ABOUT NATIONAL INDUSTRIES FOR THE BLIND (NIB)
Our mission is to enhance the opportunities for economic and personal independence of people who are blind, primarily through creating, sustaining, and improving employment. NIB and its network of associated nonprofit agencies are the nation’s largest employer of people who are blind. Learn more.
ABOUT THIS ROLE
Reporting to the Executive Vice President and Chief Program Officer, the Vice President, Human Resources provides leadership, vision, and strategic direction for the organization’s human resources function in support of NIB’s overall business plan and strategic direction of the organization, specifically in the areas of talent management, learning and development, organizational development, performance management, compensation, and employee support services. This position will be the chief architect of all human resources policies and practices across the organization to foster a healthy, vibrant, and equitable work environment.
Overall, the Vice President, Human Resources will offer timely, forward-thinking counsel and guidance on issues related to NIB’s use of talent and collaborate effectively with the senior management across the organization to align human resources policies and programs with the strategic goals of the organization. They will partner with key stakeholders and customers to ensure relationship-based collaboration, development of annual and long-term objectives, and actively plan for, address, and forecast future HR needs (inclusive of process, infrastructure, and change management), and execute accordingly.
A FEW ESSENTIAL DUTIES/RESPONSIBILITIES
- Serves as internal consultant to executive leadership team and employees on human resource and employee relations issues to improve and maximize performance and positively influence business relationships and interactions.
- Establishes and implements HR efforts that effectively communicate and support NIB’s mission and strategic vision.
- Identifies key performance indicators for the organizations human resource and learning and functions; assesses the organizations success and market competitiveness based on these metrics.
Compensation and Benefits
- Provide strategic leadership and operational management for the planning, development, and administration of an innovative benefits strategy that will attract, engage, and retain top talent. This includes design, implementation, communication, compliance, and evaluation of health, retirement, paid time-off, disability plans, and other voluntary benefits.
- Provide strategic direction and operational management for all Compensation and Rewards programs, including the design, communication, and execution.
- Continuously evaluate and evolve our Compensation and Rewards programs to ensure they are externally competitive, internally aligned with our business needs, and ultimately incenting the intended behaviors/outcomes.
Learning & Development
- Leads oversight of all employee development training, designed to increasingly expand the job performance and leadership skills for all employees. The various offerings of learning and development are diverse, complex professional development programs encompassing significantly different purposes and audiences.
- Leads and directs the organization’s learning and development and performance management program goals, objectives, and outcomes to include leadership, individual and organizational development. Proactively creates and executes strategies for identifying and developing high potential. Provides counsel and guidance regarding performance challenged staff.
Quality Work Environment (QWE)
- Oversee and advise the AbilityOne Commission QWE initiative to help associated agencies discover and implement new and improved practices that enable the development and growth of employee’s careers.
Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) is fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advises our clients to operationalize DEI and position our content and educational opportunities to help strengthen the talent management capacity of the social impact sector. See the full statement.