Vice President, Regional HR Director

Best People + Right Culture. These are the driving forces behind JE Dunn’s success.

By hiring inspired people, giving them interesting and challenging work, enabling them with innovative tools, and letting them share in the company’s rewards, we’ve found a sustainable way to grow in our industry for the last 100+ years.

Our diverse teams around the country strive to enrich lives through inspired people and places everyday, and we need inspired people like you to join us in our pursuit of building perfection.

Role Summary

The Vice President, Regional Director, supporting our East Region, will co-create and drive the execution of People Plans for the East and Healthcare Regions. Currently, the East and Healthcare Regions have approximately 650 employees generating $2 Billion + in revenue. Overall responsibilities include oversight of development and implementation of People Plans for the Regions to meet business goals, direct management of employee relations, and coaching/guidance to Leadership to sustain engagement and retention. This position will achieve the goals set in a cross-functional environment with strong partnership, and sponsorship from the Regional Presidents and their direct reports as well as partnering with HR Centers of Excellence (Talent Acquisition, Leadership & Talent Development, L&D, Compensation & Benefits, and HR Technology & Analytics). All activities will be performed in support of the strategy, vision, and values of JE Dunn.

• Autonomy & Decision-Making: Makes decisions within defined limits of authority and consults supervisor on other decisions.
• Career Path: Various

Key Role Responsibilities - Core

HUMAN RESOURCES LEADERSHIP – CORE

• Drives the People Plans of the Region with partnership, thought leadership, and sponsorship from the Region President, as well as functional support from Chief People Officer and respective HR teams.
• Partners with HR peers to ensure strategy, development, and implementation of HR programs and policies are aligned with Region strategic objectives.
• Prepares and delivers on-going and ad-hoc presentation updates specific to People Plans to Senior Executives (Region President, Chief People Officer, Executive Leadership Team, and CEO).
• Develops the implementation plan, implements, and monitors HR cyclical calendar of events throughout the year. This includes but is not limited to goal setting, annual benefit enrollments, well-being initiatives, end of year performance evaluation and aligned rewards.
• Plans, directs, and supervises all activities relating to specific development initiatives for the Region to grow talent. Provides HR support, guidance, and coaching/counseling to regional managers regarding people plans to achieve their business goals.
• Provides on-going visibility of talent flow (i.e., hires, terminations, open positions) and employee experience (i.e., engagement scores and action plans) to Region leadership team.
• Leads the investigation and resolution of employee relations issues, conflicts in work groups, and anticipates problems whenever possible, and develops, recommends, and initiates appropriate steps for resolution.
• Key stakeholder in the company-wide creation and administration of other HR offerings and services.

Knowledge, Skills & Abilities

• Ability to perform work accurately and completely, and in a timely manner
• Communication skills, verbal and written
• Proficiency in applying employee/labor relations, talent acquisition, overall leadership, talent development, and business acumen
• Proficiency in assessing data and applying creative problem solving to discover useful and actionable information
• Ability to think critically to make connections, test assumptions, and use evidence to arrive at the best business outcome for each key priority
• Ability to present information internally and externally through compelling story-telling and simplified communication
• Ability to proactively develop and execute company’s people priorities
• Proficiency in translating business strategies into critical talent & workforce strategies/initiatives
• Ability to influence the organization leaders work with people of varying backgrounds and organizational levels
• Ability to multitask, probe, analyze and problem-solve issues with minimal guidance