Homeoffice Vice President, HR - Corporate Functions (Northfield, IL) bei Medline

Job Summary

The Vice President, Human Resources (HR) - Corporate Functions leads the planning, development, implementation and administration of HR services for Medline's Legal, Finance, Quality, IT, Facilities/Procurement, and HR groups. This individual serves as the strategic business partner for respective executive leadership teams. In addition, the VP identifies, develops, and implements key HR strategies and solutions that maximize return on investment, revenue, profit, and organizational effectiveness.  

Job Description

CORE JOB RESPONSIBILITIES

• Establish and/or implement the vision for HR initiatives and build buy-in from stakeholders. Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization. Advise leadership on change management considerations in support of key business initiatives.
• Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues and support business growth. In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs, and participate in the interview process as needed.
• Foster a culture of positive employee relations by counseling and assisting leaders to maintain, identify, and implement actions that improve or maintain a positive employee relations environment. Identify any internal and external factors that may affect employee retention; address these issues by working in concert with leadership and other areas of HR as needed (Compensation, Benefits, Legal, OD, TA) to develop proactive strategies to meet or exceed turnover goals.
• Assess and designs processes and programs. Evaluate the effectiveness of current programs and identify opportunities for improvement. In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives. Influence the design and deployment of existing and new programs that address the organization’s emerging business needs.
• Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance.
• Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustment and changes that best optimize the effectiveness of the overall organization.
• Influence the current mindsets of executive leaders to gain buy in for organizational change across senior leadership. Encourage leadership to support activities that drive and foster our desired culture. Challenge assumptions and take appropriate risks to influence the organization.
• Work on the assessment of organizational talent. Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans. Partner with leaders to align structure, roles, and processes to organizational objectives.
• Effectively drive strong partnerships with other areas of HR to assure collaboration in proactively working with executives and management to deliver value added service and workforce strategies and programs to meet current and future business objectives of the organization.
• Management responsibilities include: Typically, manages through Directors and Managers; Provides leadership and management to one or more major departments of an operating unit or to a department that has system-wide accountability; Strategic, tactical and operational planning (24 + months) for the function or department; Direct budgetary responsibility for one or more departments, functions or major projects/programs; Interpret and execute policies for departments/projects and develops; Recommend and implement new policies or modifications to existing policies; Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies.

MINIMUM QUALIFICATIONS

Education

• Bachelor’s Degree.

Relevant Work Experience

• At least 5 years of experience managing people.
• At least 10 years of human resources or related experience.
• Experience in highly matrixed complex environments and demonstrated ability to drive transformation, innovation and improvements in operational efficiencies across multiple interconnected businesses and teams.
• Experience demonstrating advanced analytical ability and business, industry and financial acumen; understands the role employees and leaders play in driving financial performance.
• Experience demonstrating initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
• Experience demonstrating expert knowledge in the use of data, evidence based research, benchmarks, HR and business metrics to make critical decisions.
• Experience demonstrating In-depth knowledge of Human Resources-related laws, regulations and policy as well as experience advanced human resources-related programs and initiatives; able to navigate global labor laws/issues, leveraging local partners/resources.

Additional

• Ability to build constructive & effective relationships, develop networks and successful alliances in support of business initiatives.
• Demonstrated advanced consulting skills and ability to effectively develops, implements and apply organizational strategies to address complex business challenges including change/succession management, workforce planning, leadership development and organization design.
• Demonstrated advanced knowledge and expertise of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, and regulatory compliance and employment laws.
• Demonstrated leadership and excellent communication, presentation and interpersonal skills. Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results. Ability to advise leaders on leading people through change management.
• Position may require travel for business purposes (US and/or Global).

PREFERRED QUALIFICATIONS

• Master's degree
• SPHR, SPHRi

Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.

The anticipated salary range for this position:

$201,760.00 - $302,640.00 Annual

The actual salary will vary based on applicant’s location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold.

Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For a more comprehensive list of our benefits please click here. For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp.

We’re dedicated to creating a Medline where everyone feels they belong and can grow their career. We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best. Explore our Belonging page here.

Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.

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