St. John Knits
Base pay range
$225,000 – $235,000 / yr Vice President, Human Resources
Responsible for the entire Human Resources function, including organizational strategy, policies, programs and services for Talent Acquisition, Staffing, Workforce Planning, Benefits, Compensation, Recognition/Rewards, Performance Management, Employee Relations, Policy/Procedures and Legal Compliance. Corporate Initiatives
Strategized, developed, organized, implemented, directed, and evaluated the organization's human resource function and performance. Participated in the development of the organization’s plans and programs as a strategic partner and from the perspective of the impact on workforce. Translating the strategic and tactical business plans into HR strategic and operational plans. Developed and maintained the HR budget. Represented St. John Knits in the Talent Committee and other HR meetings with shareholders. Talent Acquisition and Workforce Planning
Oversaw and directed talent acquisition strategies for the organization. Worked with leadership to develop and implement plans, programs and strategies for short- and long-term succession planning along with people development. Evaluated and advised on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the organization. Developed staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company. Developed, implemented, and modified competitive and equitable compensation programs for all employees, including executives, professionals and non-exempt employees. Participated in the establishment of corporate long-range objectives regarding compensation and benefit programs. Analyzed and evaluated plans, policies, procedures, processes and practices for competitiveness, effectiveness and legal/regulatory and policy compliance. Employee Relations
Directs and conducts investigations and resolves complaints as needed. Provides recommended resolution to resolve employee relations issues across organization. Ensures consistent application of company policy and procedures. Prepares, reviews and completes documentation relating to employee relations matters as needed. Remains up to date on labor law issues related to employment and employee relations. Ensures compliance with all local, state and federal labor laws. Maintains personnel policies and procedures and conducts appropriate research, determines deficiencies and recommends solutions. Performance Management
Manages the execution and administration of the performance management process for the organization. Guides and supports management through the process of addressing under-performing employees. Interprets policies and procedures to ensure all level of managers are consistent with disciplinary action. Provides evaluation of the human resource department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth. Organizational Development
Partners with Department leaders on strategic objectives. Develops and implements human resources strategies which support business goals and build organizational capability for efficiency. Identifies talent and assists in development towards transfers/promotions and career progression. Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributors and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs. Training & Development
Identifies, develops and implements training initiatives that support the brand, culture and philosophy of St. John Knits. Assists and/or conducts training as needed. HRIS & Legal Compliance
Enhances and/or develops, implements and enforces human resources policies and procedures of the organization through systems that will improve the overall operation and effectiveness of the organization. Oversees the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources. Maintains knowledge of international HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs. Experience in managing workers’ comp claims, PAGA legal matters and LOA policies. Additional Responsibilities
Demonstrates high degree of professionalism in communication, attitude and teamwork with customers, peers and management. Demonstrates high level of quality work, attendance and appearance. Adheres to all Company Policies & Procedures, Code of Ethics and Safety Regulations. Adheres to local, state and federal laws. Additional responsibilities assigned by supervisor related to your position/department. Travel may be required as necessary. Ability to be flexible and willing to work extended hours when necessary. Manages multiple brands through shared services. Enjoys rolling up their sleeves as an individual contributor when needed. Supervisory Responsibilities
Directly manages Human Resources, Talent Acquisition and Benefits team including Directors, Managers, Coordinators and Clerks. Provides coaching, direction, develops and empowers direct reports. Ensures workflow and processes are to maximum efficiencies for business necessity. Organizational Relationships
Interacts with all levels throughout organization including executives, employees and outside vendors. Minimum Qualifications
Competencies
Professionalism Client Focus Honesty and Integrity Communication Strategic Agility Business Acumen Leadership Motivator Time Management Thoroughness Results Oriented Planning Decision Making Negotiating Solutions Oriented Education/Experience
Minimum of 10 years of progressive HR generalist experience, plus retail experience required. Employee relations and employment law experience required. Experience working with senior level company executives. Knowledge of using Outlook, Powerpoint and Excel is required. Payroll knowledge and experience. Experience with ADP WFN. Seniority level
Executive Employment type
Full‑time Job function
Human Resources, Strategy/Planning, and Administrative Industries
Retail Luxury Goods and Jewelry, Retail Apparel and Fashion, and Online and Mail Order Retail
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$225,000 – $235,000 / yr Vice President, Human Resources
Responsible for the entire Human Resources function, including organizational strategy, policies, programs and services for Talent Acquisition, Staffing, Workforce Planning, Benefits, Compensation, Recognition/Rewards, Performance Management, Employee Relations, Policy/Procedures and Legal Compliance. Corporate Initiatives
Strategized, developed, organized, implemented, directed, and evaluated the organization's human resource function and performance. Participated in the development of the organization’s plans and programs as a strategic partner and from the perspective of the impact on workforce. Translating the strategic and tactical business plans into HR strategic and operational plans. Developed and maintained the HR budget. Represented St. John Knits in the Talent Committee and other HR meetings with shareholders. Talent Acquisition and Workforce Planning
Oversaw and directed talent acquisition strategies for the organization. Worked with leadership to develop and implement plans, programs and strategies for short- and long-term succession planning along with people development. Evaluated and advised on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the organization. Developed staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company. Developed, implemented, and modified competitive and equitable compensation programs for all employees, including executives, professionals and non-exempt employees. Participated in the establishment of corporate long-range objectives regarding compensation and benefit programs. Analyzed and evaluated plans, policies, procedures, processes and practices for competitiveness, effectiveness and legal/regulatory and policy compliance. Employee Relations
Directs and conducts investigations and resolves complaints as needed. Provides recommended resolution to resolve employee relations issues across organization. Ensures consistent application of company policy and procedures. Prepares, reviews and completes documentation relating to employee relations matters as needed. Remains up to date on labor law issues related to employment and employee relations. Ensures compliance with all local, state and federal labor laws. Maintains personnel policies and procedures and conducts appropriate research, determines deficiencies and recommends solutions. Performance Management
Manages the execution and administration of the performance management process for the organization. Guides and supports management through the process of addressing under-performing employees. Interprets policies and procedures to ensure all level of managers are consistent with disciplinary action. Provides evaluation of the human resource department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth. Organizational Development
Partners with Department leaders on strategic objectives. Develops and implements human resources strategies which support business goals and build organizational capability for efficiency. Identifies talent and assists in development towards transfers/promotions and career progression. Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributors and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs. Training & Development
Identifies, develops and implements training initiatives that support the brand, culture and philosophy of St. John Knits. Assists and/or conducts training as needed. HRIS & Legal Compliance
Enhances and/or develops, implements and enforces human resources policies and procedures of the organization through systems that will improve the overall operation and effectiveness of the organization. Oversees the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources. Maintains knowledge of international HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs. Experience in managing workers’ comp claims, PAGA legal matters and LOA policies. Additional Responsibilities
Demonstrates high degree of professionalism in communication, attitude and teamwork with customers, peers and management. Demonstrates high level of quality work, attendance and appearance. Adheres to all Company Policies & Procedures, Code of Ethics and Safety Regulations. Adheres to local, state and federal laws. Additional responsibilities assigned by supervisor related to your position/department. Travel may be required as necessary. Ability to be flexible and willing to work extended hours when necessary. Manages multiple brands through shared services. Enjoys rolling up their sleeves as an individual contributor when needed. Supervisory Responsibilities
Directly manages Human Resources, Talent Acquisition and Benefits team including Directors, Managers, Coordinators and Clerks. Provides coaching, direction, develops and empowers direct reports. Ensures workflow and processes are to maximum efficiencies for business necessity. Organizational Relationships
Interacts with all levels throughout organization including executives, employees and outside vendors. Minimum Qualifications
Competencies
Professionalism Client Focus Honesty and Integrity Communication Strategic Agility Business Acumen Leadership Motivator Time Management Thoroughness Results Oriented Planning Decision Making Negotiating Solutions Oriented Education/Experience
Minimum of 10 years of progressive HR generalist experience, plus retail experience required. Employee relations and employment law experience required. Experience working with senior level company executives. Knowledge of using Outlook, Powerpoint and Excel is required. Payroll knowledge and experience. Experience with ADP WFN. Seniority level
Executive Employment type
Full‑time Job function
Human Resources, Strategy/Planning, and Administrative Industries
Retail Luxury Goods and Jewelry, Retail Apparel and Fashion, and Online and Mail Order Retail
#J-18808-Ljbffr