14 days old

Vice President of Human Resources and Legal Affairs

Purple Communications
  • Job Type
  • Job Status
    Full Time

The Vice President of Human Resources and Legal Affairs reports to the Chief Administrative Officer and serves as a strategic partner with members of the Executive Staff. The position is responsible for carrying out the mission of the Human Resources Department which is to support the goals of Purple Communications and ZVRS by constantly striving to promote, improve and support the development, well-being, and effectiveness of our employees, and to provide leadership in the on-going efforts to create effectiveness throughout the organizations.

Providing vision, leadership, direction and oversight of the Human Resource operations, systems, and programs, the position’s scope of responsibility covers talent management, employee development, performance management, labor relations, equal opportunity, employee relations, classification and compensation, worker’s compensation, benefits and human resources information systems.

Position Responsibilities


•Design, implement and monitor a Human Resources architecture that enables the company to achieve its strategic vision and goals by aligning Human Resource practices with the company’s strategic plan.

• Identify and implement processes to enable cultural change (identifying and framing problems, build on relationships of trust, solving problems, and creating and fulfilling needs).

•Serve as a strategic partner to executive level staff for purposes of company-wide strategic planning.

•Partner with and advise company departments regarding staffing, department structure, rules interpretation and related personnel areas.

•Lead company in the identification and resolution of interpersonal conflicts.



•Monitor and enforce labor contract compliance.

•Assist Human Resources Manager in the resolution of grievances.

•Direct and participate in the preparation of arbitration and other personnel-related legal cases with the Human Resources Manager.



•Provide guidance to the Executive Team regarding issues related to exempt and non-exempt positions including employment, compensation, evaluation, and discipline.

•Implement necessary controls to assure that employment practices throughout the company are effective and in conformance with good personnel practices and the appropriate state and federal laws.

•Serve as the primary resource person for major company issues with legal implications.

•Oversee exit interviews for terminating personnel. Prepare and deliver reports on exit findings.



•Develop a more comprehensive and equitable salary and promotional structure for Exempt and non-exempt staff.

•Review and make recommendations on exempt and non-exempt salary policies and compensation plan.



•Lead Human Resource department. Perform reviews and supervisory responsibilities of direct staff.

•Manage Human Resource department budget.

•Oversee records and retention /archive management.



•Responsible for the strategic human resource planning to provide the company with the best talent available and positions the company as the Employer of Choice by being aware of policies, practices, and trends within the industry.

•Develop and recommend company guidelines for recruitment and hiring of all personnel.

•Collaborate with the Executive team to create succession plans for key positions.

•Oversee and provide leadership for the development of a more robust onboarding process for employees to include new employee orientation, training and employee handbook.



•Analyze, design, develop and implement company-wide training and development program for staff to include training in the following areas:

 ◦Leadership and Supervisory Training

◦Change management



◦Diversity and Equity

◦Performance Development

◦Team Building

◦Talent Management

◦Federal and state mandatory trainings such as harassment/discrimination and ethics.

•Evaluate professional development trainings to be aligned with strategic plan.

•Collaborate with Executive Staff to create a company culture that fosters employees to actively engage in professional development.

•Administer staff development and training program budgets for staff.



•Responsible for the development and implementation of a comprehensive employee performance development plan for employees that flows into the company philosophy and mission.



•Seek to resolve discrimination and sexual harassment complaints. Oversees the internal investigations process.

•Develop and direct internal and external processes to maintain non-unionized operations in their current status.

•Increasing responsibility for handling personally and/or directing external counsel in labor relations and EEO litigation, whether investigatory, arbitrary and/or Court related. 

•Administer current federal and state civil rights, equal employment opportunity, ADA, nondiscrimination laws and compliance regulations including Title VII and Title IX.

•Read and interpret complex legal documents to evaluate their impact on company policies and procedures.

•Act as Ethics Officer, Title IX Officer, and provide legal guidance.

•Perform other duties and facilitate projects as assigned.


•Juris Doctorate Degree and 5 plus years of increasingly responsible administrative experience directly managing a Human Resources Office at an organization/institution with a population of union-represented employees or progressive experience working in Human Resources and Personnel, or Law or a related field.

•Demonstrated successful experience in collaboration and partnership building skills.

•Commitment and experience contributing to an organizational goal of creating and fostering a climate in which diversity is understood and appreciated.

•Excellence in recognizing development needs, as well as providing coaching and creating opportunities for personal and professional development and growth within teams.

•Excellent communications skills.

•Substantive knowledge of multi-state and Federal laws and regulations.

•Successful experience developing a talent management function that created an increasing pool of qualified and diverse candidates.

•Knowledge of training trends and ability to implement training programs is also important.

•Successful experience in the identification and resolution of interpersonal differences between staff.

•Experience and knowledge of researching and interpreting state and federal codes, laws and policies.

•Demonstrated successful experience in planning and implementation of HR change management strategies.

**American Sign Language is a plus


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Vice President of Human Resources and Legal Affairs

Purple Communications

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Purple Communications

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