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About Us

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com .

Position Summary

The Associate Vice President (AVP) of Internal Human Resources – Communities of Excellence oversees HR activities within the Communities of Excellence lanes (People Relations, Leave of Absence & Accommodations, Compliance, & HR Technology). This role involves developing and implementing HR strategies, conducting HR audits, and driving initiatives to enhance organizational effectiveness and culture. The AVP manages and mentors Internal HR Managers, provides strategic HR guidance, and presents solutions to senior leadership. This position requires extensive experience in employment law, compliance, people relations, leave of absence management, and HR consulting.

Essential Duties and Responsibilities

Strategic Leadership

• Develop and implement HR strategies aligned with organizational goals.
• Provide strategic HR guidance to senior leadership.
• Conduct HR audits and assessments to identify and address areas for improvement.
• Drive initiatives to enhance workplace culture and ensure compliance with employment laws.

Communities of Excellence Management

• Oversee daily HR activities within the Communities of Excellence lanes, providing guidance and support to HR Managers and team members.
• Lead Internal HR compliance projects and other department initiatives, ensuring timely and effective completion.
• Lead and mentor the internal HR team to ensure high performance and professional development.
• Develop and implement HR policies and procedures tailored to the organization's needs.
• Manage HR projects from inception to completion, ensuring timely and within-budget delivery.
• Provide regular updates and reports to senior HR leadership on project progress and HR metrics.
• Identify and mitigate HR-related risks for the organization.
• Monitor team productivity and ensure optimal utilization of team members.
• Make decisions within scope of authority and escalate appropriately to senior leadership.
• Develop and update company policies and procedures.
• Create and implement employee development plans.
• Manage escalations and enhance cross-departmental relationships.
• Maintain data systems for compliance.
• Conduct highly sensitive investigations for internal employee relations issues and train, manage, and support team members throughout the investigation process.
• Oversee the leave of absence and accommodation process, providing training, oversight, and guidance to team members.
• Oversee compliance with federal, state, and local employment laws and regulations, providing strategic direction and guidance.
• Develop, implement, and maintain comprehensive internal HR compliance policies and procedures, ensuring alignment with organizational goals.
• Identify, assess, and mitigate compliance risks through regular and thorough risk assessments and audits.
• Direct internal audits and compliance reviews to ensure adherence to policies and regulations, and provide strategic recommendations for corrective actions.
• Prepare and present detailed compliance reports to senior management and regulatory bodies, maintaining accurate and comprehensive records of compliance activities.
• Collaborate with the HR Compliance team on internal HR compliance projects and initiatives, ensuring effective communication and implementation of compliance standards across the organization.
• Act as a trusted advisor on complex employee relations issues, providing expert guidance and support.
• Plan and oversee projects related to compliance, leave of absence, ADA accommodations, and people relations.
• Lead and manage thorough investigations into employee complaints, grievances, and allegations of misconduct.
• Document investigation findings and prepare detailed reports.
• Recommend and implement appropriate actions based on investigation outcomes.
• Handle complex issues and ensure resolution, maintaining clear communication with all involved parties.
• Review and make decisions on accommodation equipment requests and escalations within the scope of authority.
• Ensure accurate recording and reporting of OSHA logs.
• Provide guidance on sensitive employee relations matters.
• Collaborate with management to enhance work relationships and productivity.
• Communicate effectively with leaders and employees throughout the investigation process.
• Ensure the implementation of post-investigation disciplinary actions.
• Review and provide guidance on pre-termination cross-check escalations.
• Plan, direct, and coordinate updates to educational guides and manager training resources.
• Review EEOC position statements and track legal actions.
• Follow up with legal on the complaint process and outcomes.
• Review proposed unemployment responses and determinations.
• Coach team members on handling unemployment hearings and developing performance improvement plans.
• Oversee the Systems Administrator to ensure all HR systems and networks are functioning optimally and securely.
• Collaborate with the Systems Administrator to implement system enhancements and process improvements.
• Provide strategic direction and support for troubleshooting and connecting HR systems, including automations and APIs.
• Ensure accurate data management and system integrity by guiding the Systems Administrator in maintaining system databases and protocols.
• Review and approve recommendations from the Systems Administrator for system customizations and product enhancements.
• Coordinate with the Systems Administrator to develop and deliver training for HR team members on system usage and best practices.

Operational Excellence

• Create a service-focused culture by leading the implementation of new processes and solutions.
• Ensure team members balance standardization and consistency of processes with the need for flexibility and integration of new division partners.
• Ensure the team meets expectations, goals, and KPIs, and provide necessary metrics and reports.
• Hold the team accountable to internal commitments.
• Collaborate with internal departments to ensure compliance, streamline service delivery, and optimize processes.
• Build cross-functional partnerships to address issues and manage escalations.
• Leverage internal relationships to identify opportunities, trends, and process improvements.
• Interact with other departments to help achieve business goals and maintain professional and reliable HR service delivery.
• Ensure collaboration and synergy among all team members to drive operational excellence and execution of objectives.
• Develop processes, standard operation procedures, and metrics that support the HR Business Model.
• Drive employee retention by ensuring team members maintain effective relationships with department leaders and provide sound guidance and value-added solutions.
• Coordinate the development and delivery of service strategy plans for internal customers and monitor programs as needed.
• Independently resolve escalated complex employee issues and ensure appropriate communication to all involved parties.
• Adapt effectively to working with different business leaders, communication styles, and preferences, and lead and communicate with a global mindset and cross-culturally.
• Perform monthly compensation and onboarding/offboarding audits for the department, ensuring compliance with department standards and employment laws.
• Set high standards of performance for self and others, assuming responsibility and accountability for successfully completing assignments or tasks.
• Establish a course of action for self and others to ensure efficient work completion.
• Build, maintain, and promote relationships with team members, peers across disciplines, and all other company team members.
• Provide oversight and lead managers in the successful execution of daily HR activities, including providing guidance on complex questions or escalations, ensuring coverage, and motivating the team.
• Complete department and team audits, prepare reports for department and executive leadership, and propose recommended solutions.
• Provide strategic oversight and expert guidance for HR functions/programs, ensuring the removal of roadblocks and supporting escalation processes.
• Identify areas of opportunity for improving company policies and procedures, enhancing organizational effectiveness, and streamlining processes.
• Facilitate department meetings, huddles, and trainings.
• Collaborate cross-functionally with other departments to identify opportunities for process improvement.
• Engage in strategic planning for continuity of business operations and coverage.
• Drive results by following up and motivating team members to achieve their quarterly ROCKS, Scorecard KPIs, and other department initiatives and goals.
• Act as an influential leader that gains buy-in.
• Build solid business cases using information related to the pros and cons of implementing changes into the company.
• Assist RVP, VP, SVP, EVP, and Chief Compliance & People Officer with planning and executing department initiatives, setting or adjusting KPIs, and adjusting priorities or work assignments.
• Review and address any team members who appear to be underutilized.
• Attend webinars, seminars, and other trainings to stay up-to-date on laws and best practices.
• Handle special projects and other duties as assigned by RVP, VP, SVP, EVP, or Chief Compliance & People Officer.
• Cross-trains and provides back-up support to the Associate Vice Presidents in the HR Strategy & Partnerships lane and the HR Operations & Administration lanes.
• Regular attendance at the assigned work location for our corporate office locations is an essential job function. For team members who are located in or near the Chandler, AZ and Duluth, GA offices, this is an in-office position. An HR presence is required due to the population of employees within these offices, the need for employee interaction, and to support leaders with onboarding and offboarding of employees.
• May be asked to assist with checking HR-related mail, if applicable to location, and coordinate and ensure responses are submitted in a timely manner.
• Provides Associate Vice President level back up support for request for hire/request for offer process and/or tickets.
• Provides back up AVP support to the HR operations team when needed and/or to provide time zone coverage on ticket escalations, report escalations, zoom queue escalations, AskHR/Service center escalations, data management, etc.
• Lead by example and jump in to support the team, when needed, to work tickets, respond to inquiries in the AskHR inbox, etc.
• Provides AVP back up support on reviewing escalations related to background checks, offer letters, the request for hire/request for offer process, the I-9 and global mobility programs, etc.
• Perform other duties as assigned

Knowledge, Skills, and Abilities

• Extensive experience in HR best practices, employee relations, leave of absence management, and compliance with employment laws.
• Excellent communication and interpersonal skills.
• Strong problem-solving and conflict resolution skills.
• Ability to build strong relationships and influence stakeholders.
• Strong business ethics and ability to handle confidential information.
• Ability to manage multiple projects and daily HR matters.
• Proficiency in conducting root cause analysis and decision-making.
• Ability to prioritize tasks and manage tight deadlines.
• Strong organizational and analytical skills.
• Ability to collaborate effectively with others.
• Strong management and leadership skills with a history of successfully managing performance, training, and developing team members.
• Ability to apply change management initiatives to assist in business transformation.
• Ability to make immediate decisions under pressure or tight deadlines with proper judgment.
• Ability to effectively manage multiple projects and attend to daily HR matters while maintaining focus and follow-through.
• Skill in monitoring and assessing performance to make improvements or take corrective action.
• Ability to research and analyze data and effectively determine and manage risk.
• Ability to deal with frequent interruptions, changes, delays, or unexpected events.
• Demonstrated ability to learn quickly.
• Ability to establish credibility, be decisive, and support the organization's preferences and priorities.
• Ability to manage change, innovate, and challenge the status quo with professionalism and emphasis on building influence and professional business relationships.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field and/or equivalent combination of education, experience, and HR-related certifications.
• Minimum of 8-10 years of experience managing leave of absence & accommodations and people relations programs.
• Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state and local laws and regulations required.
• Consulting experience and/or PEO experience preferred.
• Proficiency with Microsoft Office software (Outlook, Excel, Word, PowerPoint) with ability to learn other applications as needed. PRISM experience preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification required or willingness to obtain within first year of employment.