Vice President Human Resources

Position Overview

OIC of America is at a pivotal moment of transformation—honoring a rich 60-year legacy while

reimagining the future. We seek a dynamic Vice President of Human Resources who brings the agility,

innovation, and problem-solving mindset of a startup leader to build and scale our HR function in a

fast-evolving environment. This leader will drive the creation of processes, systems, and

structures that enhance the employee experience while effectively managing our HRIS vendor partner

(Insperity), and it’s plethora or resources to deliver seamless HR operations.

The VP of HR will play a critical role in shaping a culture that attracts, develops, and retains

top talent while fostering collaboration, inclusion, and a shared sense of purpose across all

levels of the organization. As the senior HR leader, the VP of Human Resources will oversee all

aspects of talent strategy, including workforce planning, organizational design, talent

acquisition, performance management, compensation, benefits, and compliance. Serving as a key

member of the executive team, this role requires a strategic thinker who can build from the ground

up, and is comfortable wearing multiple hats to align people initiatives with the organization’s

mission and vision.

Strategic Planning & Forecasting

Work closely with the CEO and executive leadership team to develop the organization’s strategic

plan.

Forecast future HR needs and identify potential risks and opportunities. Ensure HR policies and

practices align with the organization’s overall goals and objectives.

Develop and implement workforce strategies to support the organization’s growth and sustainability.

Establish and maintain effective relationships with external HR related organizations and service

providers.

Position Overview

OIC of America is at a pivotal moment of transformation—honoring a rich 60-year legacy while

reimagining the future. We seek a dynamic Vice President of Human Resources who brings the agility,

innovation, and problem-solving mindset of a startup leader to build and scale our HR function in a

fast-evolving environment. This leader will drive the creation of processes, systems, and

structures that enhance the employee experience while effectively managing our HRIS vendor partner

(Insperity), and it’s plethora or resources to deliver seamless HR operations.

The VP of HR will play a critical role in shaping a culture that attracts, develops, and retains

top talent while fostering collaboration, inclusion, and a shared sense of purpose across all

levels of the organization. As the senior HR leader, the VP of Human Resources will oversee all

aspects of talent strategy, including workforce planning, organizational design, talent

acquisition, performance management, compensation, benefits, and compliance. Serving as a key

member of the executive team, this role requires a strategic thinker who can build from the ground

up, and is comfortable wearing multiple hats to align people initiatives with the organization’s

mission and vision.

Executive Leadership Team Collaboration

Work closely with the executive leadership team to develop and implement HR strategies that support

the overall mission and goals of the organization. Contribute to the strategic planning process by

providing insight on HR trends, talent management, and organizational development.

Represent HR and talent acquisition on the executive leadership team, ensuring that HR perspectives

are considered in all decisions and initiatives.

Collaborate with other members of the executive leadership team to identify staffing needs, develop

job descriptions, and create effective recruitment strategies to attract top talent.

Foster strong working relationships with all members of the executive leadership team to ensure

effective communication and alignment of HR initiatives with the broader goals of the organization.

Culture Management & Employer Brand

Design an employer brand and experience that centers around the tagline “We Believe in You” and

encompasses key experiences that Welcome Engage, Grow and Celebrate the team.

Foster a strong and cohesive organizational culture by promoting collaboration, trust, and

engagement, ensuring alignment with the OICA’s mission and strategic goals.

Develop and implement initiatives that enhance workplace morale, strengthen leadership

effectiveness, and support a positive employee experience across all levels of the organization.

Talent Development

Design and implement comprehensive talent development initiatives that foster continuous learning,

leadership growth, and career advancement at all levels of the organization.

Create programs that equip employees and leaders with the skills, knowledge, and mindset needed to

drive organizational success, ensuring a strong internal pipeline for future leadership roles.

Human Resources Information System (Insperity) Leader

Serve as the administrator of the system.

Conduct biweekly business meetings with the Insperity team. Input all employee changes and

requisitions.

Coordinate all people processes including: Selection, Onboarding, Performance Management, Benefits,

Learning and Payroll.

Provide Tier 2 support for employees.

Compensation & Total Rewards Strategy

Design and oversee a competitive and equitable total rewards strategy, including compensation,

benefits, and recognition programs, to attract, retain, and motivate top talent within budgetary

and organizational goals. Continuously evaluate and refine compensation structures, benefits

offerings, and incentive programs to ensure alignment with industry standards, employee needs, and

OICA’s financial sustainability.

Talent Acquisition

Identify staffing needs and develop job descriptions to attract top talent. Develop and lead

recruitment efforts, including identifying and cultivating diverse candidate pools.

Oversee onboarding and training processes to ensure new employees have a successful start.

Create and implement employee retention strategies to attract and retain high-performing employees.

Develop and implement metrics to measure and track the success of talent acquisition efforts.

Performance Management

Develop and implement performance management processes and programs to ensure that employees are

engaged, productive, and meeting the expectations of the organization.

Employee Relations and Management

Handle employee grievances and conflicts and ensure compliance with applicable employment laws and

regulations.

Develop and implement strategies and programs to support employee development, growth, and career

advancement.

Develop and implement effective employee communication strategies.

Diversity, Equity and Inclusion:

Develop and implement strategies to ensure diversity, equity and inclusion are prioritized

throughout the organization.

Establish and maintain partnerships with diverse organizations to increase diversity in candidate

pools.

Develop and implement programs that support a culture of equity and inclusion.

Provide training and education for all employees on inclusivity topics. Create and implement

metrics to measure and track the success of inclusivity initiatives.

Employment Regulation Leadership:

Stay up-to-date on federal, state, and local employment laws, regulations, and compliance

requirements and ensure that the organization is adhering to all employment laws.

Ensure that all HR policies, procedures, and practices are in compliance with relevant employment

laws and regulations.

Ensure that the organization’s employee handbook is up-to-date and that all employees are aware of

the policies and procedures.

Stay informed of changes in payroll rules and regulations and ensure that payroll is processed

accurately and timely.

Attend conferences, webinars, and other training opportunities to remain current with employment

law changes and developments.

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree

preferred.

15+ years of progressive leadership experience in human resources, preferably in a non-profit

organization.

Non-profit Board experience a plus.

Strong understanding of employment laws and regulations, compensation and benefits practices, and

talent management strategies.

Demonstrated experience in developing and implementing effective HR policies and programs that

align with the organization’s goals and values. Excellent leadership and management skills, with

experience leading and developing high-performing teams.

Strong communication and interpersonal skills, with the ability to effectively communicate

HR-related information to non-HR stakeholders.

Passion for the mission and work of the organization.

Commitment to diversity, equity and inclusion, and demonstrated ability to

build and maintain inclusive work environments.