Vice President of Human Resources
Pillar Care Continuum (formerly CPNJ)
Pillar Care Continuum (formerly Cerebral Palsy of North Jersey/CPNJ) seeks an energetic, self-directed individual to join our agency as a member of the Senior Administrative Team during a period of growth and innovation. The Vice President of Human Resources will have overall strategic and operational responsibility for the human relations with 800 employees across multiple programs at over 20 sites.
The ideal candidate will be an integral part of developing agency wide strategic and business plans and goals. With five direct reports, the Vice President of Human Resources will oversee all HR functions including recruitment and retention, compensation and benefits administration, performance indicators and evaluations, regulatory and legal compliance, ongoing staff relations and morale, and HRIS systems. The ideal candidate will have a good balance of technical skills and social intelligence.
President and CEO/Executive Director
Since 1953, Pillar Care Continuum has supported thousands of individuals with developmental delays, disabilities or family challenges in pursuit of their personal potential and success in the communities in which they reside. From our early beginnings in a hospital basement with a few concerned families and their children with Cerebral Palsy, Pillar has grown to touch the lives of over 1,750 participants annually, employ nearly 800 individuals and provide support throughout New Jersey with an annual budget of over $40 million.
Development and Supervision of the Human Resources Department
Supervises Human Resources department and staff.
Monitors administration of established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
Oversees and manages the work of reporting staff. Encourages the ongoing development of the Human Resources staff.
Establishes departmental measurements that support the accomplishment of the agency’s strategic goals. Leads the development of department goals and objectives.
Develops reports for the CEO, the Senior Team and the Board that monitor progress.
Human Resources Information Systems (HRIS)
Partners with management to develop and communicate HR policies and objectives to staff.
Recommends employee relations practices to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Conducts investigations into employee complaints maintaining confidentiality, trust and respect of all parties involved.
Advises supervisors on the progressive discipline system of the agency. Monitors performance process with non-performing employees. Reviews, guides and approves recommendations for employment terminations to be approved by the CEO.
Leads the implementations of company safety and health programs. Tracks OSHA-required data.
Reviews employee appeals through the agency grievance policy and procedure.
Recruitment and Retention
Establishes and lead the standard recruiting and hiring practices to attract and hire a superior workforce.
Recommends employee relations practices to establish positive employee morale and motivation.
Identifies professional growth and career paths for employees within the organization.
Compensation and Benefits
Establishes the agencywide wage and salary structure and pay policies.
Leads competitive market research and to establish best practices and pay bands
In coordination with the CFO, obtains cost-effective and competitive employee benefits.
Leads the development of open enrollments and benefits orientations and trainings.
Recommends changes in benefits offered aimed at employee satisfaction and retention.
Legal and Regulatory
Oversees and leads agency compliance with all existing governmental and labor legal compliance and reporting requirements including, but not limited to, EEO, ADA, FMLA, OSHA, the Department of Labor, worker compensation and unemployment.
Directs and reviews all information submitted requested by external parties.
Serves as agency primary contacts with agency employment law attorney(s).
Protects interests of both employees and the agency in accordance with laws and regulations.
Designs and directs agencywide process of succession planning, workforce development, employee retention, organization design and change management.
Manages employee communication and feedback.
Evaluates and recommends to management agency structure and job structure and designs.
Qualifications and requirements
All candidates should have demonstrated leadership and relationship management experience with a strong history of success managing funder relationships.
Other skills/qualifications include:
This position is based in Livingston, NJ. Pillar Care Continuum (formerly CPNJ) is an Equal Opportunity Employer.
Applications will be accepted through the month the first week of February, with interviews beginning late February and early March.
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