Job Openings >> Vice President of Human Resources
Vice President of Human Resources
Summary
Title:Vice President of Human Resources
ID:1025
Organization:Covenant Retirement Communities
Location:Chicago, IL
Description
Covenant Retirement Communities
 
Vice President of Human Resources
Opportunity Guide
 
http://www.covenantretirement.org/
 
“As a ministry of the Evangelical Covenant Church, Covenant Retirement Communities celebrates God's gift of life in Christian community. We follow the Great Commandment to love and serve God and one another as taught by Jesus Christ. That compels us to affirm the dignity of each person and to pursue excellence and financial integrity in all that we do.
As we provide a broad range of resources, services and programs to enhance individual and community wellness, we collaborate with residents and families to achieve the best possible results. While seeking to foster independence, we respond to each individual's evolving needs in order to provide the security that assures peace of mind.”
 
Covenant Retirement Communities is one of the nation’s largest not-for-profit retirement housing organizations.  With 14 communities in 8 states (California, Colorado, Connecticut, Illinois, Florida, Michigan, Minnesota and Washington) and more than 2,800 employees, CRC provides exemplary service to 5,000 residents.  Its commitment to mission, prudent financial management and forward thinking makes each community, and the entire system, a thriving and vibrant choice for residents and employees.  CRC’s central services office is located in Skokie, Illinois, just outside of Chicago. 
 
Covenant Retirement Communities (CRC) traces its roots to the Home of Mercy opened in Chicago in 1886.  Since then, the church became the Evangelical Covenant Church (ECC), CRC’s service parent.  Now, more than a century later, CRC has become ECC’s service to senior adults.  The covenant of service kindled on the streets of Chicago burns brightly across the country. CRC welcome those of all faiths and those who do not embrace a faith.
 
CRC’s relationship with its service parent, the Evangelical Covenant Church is a vital one.  Founded in 1885, The Evangelical Covenant Church (ECC) is a rapidly growing, multi-generational, multi-ethnic denomination of churches with 850 congregations in the United States and Canada with ministry partnerships in nearly 40 countries on five continents.   In the US alone, the ECC takes pride in its 27% diversity of membership, far outpacing its sister denominations, with a goal of a Mosaic of membership by 2020 of 35%.  The ECC sponsors a number of affiliated ministries in addition to CRC, including hospitals and North Park University and Theological Seminary.  For more information on the ECC, visit www.covchurch.org.
 

The Opportunity:  Vice President of Human Resources
 
CRC is looking for an experienced, strategic human resources leader to provide contemporary leadership to the department, manage a staff team of dedicated professionals, and develop and nurture a vision for excellence in all human resources and leaderships matters.  The next Vice President will serve as an integral part of CRC’s senior operations team, reporting in to the Chief Operating Officer.  This role will bring and develop strategies to the Operations team with an ultimate goal of earning a high level of credibility as an effective and responsive centralized service in the organization.  This position will lead CRC’s efforts to become an employer of choice in the Senior Living industry.  It is imperative that the successful candidate contribute to fostering a work environment and culture that embodies the mission and values of CRC and the Evangelical Covenant Church.
 
The Vice President of HR will be the primary HR strategist.  Additional functional responsibilities include oversight of the development, implementation and maintenance of system-wide human resource policy and procedure, including Strategic Planning, Recruitment and Onboarding, Performance/Talent Management, Training and Development, Employee Relations, Compensation and Benefits, and General HR Administration.
 
S/he will supervise a central team of four, including the National Director of Human Resources, Human Resources Coordinator, HR Systems Administrator, and Payroll Administrator. Indirectly, s/he will provide leadership to the Executive Directors and HR Directors at each of CRC’s individual campuses. 
 
Performance Objectives
 
General Leadership
  • Plan, develop, organize, implement, and direct the system-wide human resource function and evaluate its performance.
  • As a key member of the CRC Operations Team, ensure optimal HR policies and procedures matching institutional philosophies and migration of culture and that those policies and procedures remain current and in alignment with the talent marketplace(s).
  • Serve as an organizational resource by providing appropriate training and support to the staff, Operations Team, campus senior leaders, affiliate organizations, and others involved in human resources.
  • Participate  in the  development  of  the  organization's strategic  plans  and  programs serving  as a strategic  partner,  most  particularly  from  the  perspective  of  its  impact on  people; translate the strategic and tactical business plans into human resource strategic and operational plans.
  • Maintain a visible presence (self and team) with each CRC campus, serve as the leader of a team of trusted advisors on all human resource related matters, and ensure that each has the materials and resources needed for various HR functions.
  • Demonstrate a working knowledge and ability to coach and instruct others on the body of law or specific laws, codes, ordinances, etc. applicable to human resource management, employee relations and basic payroll management.
  • Fosters a culture of collaboration throughout CRC, encouraging cooperation and accountability.
  • Oversee and manage the budget and other financial measures of the system human resources function and participate in the development of and share responsibility for budgetary performance of all HR expense areas.
 
 
Human Resources Management & Implementation
  • Develop  and  implement  programs  and  policies  that  attract  the  best  people  and  retain  talented associates within the organization.   Direct the development of programs to allow the organization to encourage development and increased performance of all associates. 
  • Ensure system-wide orientation and training programs are consistent, current and regularly implemented to raise the overall ability of associates to excel in their goals.
  • Direct the enhancement/development and implementation of human resources policies and procedures by way of systems that will improve the overall operation and effectiveness of the organization.
  • Develop and oversee competitive compensation and benefits programs to provide motivation and rewards for effective performance.
    • Monitor benefits to ensure they are both cost effective and supportive of employee needs; negotiate with vendors as needed.
    • Manage the annual review process for incentive compensation program(s); make recommendations for modifications as needed to ensure attractiveness and intent of programs is maintained.
  • Identify and track key human resource indicators to anticipate problems, alternatives and analyze target solutions.
  • Maintain knowledge of HR policies, programs, laws and regulations, and other compliance requirements.
  • Direct and execute day-to-day operational HR functions, including labor and union relations, compliance and personnel administration.
  • Respect and safeguard the confidentiality of information including HIPPA, regarding residents, employees and guests.
 
Staff and Performance Management
  • Promotes growth and development of human resources staff, including learning new skills and advancement opportunities both personally and professionally.
  • Create the vision for, implement and evaluate training programs that will help to continually improve competency levels of associates.
  • Develop and lead an organization-wide strategy for recruiting and onboarding a high quality and diverse workforce.
  • Participate in the selection, development and evaluation of campus human resource professionals to ensure a high level of credibility.
  • Support an aggressive learning and development process and programs designed to build leadership talent at all levels of CRC, including leadership programs for CRC’s executive team.
  • Develop and oversee a system of effective performance reviews, which links individual performance to organizational outcomes, values and core competencies.
  • Appropriately investigate and resolve grievances and complaints.
  • Ensures a solid and fair separation program is in place, centrally and locally, to ensure risk is mitigated and CRC is fully protected.  Supports and assists in associate separations as needed. 
 
The Qualified Candidate
 
The next Vice President of HR will foster a workplace environment consistent with the vision, mission, and history established by CRC while simultaneously integrating HR issues of the current and future workforce.  The successful candidate will have a demonstrated ability to integrate an HR system with consistent practices, efficient operations, and streamlined processes across all entities of CRC – a multisite, multi-state organization.  S/he will provide evidence of leading strategic direction of all human resource programs and policies, and the ability to forge positive, trusting relationships between HR professionals and staff.
 
The ideal candidate will be a creative senior leader and expert in the field of human resources, bringing knowledge of best practices and the use of technology to implement/manage systems.  S/he will bring demonstrated accomplishments in driving key organizational priorities with evidenced change and enhancement of outcomes.  HR experience in senior living, aging services, and healthcare settings is strongly preferred.  Familiarity with the Evangelical Covenant Church is ideal, but not required; however, they must have an active participation in an Evangelical Church.
 
Specific Requirements Include:
 
  • 10+ years related human resources experience, with a minimum of 7 years in a human resources leadership position.
  • Bachelor’s degree required, with relevant advanced training or degree desired; SPHR certification is preferred.
  • Demonstrated passion for and commitment to the vision and mission of Covenant Retirement Communities, coupled with an executive level skill set.
  • Committed to an active Christian faith life; ability to fully support the mission of the Evangelical Covenant Church; comfort with the intersection of faith life and professional objectives.
    • Advanced knowledge/understanding of labor laws, all HR functions, and best practices from a tactical and strategic viewpoint. Involvement in and with continuing education and industry leadership is preferred. 
    • Proven ability to develop a highly productive, effective team by coaching staff, building teams and enhancing professionalism within the department.
    • Ability to relate to and interact with all levels of a highly diverse workforce from front line to c-suite as well as organizational trustees and board members.
    • Excellent interpersonal, oral and written communication skills with the ability to serve as the spokesperson for the department and a face of the central services leadership.
    • Team player who can give and take advice and support in order to ensure the fulfillment of CRC’s mission.
    • Entrepreneurial spirit, creative problem solver, and strong collaborator.
    • Excellent project management skills, with an ability to multitask, focus attention to detail while maintaining an understanding of the big picture of the organizational structure and goals.
  • Ability to work outside standard work hours and to travel locally and nationally (estimated annual average is 30 – 40% outside metro-Chicago); a current driver’s license is required.
 
 
This position offers a competitive salary with strong benefits. Relocation assistance is offered.  All inquiries will be held in strict confidence.
 
To Apply
 
This search is being managed by Heather A. Eddy, CFRE, President and CEO of Alford Executive Search.  To apply, candidates must complete the online application at http://alfordexecutivesearch.applicantstack.com/x/openings and thereon submit their cover letter and resume.  Due to extremely high volume of applicants, no applications will be accepted via email. Questions may be addressed to Kelly Monahan at kmonahan@alfordexecutivesearch.com.
 
Alford Executive Search, a division of KEES (www.alfordexecutivesearch.com) is a retained search firm dedicated to providing recruitment services of exceptional quality and strengthening the not-for-profit community through professional staffing solutions.
This opening is closed and is no longer accepting applications
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