Vice President of Human Resources

 Girl Scouts of Central Illinois offers professional opportunities for talented, forward-thinking individuals who share our vision of helping girls and young women change the world for the better. 

This position is a full-time exempt, benefit eligible position, including: medical, dental, life, long-term disability, EAP, 12 paid holidays a year, 3 weeks of vacation, 40 hours of personal time, and 7.3 hours of accrued sick time each month. Additionally, we offer a 403b Retirement plan and up to 3% match after 1 year, 6 weeks paid parental leave after 1 year, and the option to enroll in many other supplementary benefits. We offer a casual work environment and the week between Christmas and New Years off! We also offer 2 days work from home (not including February and March) after 6 months of employment.

Reporting to the CEO, the Vice President of Human Resources is part of the Senior Leadership Team and takes a future-oriented and leadership role in creating, implementing, and managing appropriate practices and policies that will support strategic business goals and fulfill the organization’s workforce needs, including talent acquisition, employee benefits, employee engagement, personnel policies, and helping to shape and promote a culture of trust and mutual support. The VP of Human Resources must be able to support GSCI’s workforce of 50-60 employees, including both exempt and non-exempt employees, respond well to pressure, be resourceful and efficient and maintain a high level of professionalism and confidentiality.       

1. Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
2. Lead the administration and implementation of the Employee Engagement Survey and work with the Senior Leadership Team to address areas of need.  
3. Administer the human resource programs including, but not limited to hiring, compensation, benefits, leave, disciplinary matters, disputes and investigations, performance and talent management, recognition, safety, and training and development.
4. Support the CEO Review Committee and the Policy Committee of the Board of Directors.     
5. Monitor and ensure the organization is compliant with federal, state, and local employment laws and regulations and recommend best practices; review and modify policies and practices to maintain compliance.
6. Provide mentoring and coaching to supervisors when requested or necessary. 
7. Review, track, and document compliance with mandatory employee training and certifications. 
8. Recruit, interview, and facilitate the hiring of qualified job applicants for open positions; collaborate with departmental leaders to understand skills and competencies required for openings and assist with on-boarding. 
9. Serve with positivity and promote a trust-based culture ensuring a well understood mission, vision, and values that are lived and felt throughout the organization and drive strong levels of employee engagement.   
10. Implement new hire orientation and employee recognition programs.
11. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
12. Work with benefit vendors to secure competitive benefit offerings. Administer open enrollment and manage employee benefits and premium deductions.
13. Provide support to employees, including answering employee requests and questions. 
14. Continually update job descriptions and appropriate compensation levels.    
15. Oversee the payroll process from beginning to end.
16. Maintain HRIS and compile reports from database as needed and/or requested.
17. Support the Employee Engagement Committee. 
18. In collaboration with the Council’s Diversity, Equity, Inclusivity and Racial Justice Committee and Senior Leadership, drive the Council’s efforts to be an inclusive and a welcoming organization.    
19. Develop and implement recruitment and retention strategies tailored for a nonprofit workforce that includes volunteers, full and part-time staff, and seasonal camp staff.    
20. Perform other duties as required.

EMPLOYER REQUIREMENTS

• Believe in the mission of Girl Scouting and be a registered Girl Scout. 
• Be at least 21 years of age.
• Ability to pass a criminal and background check.
• Possess integrity, adaptability, patience, and enthusiasm. 
• Team player with excellent customer service skills.
• Computer experience with proficiency in Microsoft Office Products and HCM software. 
• Strong writing and verbal communication skills.
• Attention to detail and strong organizational and prioritization skills. 
• Ensure diversity and pluralism is embraced and incorporated into the work of the Council.
• Be familiar with safety rules and regulations and take reasonable steps to ensure their own health and safety, and that of others.
• Interpret and support GSUSA and Council policies and standard procedures.
• Uphold the code of conduct as outlined in the Girl Scouts of Central Illinois Employee Handbook.
• Represent the organization professionally and uphold the Girl Scout Promise and Law.

POSITION REQUIREMENTS

• Bachelor’s degree in human resources, Business Administration, or related field required; Master’s degree preferred. 
• At least five years of human resource management experience required.
• HR Certification preferred; SHRM or HRCI.
• Ability to work a flexible schedule including evenings/weekends; occasional overnights may be required. Ability to travel as job requires.
• Must have personal vehicle for regular travel throughout the council. Valid Driver’s license and insurance required.
• Deep understanding of employment law, labor regulations and compliance requirements.
• Strong conflict resolution and mediation skills.   

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.