VP of People Operations

Reporting into the CEO, the VP of People Operations will lead a team of HR business partners responsible for providing operational services and support across the company. This role will have direct oversight and responsibility for the following:

People Ops functions:

  • Business partner & employee relations
  • HR Operations, Compliance and HRIS
  • Learning and Development
  • Performance Enablement & Talent Development
  • Employee experience & engagement
  • Talent Acquisition & On-boarding
  • Total Rewards & Compensation

KEY RESPONSIBILITIES

Strategic Planning

  • Understands the company’s ongoing strategic priorities to influence and guide leaders and employees toward solutions that improve business outcomes
  • Evaluates the team structure and annual strategy & priorities for continual improvement of the efficiency and effectiveness of the group
  • Assists CEO with managing the annual budget and other financial measures for the department
  • Provide People Ops team members with professional and personal growth opportunities.

Business Partner & Employee Relations

  • Establishes credibility throughout the organization to be an effective listener and problem solver
  • Promote the voice of the employees and prioritize action from exit interviews
  • Develop and lead employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of morale
  • Partner with people managers to improve employee engagement
  • Be a business owner with the legal team on all employee investigations
  • Drive change management & internal communications

HR Operations, Compliance, and HRIS

  • Oversee the Director of HR Ops who has responsibility for:
    • Internal programs, processes, and compliance related activities involving U.S. Labor and Employment laws and other regulatory requirements
    • Maintaining knowledge of HR policies, programs, laws, and issues. Understands the differences between domestic and international policies and programs and coordinates the integration of all such programs.
    • Existing employee benefits, including education, internal marketing and day to day admin
    • Legal requirements and government reporting regulations (e.g., AA, OSHA, EEO, ERISA, GDPR), and direct preparation of information required for SOX compliance
    • Workday (HRIS) business processes, maintenance, and enhancements to provide necessary insight and reports for critical analyses of the People Ops function and the people resources of the organization
  • Push automation and efficiency opportunities by deploying critical business processes in support of new programs and overall company scale
  • Facilitate senior level involuntary terminations, as needed, in partnership with direct managers
  • Help lead HR due diligence process for M&A opportunities
  • Develop, implement, and monitor HR policies, procedures, and standards
  • Provide technical advice and knowledge to others within the People Ops team

Learning & Development

  • Develop a strategic plan and oversee the execution of Care’s L&D approach
  • Proactively fold in new people programs w/ L&D needs
  • Determine how to best scale facilitation across offices
  • Coach leaders to become increasingly more effective at leading, managing and developing their teams, employees and cross-functional relationships

Performance enablement & Talent Development

  • Develops planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge
  • Help facilitate annual talent review/succession planning and drive ongoing action plans
  • Manage mentoring and executive coaching programs to help develop high potential employees
  • Own competency model integration across the business including L&D and interviewing approach
  • Modernize an effective performance enablement system, which includes assessment of performance and employee development & training programs, and succession planning.
  • Be a coach and mentor to a variety of employees, as needed

Employee Experience & Engagement

  • Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets
  • Continuously improve the new hire onboarding experience
  • Leverage a variety of listening posts to proactively collect voice of employees
  • Develop and implement high impact initiatives as a result of employee voice

KEY COMPETENCIES

  • Business Acumen
  • Communication
  • Consultation
  • Collaboration
  • Ethical Practice
  • Cultural Awareness
  • Relationship Management

KEY REQUIREMENTS

  • Effectively drive successful cross-functional initiatives, setting direction, engaging multiple parties, executing outcomes, and communicating to key stakeholders
  • Ability to translate strategy into plans and execute highly impactful initiatives
  • HR business partner skills and ability to establish credibility with employees at all levels
  • Experience and ability to manage direct staff across multiple locations
  • Knowledge and experience with organizational development and design
  • Able to architect and execute effective change management strategies
  • Knowledge of applicable HR employment laws and compliance
  • Experience in high-tech and/or service industry is highly desired
  • BS/BA in Management, Human Resources, Organizational Psychology or equivalent experience
  • 15+ years of experience in the HR field, with a minimum of 5 years at a senior leadership level


Care.com

Since launching in 2007, Care.com (NYSE: CRCM) has been committed to solving the complex care challenges that impact families, caregivers, employers, and care service companies. Today, Care.com is the world’s largest online destination for finding and managing family care, with 18.3 million families and 13.4 million caregivers* across more than 20 countries, including the U.S., UK, Canada and parts of Western Europe, and approximately 1.7 million employees of corporate clients having access to our services. Spanning child care to senior care, pet care, housekeeping and more, Care.com provides a sweeping array of services for families and caregivers to find, manage and pay for care or find employment. These include: a comprehensive suite of safety tools and resources members may use to help make more informed hiring decisions - such as third-party background check services, monitored messaging, and tips on hiring best practices; easy ways for caregivers to be paid online or via mobile app; and Care.com Benefits, including the household payroll and tax services provided by Care.com HomePay and the Care Benefit Bucks program, a peer-to-peer pooled, portable benefits platform funded by household employer contributions which provides caregivers access to professional benefits. For enterprise clients, Care.com builds customized benefits packages covering child care, back up care and senior care consulting services through its Care@Work business, and serves care businesses with marketing and recruiting support. Headquartered in Waltham, Massachusetts, Care.com has offices in Berlin, Austin and the San Francisco Bay area.

*As of December 2018