OIC of America
Position Overview
OIC of America is at a pivotal moment of transformationhonoring a rich 60-year legacy while
reimagining the future. We seek a dynamic Vice President of Human Resources who brings the agility,
innovation, and problem-solving mindset of a startup leader to build and scale our HR function in a
fast-evolving environment.
This leader will drive the creation of processes, systems, and
structures that enhance the employee experience while effectively managing our HRIS vendor partner
(Insperity), and its plethora or resources to deliver seamless HR operations.
The VP of HR will play a critical role in shaping a culture that attracts, develops, and retains
top talent while fostering collaboration, inclusion, and a shared sense of purpose across all
levels of the organization. As the senior HR leader, the VP of Human Resources will oversee all
aspects of talent strategy, including workforce planning, organizational design, talent
acquisition, performance management, compensation, benefits, and compliance.
Serving as a key
member of the executive team, this role requires a strategic thinker who can build from the ground
up, and is comfortable wearing multiple hats to align people initiatives with the organizations
mission and vision.
Strategic Planning & Forecasting
Work closely with the CEO and executive leadership team to develop the organizations strategic
plan.
Forecast future HR needs and identify potential risks and opportunities. Ensure HR policies and
practices align with the organizations overall goals and objectives.
Develop and implement workforce strategies to support the organizations growth and sustainability.
Establish and maintain effective relationships with external HR related organizations and service
providers.
Position Overview
OIC of America is at a pivotal moment of transformationhonoring a rich 60-year legacy while
reimagining the future.
We seek a dynamic Vice President of Human Resources who brings the agility,
innovation, and problem-solving mindset of a startup leader to build and scale our HR function in a
fast-evolving environment. This leader will drive the creation of processes, systems, and
structures that enhance the employee experience while effectively managing our HRIS vendor partner
(Insperity), and its plethora or resources to deliver seamless HR operations.
The VP of HR will play a critical role in shaping a culture that attracts, develops, and retains
top talent while fostering collaboration, inclusion, and a shared sense of purpose across all
levels of the organization.
As the senior HR leader, the VP of Human Resources will oversee all
aspects of talent strategy, including workforce planning, organizational design, talent
acquisition, performance management, compensation, benefits, and compliance. Serving as a key
member of the executive team, this role requires a strategic thinker who can build from the ground
up, and is comfortable wearing multiple hats to align people initiatives with the organizations
mission and vision.
Executive Leadership Team Collaboration
Work closely with the executive leadership team to develop and implement HR strategies that support
the overall mission and goals of the organization.
Contribute to the strategic planning process by
providing insight on HR trends, talent management, and organizational development.
Represent HR and talent acquisition on the executive leadership team, ensuring that HR perspectives
are considered in all decisions and initiatives.
Collaborate with other members of the executive leadership team to identify staffing needs, develop
job descriptions, and create effective recruitment strategies to attract top talent.
Foster strong working relationships with all members of the executive leadership team to ensure
effective communication and alignment of HR initiatives with the broader goals of the organization.
Culture Management & Employer Brand
Design an employer brand and experience that centers around the tagline We Believe in You and
encompasses key experiences that Welcome Engage, Grow and Celebrate the team.
Foster a strong and cohesive organizational culture by promoting collaboration, trust, and
engagement, ensuring alignment with the OICAs mission and strategic goals.
Develop and implement initiatives that enhance workplace morale, strengthen leadership
effectiveness, and support a positive employee experience across all levels of the organization.
Talent Development
Design and implement comprehensive talent development initiatives that foster continuous learning,
leadership growth, and career advancement at all levels of the organization.
Create programs that equip employees and leaders with the skills, knowledge, and mindset needed to
drive organizational success, ensuring a strong internal pipeline for future leadership roles.
Human Resources Information System (Insperity) Leader
Serve as the administrator of the system.
Conduct biweekly business meetings with the Insperity team. Input all employee changes and
requisitions.
Coordinate all people processes including: Selection, Onboarding, Performance Management, Benefits,
Learning and Payroll.
Provide Tier 2 support for employees.
Compensation & Total Rewards Strategy
Design and oversee a competitive and equitable total rewards strategy, including compensation,
benefits, and recognition programs, to attract, retain, and motivate top talent within budgetary
and organizational goals.
Continuously evaluate and refine compensation structures, benefits
offerings, and incentive programs to ensure alignment with industry standards, employee needs, and
OICAs financial sustainability.
Talent Acquisition
Identify staffing needs and develop job descriptions to attract top talent. Develop and lead
recruitment efforts, including identifying and cultivating diverse candidate pools.
Oversee onboarding and training processes to ensure new employees have a successful start.
Create and implement employee retention strategies to attract and retain high-performing employees.
Develop and implement metrics to measure and track the success of talent acquisition efforts.
Performance Management
Develop and implement performance management processes and programs to ensure that employees are
engaged, productive, and meeting the expectations of the organization.
Employee Relations and Management
Handle employee grievances and conflicts and ensure compliance with applicable employment laws and
regulations.
Develop and implement strategies and programs to support employee development, growth, and career
advancement.
Develop and implement effective employee communication strategies.
Diversity, Equity and Inclusion:
Develop and implement strategies to ensure diversity, equity and inclusion are prioritized
throughout the organization.
Establish and maintain partnerships with diverse organizations to increase diversity in candidate
pools.
Develop and implement programs that support a culture of equity and inclusion.
Provide training and education for all employees on inclusivity topics.
Create and implement
metrics to measure and track the success of inclusivity initiatives.
Employment Regulation Leadership:
Stay up-to-date on federal, state, and local employment laws, regulations, and compliance
requirements and ensure that the organization is adhering to all employment laws.
Ensure that all HR policies, procedures, and practices are in compliance with relevant employment
laws and regulations.
Ensure that the organizations employee handbook is up-to-date and that all employees are aware of
the policies and procedures.
Stay informed of changes in payroll rules and regulations and ensure that payroll is processed
accurately and timely.
Attend conferences, webinars, and other training opportunities to remain current with employment
law changes and developments.
Qualifications:
Bachelors degree in Human Resources, Business Administration, or related field; Masters degree
preferred.
15+ years of progressive leadership experience in human resources, preferably in a non-profit
organization.
Non-profit Board experience a plus.
Strong understanding of employment laws and regulations, compensation and benefits practices, and
talent management strategies.
Demonstrated experience in developing and implementing effective HR policies and programs that
align with the organizations goals and values. Excellent leadership and management skills, with
experience leading and developing high-performing teams.
Strong communication and interpersonal skills, with the ability to effectively communicate
HR-related information to non-HR stakeholders.
Passion for the mission and work of the organization.
Commitment to diversity, equity and inclusion, and demonstrated ability to
build and maintain inclusive work environments.
