This is your opportunity to join our dynamic team and advance the mission of Woodland Park Zoo (WPZ) by providing direction and leadership for all human resources and change management strategies in support of the zoo's overall business plan and strategic direction. Reporting to the Chief Financial Officer and serving as a member of the zoo’s executive leadership team, this position provides critical leadership for human resource strategies, programs and policies to enable employees and leadership to successfully deliver on the Woodland Park Zoo mission. SUMMARY Plans, develops and implements all aspects of human resources functions in support of the overall business plan and strategic direction of the zoo for 340+ year-round staff and 100+ seasonal staff. Leads the alignment of organizational structure and culture around critical business objectives and partner with the executive team to translate the strategic and tactical business plans into operational talent management plans. Develops a positive employer brand and supports a culture of performance respectful of the organization’s core values. Key areas of focus include: - Employee Compensation and Benefits
- Payroll administration
- Labor Relations and Safety
- Employee Training and Professional Development
- Recruiting and Retention
As a member of the zoo's executive leadership team, develops strategies to ensure policies and practices for achieving business results are aligned with the organization’s mission. In partnership with the CFO, President/CEO and Board, guide the development and execution of the zoo’s strategic and operating plans, goals and budgets, and communicate a broad vision to the organization and the community. ESSENTIAL DUTIES AND RESPONSIBILITIES - Direct the development and administration of company-wide human resource policies and practices in accordance with stated zoo objectives and state and federal legal requirements.
- Build and maintain a desired culture including workplace practices and human resources polices and programs aimed at improving productivity, efficiency, and morale throughout organization.
- Develop and execute a human resources plan aligned with institution-wide objectives to include organizational and performance management, talent management, change management, compensation and benefits/rewards/programs, diversity and equal opportunity, employee and labor relations, safety and legal compliance, employee training and professional development, recruiting and retention, payroll administration.
Employee Compensation and Benefits - Develop and implement progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide for the health and welfare protection of the employees.
- Responsible for development of long-term and short-term performance-based compensation planning in consultation with the CFO, President/CEO, executive team, board executives, and others.
Labor Relations and Safety - Direct overall strategy and represent management in negotiating collective bargaining agreements. Serve as chief liaison between management and the unions. Work with zoo leadership and board members to set scope of interests for negotiations and coordinate negotiating team activities. Oversee implementation and administration of contract provisions. Advise managers. Maintain productive relationships with union representatives.
- Direct the development and administration of zoo-wide risk management polices and procedures in accordance with stated objectives and WISHA or OSHA regulations. Investigate claims and prepare reports for federal and state agencies. Coordinate zoo safety compliance efforts, including staff and manager training, notices, and shared information. Employ wise risk management practices.
Employee Training and Professional Development - Manage and implement a human resource planning model to identify competency, knowledge and talent needs, and develops specific programs for filling the gaps. In addition to trainings for zoo staff, areas of focus will include talent management through skills training for key contributor and management positions, as well as talent development programs preparing employees for more significant job responsibilities.
- Provide executive level guidance to leadership team regarding organizational structure and development.
Recruiting and Retention - Lead the development of comprehensive strategic recruiting and assessment processes and procedures to ensure the selection of the best available talent within and outside the organization to meet the human capital needs in support of strategic goals.
- Develop and implement innovative strategies to build and sustain a diverse workforce. Areas of activity will include programs to allow the organization to embrace applicants and employees of all backgrounds; programs to attract and recruit a diverse pipeline of talent and outreach efforts.
- Provide management with effective organizational development support for new member assimilation, team-building, and total workforce planning.
Organizational Effectiveness - Ensure and implement appropriate policies for effective management of the people resources of the organization. Included in this area but not limited only to the following would be programs for performance management, workforce planning, regulatory compliance and strong internal communications and controls.
- Develop and deploy a performance management system that integrates the business strategies with the company wide leadership development process, and all relevant talent management processes. Advise and coach on performance and discipline processes, issues and challenges.
- Provide other business division leaders with direct counsel and support for building a culture of excellence, innovation, trust, and business growth.
- Work with the business partners to ensure proper processes and systems are in place to support the group and its growth.
- Direct, motivate and develop HR team members to design and implement “Best-Practices” programs and services viewed as relevant and vital to the organization’s ongoing success. Build a people culture that is responsive, service-oriented, correct, and flexible -- a team of business partners and problem solvers.
- Deep understanding of the consequences of legal compliance and employee governance issues, and their associated risks; and ensures they are effectively managed and reflected in human resources policies and practices.
- Oversee budget of human resources, payroll, and benefit operations.
- Utilize external best practices and benchmark standards, monitor costs and key trends in human resources plans and budgets.
- Manage payroll and assorted functions.
- Ensure appropriate utilization of paper and electronic personnel and payroll records.
- Contracts with outside suppliers to provide employee services, such as benefits design, training, EAP, etc.
Internal and External Partnerships - Partner with CFO, President/CEO, and work closely with and others internally and externally to raise funds to meet zoo goals.
- Articulate a vision and strategy in a way that inspires and motivates resources and focuses energy on achieving business goals.
- Build a positive image and create public awareness of and interest in WPZ.
- Foster strong relationships with key institutions, individuals and stakeholders to harness support and create a positive environment for WPZ and enhance the organization’s impact.
- Partner with CFO, President/CEO, and other leadership team members in Board of Directors communication and engagement.
- Establish and maintain a strong, effective partnership with Board members to foster a culture of collaboration, cooperation, and consultation. Prepare materials for the Board as needed.
- Stay abreast of important trends (including business competitive, technological, social, economic) that could potentially impact the organization.
QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. SPECIAL SKILLS AND ABILITIES - Ability to create an environment of diversity and respect, dignity and entrepreneurial spirit while constantly promoting organization’s vision, culture and mission both internally and externally.
- Broad knowledge of employment, compensation, organizational planning, employee and labor relations; as well as training and professional development.
- Comprehensive in-depth knowledge of the laws and regulations pertaining to employment and labor practices.
- Strong business acumen that complements depth within human resources function as well as prior experience playing a pivotal role driving organizational change.
- Experience presenting at the Board of Director level regarding executive compensation and benefits issues.
- Excellent written and verbal communications as well as negotiations skills.
- Ability to lead and work individually as a part of a team. Operate in a constantly changing environment, with a minimum of supervision.
- Inspire, motivate, and marshal resources throughout entire organization.
- Ability to experiment and cultivate the creative ideas of others, make connections between ideas, and project potential outcomes. Enjoy the challenge of unfamiliar opportunities.
- Ability to design and manage multiple projects simultaneously, setting deadlines and ensuring program accountability.
- Commitment to the mission of the zoo and the organization’s core values.
EDUCATION/EXPERIENCE Bachelor’s (B.S. or B.A) or Masters (M.S. or M.A) or higher degree in business, human resource management, law, or related field from a nationally accredited college or university; and 10 or more years related work experience in human resources; or an equivalent combination of education and experience. STRATEGIC EFFECTIVENESS - Deep awareness of the organization and its core capabilities and vulnerabilities; understand the industry, it’s linking industries and the competition; and have specific strategies to gain competitive advantage. Develop a clear vision for the future of the organization. Maintain a long-term, big-picture view of the organization and identify the long-term, future needs and opportunities. Anticipate the evolution and future of the industry and how the organization must adapt to these changes in order to sustain competitive advantage. Clearly communicate the organization’s vision and goals and excite and energize people behind the vision and direction, building consensus and collaboration.
- Partner with the President/CEO on all operational and strategic issues as they arise; provide strategic recommendations to the President based on analysis and projections. Participate in the ongoing strategic planning process as an integral member of the executive leadership team. Engage all members of the executive leadership team to align operational management with short and long-term planning and projections.
OPERATING RESPONSIBILITY - Leverage complex systems of people and processes, create connections between people and processes and align them with vision and strategy. Envision and drive changes and sponsor and support changes championed by others. Drive continuous improvement in all organizational processes and services. Establish appropriate performance measures to ensure organizational success.
- Leverage constructive and effective relationships with team and leaders within the organization. Analyze data to ascertain how operations are performing with the ability to make calculated recommendations using data and trends when adjustments to the operating model are necessary. Provide regular management reporting that will assist in guiding daily business.
LEADERSHIP AND MANAGEMENT - Create an environment of enthusiasm and excellence by communicating high expectations and fostering optimistic, positive attitudes about people and their work in the organization. Nurture commitment to a common vision and shared values.
- Ability to identify appropriate levels of resources and talent needed to meet objectives, while developing a stream of future leaders so as to ensure the organization’s continued growth and constant success.
- Recruit and hire qualified applicants for open positions; ensuring adequate staff to meet operational requirements. Ensure on-going training, planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving are administered according to policy and procedure.
- Carries out managerial responsibilities in accordance with the organization’s policies and applicable laws.
SUPERVISION - Provide leadership and oversight over assigned functions, staff, projects and daily operations
- Provide effective and inspiring leadership, as well as stewardship, to the organization by being actively involved in all operations. Promote regular and ongoing opportunities for all staff to give feedback regarding operations.
- Ability to identify appropriate levels of resources and talent needed to meet objectives, while developing a stream of future leaders so as to ensure the organization’s continued growth and constant success.
- Prepare and deliver employee performance evaluations, appropriate disciplinary actions and documentation of excellent work performance to assure a mutual understanding of goals and progress towards ever improving professional achievement.
LANGUAGE SKILLS Experienced in clear and persuasive writing and editing of proposals and documents. Ability to read and analyze financial reports, and legal documents. Ability to communicate effectively with influential people and to command attention. Ability to effectively present information to top management, employees, and/or boards of directors. Ability to respond to inquiries or complaints from customers, regulatory agencies, or members of the business community. MATHEMATICAL ABILITY Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to evaluate business plans and financial reports. REASONING ABILITY Ability to think strategically, creating competitive and breakthrough strategies and plans organization-wide. Ability to make strategic decisions based on analysis, wisdom, experience and judgment. Ability to deal with a variety of abstract and concrete variables. Ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. Ability to evaluate and understand other people’s motivations, interests and perceptions. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel objects; reach with hands and arms; climb stairs or ladders; balance, stoop, kneel, crouch, or crawl; talk or hear; taste or smell. Must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Position requires ability to work evenings and weekends and the occasional long hours. APPLICATION DIRECTIONS Applications are only accepted online through our Jobs page at www.zoo.org; no other forms of application will be accepted. Cover letter and resume are REQUIRED when applying for this position. NO PHONE CALLS PLEASE. APPLICATION DEADLINE: This position will remain open until filled. Woodland Park Zoo is an equal opportunity/affirmative action employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, age, sex, religion, national origin, disability, veteran’s status, sexual orientation, or gender identity/expression. |
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