Vice President of Human Resources

Title: Vice President of Human Resources  

Department: Executive

Reports To: President  

Job Summary

The Vice President of Human Resources is a pivotal leadership role responsible for developing, leading, and executing the organization’s people and communication strategies that drive the company’s mission, vision, and objectives. This role demands a strategic leader who can foster a culture of service excellence, ensure compliance with all legal and regulatory requirements, and lead initiatives that enhance employee engagement, talent development, talent acquisition, and organizational effectiveness. Serves as a key member of the leadership team, contributing to both strategic and operational planning. Proven ability to effectively engage and collaborate with stakeholders at all levels.  

Duties & Responsibilities (Essential Functions)

• Human Resources Excellence: Design, develop and deliver organizational excellence by partnering with key stakeholders and leadership team in strategy execution, executing and delivering administrative efficiency to ensure quality and being an agent of continuous transformation, shaping processes and a culture that together improve ABM.
• Organizational Impact: Collaborates with senior leadership to plan and implement a comprehensive people strategy that aligns with ABM’s strategic objectives. Leads the coordination of resources and strategies that enhance ABM’s efficiency in delivering core services.  Provides leadership and guidance that is reflective of the mission, vision and core values of the company. Creates a culture of collaboration, teamwork, accountability and innovation through productive and effective relationships that foster a success-orientated environment while demonstrating a high level of integrity and professionalism. Maintains ethics and integrity congruent to ABM’s mission and values.
• Communication and Influence: Serve as a trusted communicator, ensuring clear, consistent, and transparent messaging across all people-related initiatives. This leader aligns HR communications with business strategy, fostering trust, engagement, and organizational clarity at every level. Build Establishes and nurtures positive relationships with key stakeholders, employee owners, managers, professional groups and vendors.
• Payroll and Compliance: Manages the end-to-end payroll process, including onboarding employees, setting up benefits, reviewing and processing payroll with our third party payroll service. In addition, this individual will manage the period compliance reporting process, ensuring timely and accurate reporting for tax, benefits and employment-related reports.
• Culture Steward: Serves as the organization’s chief culture steward—responsible for shaping, strengthening, and sustaining a high-performance culture aligned with our mission, values, and strategic objectives. This leader ensures culture is intentionally cultivated through leadership behaviors, talent practices, and organizational systems.
• ESOP Leadership: Champion our Employee Stock Ownership Plan (ESOP) culture, ensuring employees understand, value, and engage in ownership. This role is responsible for aligning HR strategy with our employee-ownership model, strengthening communication, education, and long-term wealth-building opportunities for employee-owners.
• Talent and People Strategy:  Develops, manages and leads the vision and long term planning, direction, organization and overall accountability of the company’s people activities through leadership, partnerships, opportunities, decentralization and strategy; anticipates future consequences and trends and incorporates them into the organizational plan resulting in the maximization of operating performance, growth and profitability through innovation and strategic business development consistent with the company’s mission, vision and values.
• Talent Excellence: Attracts, develops, mentors and retains high-performance organizational talent through performance management programs by optimizing their impact, success and personal development   Establishes performance standards, monitors employee performance and focuses attention on areas of opportunity to maximize performance..  Responsibilities include hiring, planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaint and assuring problems are resolved; developing leadership in all.
• HR Technology & Systems Leadership: Provide strategic oversight of the organization’s Human Resource Information Systems (HRIS), ensuring technology solutions enable scalable growth, data-driven decision-making, compliance, and exceptional employee experience.
• Total Rewards (Benefits and Compensation): Develop and execute a Total Rewards strategy encompassing compensation, benefits, retirement programs, incentive plans, and recognition initiatives. Ensure market competitiveness through compensation benchmarking and data-driven pay practices. Oversee annual compensation planning, salary structures, bonus programs etc. Lead benefits strategy, including health and welfare plans, retirement offerings, wellness initiatives, and vendor partnerships. Ensure regulatory compliance across compensation and benefits programs. Partner with Finance to align reward programs with financial objectives and long-term sustainability. Evaluate and evolve programs to meet workforce needs while reinforcing performance and accountability.
• Workforce Planning and Development: Guide workforce analysis and planning, leading to strategies to create the needed workforce of the future; Oversee employee engagement assessment and response strategies; Collaborate with key stakeholders to assist them in areas of selection, compensation, retention, employee engagement, employee relations, performance management and compliance
• Leadership and Employee Development: Design and implement an enduring approach to developing leaders across all companies at all levels such that key metrics are met, including, in part, bench strength (two deep), internal promotions. Create processes and programs for on-going development of managers and individual contributors
• Safety/Risk: Advances safe work practices and environments. Develop and implement best practices to support a safety-conscious work environment resulting in a risk-free workplace. Work directly with WSI and management on the WSI Claims process, filing employee near misses, incidents and injuries. 
• Continuous Improvement: Drive’s improvement in all of ABM through use of continuous improvement and lean methods and tools; sustain improvements made and demonstrates on-going improved performance levels.
• Business/Customer Relationships: Conducts and maintains such relationships with industry and trade associations, representatives of government, public service organizations, customers and vendors as necessary Engages in other outside activities consistent with the organization’s responsibilities in the community and the industry.
• Competition: Maintains awareness of the competition, opportunities for expansion, customers, markets and industry developments and standards
• Accountability:  Collaborates with key members of the management to establish and execute the organizational strategic plan by setting outcomes, tracking progress and attaining goals.
• Special Projects – Direct special projects including compliance, mergers and acquisitions, investigations, research and analysis.

Interactions with Others

(Internal/ Organizational & External/ Customer Contact)

High-level contact with others in key positions. Contact usually involves several areas within the organization and/or with community, government, business leaders, media and dignitaries. Typically handles highly sensitive and/or confidential

information. Anticipates customer needs and regularly motivates or influences others to deliver customer service excellence. Will usually resolve and respond to highly sensitive or confidential issues requiring immediate resolution to rectify situations.  Requires exceptional interpersonal and communication skills to develop relationships.  Identifies barriers and sets standards for excellence with customer contact. 

Problem Solving

Problems are complex, varied and only vaguely related to what has been seen before.  Determining and identifying the problem requires major individual effort and/or consultation with those within department or organization.  Must be able to develop new and non-standard approaches to problem solving.  

Decision Making & Impact

High degree of independent judgment is required to create and recommend established organizational objectives.  Develops strategic direction, goals, plans and policies for area of responsibility, and is accountable for overall results. Has authority to make independent decisions on matters of significance.  Decision-making impacts organization.

Supervisory Responsibilities

Vice President - Reports to President/CEO. Typically directs exempt/professional and/or non-exempt employees. Has full budget responsibility for respective department(s) or program(s). Has full budget responsibility for respective department(s) or program(s).  Recommend and authorize policy implementation.

Work Complexity

Tasks and responsibilities require integration of diverse functional areas and involve variables that range from highly detailed to more abstract. Work is substantially varied, and requires the interpretation of technical and detailed guidelines, policies and procedures in combination.

Competencies

• Leadership Disposition: Demonstrates the traits and dispositions that characterize successful leaders; exhibiting behavior styles that meet the demands of the leader role (engages people, drives towards success, sustains a positive outlook, shows discipline and inspires confidence).  Demonstrating an awareness of own strengths and development needs as well as the impact of own behavior on others; modifying behavior based on self-awareness to improve impact (invites feedback and translates insight into action).
• Strategic Thinking/Establish Strategic Direction: Obtaining information and identifying key issues and relationships relevant to achieving a long-range goal or vision; committing to a course of action to accomplish our strategic objectives. Developing and using collaborative relationships to facilitate the accomplishment of company goals.
• Business Acumen: Using economic, market, and industry data to understand and improve business results; using ones understanding of major business functions, industry trends, and our position to contribute to effective business strategies and tactics.
• People Leadership: Define structure and accountability to drive performance. Visibly recognize individual, team and organizational success.  Foster a culture of learning and development. Engage others in setting direction, priorities and objectives to support our vision and strategy.  Create an environment that attracts and retains top talent.
• Facilitating Change/ Change Leadership: Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.  Examine assumptions and challenge the status quo. Set expectations for and reward appropriate risk taking. Recognize and communicate the need for change.
• Influencing Others/Gaining Commitment/Alignment: Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations and individuals involved (opens discussions effectively, developing others and own ideas and facilitates agreement).  Ensure systems and processes support our vision, mission and strategy.
• Results Driven: Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continues improvement. Hold the business/function and teams accountable for achieving expected results.  Repeatedly deliver consistent, high-quality results.
• Communicating with Impact: Clear, precise, well-organized communication with strong listening skills and presents self and information persuasively and credibly. Put customer and employee needs ahead of personal wants. Shares information readily, communicate proactively with customers and employees. Errors on the side of over communicating. Recognize how communication affects employee behaviors. 
• Customer Focus: (internal and external): Ensuring that customer perspective is a driving force behind decision sand activities; drafting and implementing service practices that meet customers and our employees’ needs.
• Lead with Integrity: Consistently demonstrate the importance of ethics and compliance.  Clearly define expectations.  Maintain an environment of trust and openness.  Admit mistakes and take positive action to correct them. Deliver on commitments.  Demonstrate confidence and personal tenacity. Consistently evaluate own ethical leadership.  Maintains ABM’s stability by establishing and communication a value system’s enforcing ethical practices; inspiring service excellence.

Physical & Mental Demands/ Working Conditions & Environment

Standard movements with limited physical exertion required. Normal day hours and travel required.

Education, Experience, Licenses & Certifications

• Bachelor’s Degree Required
• 5+ years’ experience related to the position

Work schedule

• Monday to Friday

Benefits

• Health insurance
• Dental insurance
• 401(k)
• 401(k) matching
• Life insurance
• Disability insurance
• Paid time off