23 days old
2018-04-272018-05-27

Vice President - Human Resources

Summit Security Services, Inc.
Uniondale, New York 11556
  • Job Type
    Employee
  • Job Status
    Full Time

Vice President - Human Resources

Uniondale, New York

 

Established in 1976, Summit Security Services is the premier security services firm in the Greater NY-NJ-CT area and one of the largest privately held security services companies in the United States. Operating from our Corporate Headquarters in Uniondale, New York and from our seven Regional Offices, Summit offers comprehensive security solutions to hundreds of clients across numerous industries. Over 4,000 security professionals provide approximately 5 million hours of security services each year. Our continued growth and on-going expansion has created an exciting opportunity for a seasoned Human Resources professional.

The Vice President- HR will provide strong and effective leadership, direction, and professional expertise in all areas of human resources and serve as a strategic advisor to company leadership on all human capital matters.  The Vice President will work in partnership with 20 direct and in-direct HR team members to implement high impact practices and programs throughout the Company.  The ideal candidate will be a strategic thinker with a hands-on style to deliver practical and effective solutions to achieve desired organization impact. This key position is responsible for driving and executing key Human Resources processes including:

Strategy Development:

Own, design and deliver the overall Human Resources Strategy for the Company based on an understanding of organizational needs, culture and strategic plans. Define the employee and organizational capabilities needed for continued growth and success and build a scalable human resources plan that supports it.

 

Identify emerging HR trends and issues by keeping current with existing / new legislation, court cases, or other topics of concern to the workplace. Recommend appropriate strategy / revisions to Summit policies or practices.

 

Team Development:

Develop, implement and oversee corporate HR programs / policies and practices. Educate regional staff on new/revised HR program/policies. Lead and inspire HR team members and give functional direction /development ensuring a consistent and forward thinking approach, aligned with the overall Human Resources Strategy. Enhance the performance management evaluation framework to ensure efficient and effective process across all staff levels.

 

Talent Acquisition:

Drive best-in-class talent acquisition and recruiting practices to ensure the Company hires the best and brightest employees with potential to grow. Enhance candidate sourcing and hiring efforts. Oversee the development of campaigns and branding strategies to position the Company as an employer of choice, to attract qualified and motivated candidates.

 

T &D:

Oversee all training and development programs and initiatives, skills training, etc. to include: needs assessment, development, delivery, evaluation and revisions. Oversee T&D programs and other initiatives targeted to improve employee engagement and retention.

 

EE Relations / Labor Relations:

Develop/ revise staff handbooks and HR policies in compliance with employment laws and related regulations. Guide HR/ Regional Managers in conducting fair and unbiased objective investigations of complex employee issues including harassment and discrimination, grievances, employment litigation, disciplinary actions, progressive discipline, workplace violence, safety, etc. Coach and counsel regional HR and management on appropriate resolution to employee issues.  Position is also responsible for:

  • Case valuation: Asses the merits of a case based on facts and other findings, define witness slate.
  • Review investigation reports, assessments of the concern, facts, conclusions and recommendations.
    • Ensure high quality solutions consistent with federal, state and local employment and discrimination laws, and Summit policies and procedures.
    • Identify need for and develop programs that mitigate risk and balance the needs of the organization and the rights of the employee.
    • Position Statement strategy and review.
    • Represent the Company at high impact grievance hearings, arbitrations, mediation, fact finding conferences, etc.

Grievance and Litigation response and avoidance:

  • Interpret CBAs regarding grievance claims, research and provide response.  Work pro-actively with unions to develop positive working relationships to avoid / solve issues before /or as they occur.
  • Track trends and issues to recommend training, coaching, management development and changes to policy to manage workforce issues and mitigate risk going forward.

 

Collaborate with HR, Regional and Executive management to develop and implement strategic employee relations initiatives and programs that improve employee engagement, turnover and the work environment and reduce the risk of grievances /litigation.

  • Provide employee relations support, guidance and direction to the HR team and Regional Management, with a particular emphasis on the administration of policies and compliance.
  • Knowledgeable in Co-Employment parameters to ensure processes are in place to protect/educate the Company and clients
  • Oversee Rewards and Recognition programs.

Oversee the management and administration of Workers Compensation and Unemployment programs, review results, and define opportunities to mitigate risk.

Benefits /401K:

Develop and implement strategies for health, welfare, wellness, and associated programs, e.g. STD, LTD, Workers Compensation, Life Insurance, Dental / Vision / FSA.  Investigate program design and recommend options based on market trends. Evaluate and recommend vendors and/or brokers for benefits and wellness coverage. Conduct discrimination testing as required.

 

Serve as 401K Plan Administrator.  Work closely with Investment Committee, brokers / vendors to ensure employees have the retirement security they need through fund options, plan features, etc.   Ensure programs comply with all legal and regulatory requirements.  Test program as required.

Manage benefits communications, create and maintain an online benefits presence on the company intranet and direct annual open enrollment activities.   Ensure employees receive and/or have access to all required communications including privacy statements, Summary Plan Descriptions, etc.

 

FMLA/ LOA Management:

Oversee FMLA / Disability Leave management, interactive dialogue regarding accommodation requests, undue hardship determinations, etc. Serve as SME for regional offices to ensure compliance with all requirements of FMLA, state PFL and ensure compliance and appropriate interplay with ADA, Workers Comp, state Disability, etc.

 

Diversity & Inclusion:

Oversee the development of and administration of Corporate Affirmative Action Plans. Implement corporate strategies (i.e. generic diversity outreach campaigns) to support AAPs.   Train regional offices to ensure overall compliance with strategic ‘good faith efforts’ required to reach goals /avoid adverse impact.

Advance and integrate diversity and inclusion initiatives so they become part of the operational fabric of the Company. Implement corporate strategies to support D&I and AAPs.  

Requirements

Required Expertise and Skills:

  • At least 15 years of experience in Human Resources, with minimum of 3 years as an executive level generalist, managing all HR verticals (Employee and Labor Relations, Talent Acquisition, T&D, Compliance, Benefits /Comp) in a Corporate HR setting.
  • Extensive experience working directly with the business in front facing and decision making capacity
  • Ability to make decisions, exercise judgment, and interface effectively with all levels of staff/ clients and vendors
  • Passion for building and developing effective teams and relationships with employees at all levels of the organization.
  • Thorough knowledge of employment practices and laws and related regulations and laws.
  • Excellent inter-personal and verbal and written communication, conflict-resolution, and problem-solving skills.
  • Strong execution skills; proven ability to implement programs and/or drive outcomes for the business.
  • A pro-active attitude is a must. Trustworthy, sense of confidentiality and discretion.

Required Experience:

  • Expertise in a corporate role developing HR policy and strategy for a multi-location, multi-state, high volume unionized environment a must.
  • HR Experience within the Security, Building Services, Contingent Staffing, Retail, Banking or hospitality industries, or other service industry highly desirable.
  • Bachelor’s degree or equivalent experience; SHRM Certification a plus. Proficient in Microsoft Office, Word, Outlook, Excel, etc. Thorough knowledge of an ATS application desirable.

Interested and qualified candidates - please submit your resume to:     ApplyHR@summitsecurity.com          

www.summitsecurity.com

 

                           ** EEO / Equal Opportunity Employer **                

 

 

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Vice President - Human Resources

Summit Security Services, Inc.
Uniondale, New York 11556

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Vice President - Human Resources

Summit Security Services, Inc.
Uniondale, New York

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