HR Manager at DWF playing a key role in shaping and delivering people strategy. Involves leading HR initiatives and enhancing colleague experience through innovative practices.
About the role
- VP of HR at SAIF, a mission-driven workers’ compensation organization in Oregon. Leading HR strategy, fostering a diverse workplace, and enhancing employee experience.
Responsibilities
- Develop and implement comprehensive human resources division strategies that integrate all HR functions (talent acquisition, total rewards, learning & development, wellness, employee safety, payroll, employee relations, HRIS)
- Foster an inclusive company culture that reflects SAIF’s mission and values, ensuring that diversity and inclusion are embedded in all HR practices and guides behavior at all levels of the company.
- Provide holistic leadership that inspires and encourages peak performance, integrating diversity and inclusion into all aspects of leadership, business planning, and customer service to create a cohesive and supportive work environment.
- Ensure corporate compliance with all laws and regulations applicable to SAIF as an independent public corporation.
- Participate in planning and decision-making processes to manage the organization including establishing short and long-term corporate business goals, contributing to the organization’s strategic plan, and developing and implementing policies, programs, and operations.
- Act decisively as senior level adviser, providing clear and actionable guidance to leaders and the HR division on human resources issues, strategies, and programs to drive effective decision-making and organizational success.
- Establish SAIF’s human resources division as a collaborative and supportive partner with all divisions.
- Collaborate proactively with other SAIF executives to align HR strategies with overall business objectives, fostering a unified approach to organizational success.
- Develop and manage the annual division budget ensuring resources are allocated efficiently and effectively to support strategic HR initiatives and organizational goals.
- Set clear direction and objectives that are aligned with SAIF’s vision and mission.
- Drive employee engagement and team effectiveness through effective communication and by creating and maintaining an environment where individuals are empowered, motivated, and where the importance of collaboration within and across divisions / teams is fully understood and encouraged.
- Recognize individual differences while focusing on team cohesion.
- Develop and sustain an inclusive collaborative team environment to support diverse team members throughout the division.
- Guide the development of operationally efficient human resources procedures and organizational structure, including the planning, implementation, and administration of programs and policies as well as the execution of critical special projects.
- Provide guidance and support to employees who manage performance or behavioral matters within the division.
- Ensure all related activities comply with personnel policies and procedures and are completed in coordination with human resources.
- Ensure that policies, procedures, and employment practices support the needs of the workforce and the organization and are in compliance with all laws and regulations.
- Develop and utilize comprehensive metrics to evaluate the effectiveness of human resources programs, using data-driven insights to continuously refine and enhance HR strategies.
- Build a team culture in which differences are embraced. Regularly expose team members to diverse perspectives and leverage differences to strengthen workgroup performance.
- Create and maintain an accepting, empowering environment that makes all employees, regardless of background, feel valued and motivated.
- Model adaptability and consistently seek to understand other world views, perspectives, and approaches to work.
- Demonstrate curiosity, diplomacy and empathy when working across groups.
- Cultivate and maintain trusting, collaborative relationships across the organization.
- Contribute business insights and expertise to the strategic development and implementation of DEI initiatives and the development of progressive, business-focused inclusive strategies that meet the current and future needs of the organization.
- Champion the business value of DEI, skillfully and consistently identifying how cultural differences can lead to new opportunities and add value to the organization.
Requirements
- Ten years of experience as a leader in a dynamic, complex organization
- Ten years’ experience in high-level human resources strategy, problem solving, and execution
- A bachelor’s degree in business or a related field
- Other combinations of skills of experience may be considered.
Benefits
- Health care
- Retirement savings plans
- Paid time off
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