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The Vice President, People & Engagement (PE) is the full scope and visionary leader accountable for all Human Capital initiatives and delivery. This leader will offer fresh and innovative approaches to the Human Capital landscape at MMG. As a member of the Senior Management Team serves as a trusted business partner and firmwide ambassador. Wide scope perspective should encompass talent architecture & planning, talent analytics, DEI initiatives, new ways of working and technology interface.
Leads the PE Team and develops forward looking policies, manages, directs, and coordinates mission critical activities, such as talent acquisition, engagement & retention, talent pipeline development, succession planning, compensation, total rewards, learning & development, and people services including culture development, wellness, ERG support. Provides hands-on and agile leadership and establishes guidelines, goals, and objectives for the PE Team.
ESSENTIAL DUTIES AND RESPONSIBILITIES
· Support executive leadership from a functional perspective, contributing to corporate strategies, specifically the long-term business plan and budget, and acting as a key advisor in all things related to human capital.
· Interpret and ensure alignment with MMG’s vision and strategy as established by Executive Management. Creates actions and sets direction to meet expectations established.
· As the steward of corporate culture, the role will inspire, lead, educate and communicate the values and expectations of MMG’s culture and philosophy to department staff and across MMG companywide.
· Build effective working relationships with internal stakeholders and be recognized as a trusted advisor in all areas of human capital leadership.
· Continue to build and socialize the DEI strategy, ensuring it is embedded in MMG’s culture and recognized in all aspects of future strategy and day to day operations.
· Collaborate with leaders across the organization to develop and execute the human capital agenda in a consistent manner.
· Lead and manage a team to deliver performance excellence, developing its HR expertise, measuring its impact, and facilitating professional development as required to ensure the team is informed and capable of exemplary delivery.
· Lead and develop modern compensation strategies, guidelines, and initiatives to support management in ensuring equity and fairness and supporting talent acquisition and engagement.
· Develop innovative ways to meet the business’ constantly expanding and evolving recruiting, pipeline development, retention, succession planning and DEI initiatives.
· Analyze, organize, and evaluate department operations and procedures to ensure effective controls are in place, and that department workflow objectives for service standards and efficiency are met.
· Foster collaboration and cohesiveness between members of the Management Team.
· Encourage a positive attitude within the department through ongoing feedback.
· Analyze the Company’s existing benefits policies and prevailing practices among similar organizations, to establish competitive benefits programs. Recommend changes to management and implement modifications to existing benefits’ program.
· Evaluate and make change as needed to the Company’s human resources policies and procedures to ensure a best-in-class philosophy. Monitor and track for effectiveness.
· Oversee all human resources related legal requirements, government reporting regulations and statutory requirements, and audit employment policies, procedures, practices, and reporting to ensure that all are in compliance .
· Oversee departmental performance management and participates in the delivery of employee annual performance appraisals. Monitoring on an ongoing basis for compliance and delivery.
· Collaborate with managers to address disciplinary action and to resolve employee grievances.
· Lead all human resources related communications, socializing new plans, introducing related corporate changes, and responding to related inquiries.
· Collaborate with department managers in the preparation of job descriptions for all positions and oversees the maintenance of all.
· Monitor Company results as they are affected by the department and investigate variances from budget.
· Organize, plan, coordinate, and attend monthly department meetings.
· Keep abreast of human resources related trends and legislation and regulations to determine impact of new developments on Company’s human resources policies, procedures, and benefits strategies.
· Develop and maintain positive Company relationships which may include travel, visitation and attendance at various conventions and meetings.
· Travel as required to perform the essential duties and responsibilities of the employee’s position and to fulfill educational requirements.
· Develops and maintains positive Company relationships which may include travel, visitation and attendance at various conventions and meetings. (May include overnight stays.)
· Travels as required to perform the essential duties and responsibilities of the employee’s position and to fulfill educational requirements. (May include overnight stays.)
· Other duties may be assigned.
SUPERVISORY RESPONSIBILITIES
Manages the assistant manager and/or supervisor, if any and is responsible for all members of the Human Resources department. Directly, or assisted by the assistant manager and/or supervisor, supervises all employees. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; performance appraisals; rewarding and disciplining employees; addressing complaints and resolving problems.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE
Bachelor’s degree and 10-12 years related experience and/or training; or equivalent combination of education and experience. 10 + years of experience in an HR/People/Talent role in a culture and mission focused, high-growth /entrepreneurial organization. 5+ years of experience managing a team of leaders and emerging leaders
LANGUAGE SKILLS
Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings. Writes clearly and informatively; Edits work for spelling and grammar; Able to read and to interpret written information.
MATHEMATICAL SKILLS
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions and decimals. Ability to compute rate, ratio, and percent. Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference and volume.
REASONING ABILITY
Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem-solving situations; Uses reason even when dealing with emotional topics.
COMPUTER SKILLS
To perform this job successfully, an individual should have knowledge of Office Productivity software such as Spreadsheet, Word Processing, Communications, and Human Resource-related software.
CERTIFICATES, LICENSES, REGISTRATIONS
A Certificate in Human Resources Management, the Professional in Human Resources (PHR) designation or the Senior Professional in Human Resources (SPHR) designation offered by the Society for Human Resources Management (SHRM) is preferred.
The Company may expect the employee to take other courses deemed appropriate to the employee’s job duties and responsibilities.
OTHER SKILLS AND ABILITIES
- Confident in navigating gray areas, is resilient in adjusting to changing circumstances and thrives in an inclusive, results-oriented, respectful, and data-driven culture.
- Resourceful problem solver who utilizes strong listening, data analysis, alternatives consideration, and risk and reward evaluation in making well-supported decisions.
- Able to work effectively across the industry and company to achieve mutual goals through shared intentionality, strong collaboration, and engagement commitment.
- Is a thoughtful and respectful colleague who embraces diversity, champions inclusion, and personally fosters a culture of belonging.
- Exhibits thought leadership about the ‘big picture’ but “sweats” the operational details.
- Operates effectively in a multi-faceted, collaborative, and transparent operating model where maintaining trust and objectivity are paramount.
OTHER QUALIFICATIONS
Possesses a valid driver’s license.
Ability to travel approximately 5% of the time.
Teamwork – Balances team and individual responsibilities; Exhibits objectivity and openness to others’ views; Gives and welcomes feedback; Contributes to building a positive team spirit.
Demonstrates an aptitude consistent with securing information, analyzing it, and making above-average decisions affecting the position’s area of responsibility as well as the overall operation of the department.
Judgment – Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually quiet.
(Vice President, People & Engagement[ 09-22]1)
QualificationsBehaviors
Preferred
Thought Provoking: Capable of making others think deeply on a subject
Team Player: Works well as a member of a group
Loyal: Shows firm and constant support to a cause
Leader: Inspires teammates to follow them
Innovative: Consistently introduces new ideas and demonstrates original thinking
Functional Expert: Considered a thought leader on a subject
Enthusiastic: Shows intense and eager enjoyment and interest
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
Dedicated: Devoted to a task or purpose with loyalty or integrity
Motivations
Preferred
Work-Life Balance: Inspired to perform well by having ample time to pursue work and interests outside of work
Goal Completion: Inspired to perform well by the completion of tasks
Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
Financial: Inspired to perform well by monetary reimbursement
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
