities

Open

• In collaboration and partnership with leadership across the organization, establish, communicate, and implement strategic and long-range goals, objectives and priorities for the Council. Calculate and take acceptable risks.
• Delegate and empower appropriately. Give appropriate recognition to others. Lead people toward meeting the Council’s vision, mission, and goals.
• Consult with and keep vice president informed on development and implementation of all projects.
• Manage performance and professional development of direct reports.
• Build coalitions internally and externally (with peers, direct reports, team members, Member Boards, volunteers, collateral and associated organizations, etc.) to share best practices and achieve common goals.
• Facilitate cooperation and teamwork throughout the organization. Communicate and operate in an open manner so that decisions and actions are clear and visible.
  
  
  

Responsive

• Embrace ownership and take responsibility for the outcomes. Follow through on commitments. Be open to feedback and flexible to changing needs, priorities, and resources.
• Utilize metrics, customer surveys, and other data to gauge the success of completed projects.
• Draft annual work plans and budgets for review and approval.
• During the year, responsible for on-time and on budget delivery.
• Participate in outreach events as needed.
  
  
  

Restless

• Motivate and create a high performing team of staff and volunteers (where appropriate). Include appropriate people in decision making process, consider diverse perspectives and experiences. Ensure that the Council builds on these differences to reach unbiased and well-reasoned decisions. Treat customers and employees in a fair and equitable manner.
• Reinforce organizational branding throughout the Council.
• Consistently exercise sound judgment; and, professional, expert, courteous, respectful, and responsive service to internal and external stakeholders. Have an eye for the future and take a proactive approach to position the Council for success.
  
  
  

Core Responsibilities – Department Specific

Strategic, HR Programs and Services

• Support the vice president’s strategic leadership in the development and oversight of human resources, regulatory compliance, and workplace health and safety.
• Partner closely with the vice president and peers across the Council to ensure effective practices.
• Liaise with consultants, vendors, and other experts as appropriate
• Create, lead and promote HR initiatives and programs that align with NCARB goals and organizational values.
• Regularly assess the efficiencies of HR policies and Standard Operating Procedures (SOPs) to ensure best practices.
• Develop and maintain a thorough understanding of the Council, its programs, policies, systems, and processes related to products and services, service standards, mission and goals.
• Maintain subject matter expertise of HR programs, services, policies, and guidelines.
• Develop and conduct training on HR topics and services as needed.
• Participate in requests for feedback and organized forums for process improvement.
• Develop and / or oversee regular updates to written materials such as FAQs, procedures, etc.
• Plan and direct resources to provide effective coverage and support for human resources operations.
  
  
  

Talent Acquisition and Management

• Develop, implement, and evaluate thoughtful strategy, policies, procedures, resources and tools around talent management practices of sourcing, attracting, selecting, training, developing, retaining, promoting, and moving people through the Council.
• Provide leadership to the ongoing process of recruiting and hiring top talent, onboarding new employees, and managing employee performance and continued development.
• Collaborate on workforce analysis projects; and help ensure alignment of people and business goals and objectives as needed.
• Oversee maintenance and continued development of employee service awards.
  
  
  

Benefits Administration And Compensation

• Develop and administer fair and comprehensive benefit and compensation programs.
• Ensure compliance and administration of employee benefit programs that include medical, dental, life, disability, commuter, flexible spending, 401(k) and 457(b) plans. Support full-cycle employee benefits and changes.
• Manage the annual open enrollment process and provide regular benefits communications
• Provide leadership and support to compensation practices that include conducting market competitive analysis of compensation and benchmarks, job analysis and descriptions, and salary administration
• Collaborate and oversee the development and/or revision of position descriptions; and, the proper handling and oversight of all HR records for the Council.
• Conduct salary research and develop benchmarks for positions.
  
  
  

Compliance, Data, and Employee Relations

• Keep current with federal, state, and case law changes that affect HR.
• Interpret and administer leave programs and policies in accordance with the applicable federal and state employment laws (e.g. FMLA, DCFMLA, Paid Parental Leave).
• Oversee and maintain HRIS and accurate human resources records, files, postings, notices and reporting, as required by federal and local law.
• Provide leadership and counsel on employee relations matters including problem resolution, investigations, corrective counseling, performance improvement and development plans.
• Advise, coach and counsel colleagues to ensure consistent application and integration of employment policies, procedures and practices.
  
  
  

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the education, experience, knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Bachelor’s Degree in Human Resources or related field; or, combination of substantial related experience, training, and education may substitute. Master’s Degree preferred.
• 10 or more years of relevant and progressively responsible experience in human resources, with a minimum of three to five years of leadership experience managing people and projects preferred.
• Professional Human Resources (PHR) certification required; or, similar professional certification.
• Broad understanding of Human Resources and knowledge of federal and state employment laws, benefit and other applicable laws.
• Proficient in Adobe (PDF) Applications and Microsoft Office Suite to include Word, Outlook, Excel, and Power Point.
• Minimal travel including weekends may occasionally be required.