Vice President, Human Resources - Military veterans preferred

2019-04-13
ManTech (www.mantech.com)
Other

/yr

  full-time   employee   contract


Herndon
Virginia
United States


At ManTech, we hold the distinct honor of being named a “Top 100 Global Technology Company” by Thomson Reuters. We have earned this and many other accolades over the years for our dedication to serving the missions of our nation’s most important customers: U.S. Intelligence, Defense and Federal Civilian agencies. All know us as a trusted partner offering best-in-class solutions in cyber, data collection & analytics, enterprise IT, and systems and software engineering tailored to meet their specific requirements.

Become an integral part of a diverse team in the Mission, Cyber and Intelligence Solutions (MCIS) Group. Currently, ManTech is seeking a motivated, mission oriented Vice President, in the Herndon, Virginia area. At ManTech, you will help protect our national security while working on innovative projects that offer opportunities for advancement.

The selected individual will act as a Key Human Resources strategy Executive and Thought Leader serving as a trusted and forward-looking adviser to business executives principally within the operating group, but also across the enterprise. Aligned to the group operations executive and functionally to the CHRO to provide execution outcomes at the group level and cultivate functional excellence at the enterprise level.

Critical Skill Areas:

  • Proven background and experience in all elements of human resources strategy and management
Critical skill sets and experience include:
  • Talent acquisition –techniques and tools that enable the identification, sourcing and hiring of necessary talent within established effectiveness and efficiency standards. Course correction skills based on trends, desired outcomes and necessary culture change
  • Retention/Engagement – Developing strategies that foster commitment, employee engagement, limit turnover and enable employee feedback/input that drives continuous improvement and change
  • Employee Development – technical, leadership and professional effectiveness education and training strategies and delivery methods that enable skill building and knowledge expansion to stay current with contemporary technologies, leadership methods and aligned to service delivery excellence. Creation of demand strategies that map education and training needs to individuals and business. Succession and high potential identification and development strategies and processes
  • Systems – Utilization of cloud based human capital systems enabling efficient workflow, self service and on demand data to manage the business. Experience addressing system maturity and evolution relative to module activation and system upgrades
  • Benefits – Benefits design and knowledge of delivery that address cost containment requirements and employee demand
  • Compensation – Management of compensation strategy and processes that address internal equity and external competitiveness and include base salary, incentive compensation, equity and non-monetary compensation strategies
  • Employee Relations – Establishment of employee listening mechanisms, advocating for the voice of the employee and ensuring the adjudication of employee concerns
  • Employee Communication – Method and practices that reinforce key messages and critical data that individual contributors and managers need to do their jobs and support enterprise outcomes
  • Analytics – Experience using analytics to identify trends, isolate issues/opportunities and leverage data to drive outcomes
  • Strategy – Ability to harness the energy and commitment of leadership and critical stakeholders to drive strategic initiatives towards necessary outcomes. Utilization, partnership and leverage of corporate shared services and SME’s to support and drive business outcomes. Contribution to the development of functional excellence by cultivating a solution, consulting and customer service orientation/mindset among human resources practitioners
  • Communication – Summarize and present departmental performance data at the executive level. Parse information and make decisions regarding issue escalation. Effectively translate and communicate the corporation’s strategy throughout the Human Resource organization
  • Collaboration – must work across groups to ensure organizational consistency, standards, and compliance with applicable regulations
Key Attributes:
  • Professional services industry background that supports an understanding of and knowledge about how to execute a people centric business model. Specific experience with government services is highly desired
  • Demonstrated ability to turn complex trending data into meaningful executive decision-making, and workforce planning tools in support of large government services
  • Proven ability to communicate effectively at all levels of the organization
  • An understanding of labor markets and how to advise the company with respect to best practices to attract, retain and develop talent given competitive forces related to labor market conditions
  • Analytical rigor and experience to be able to assess human resource trends and fact patterns with an ability to establish the most critical issues and opportunities to address
  • Analytical rigor supported by an ability to report key facts and trends to executives with a clear and easy to interpret view of gaps and related actions to close gaps to plan
  • An ability to inspire confidence and follower-ship among the human resources team at the group and enterprise level. Such follower-ship must include an ability to develop talent based on having the experience to identify and close skill gaps in the various areas of human resources strategy
  • An ability to model values and behaviors core to the business while internally reinforcing the traditions of the business and supporting the external reputation
  • Prior background and experience in professional association networking and conference presentations that extends the company’s reputation while gaining insights into best practices
  • Insights and knowledge with respect to balancing management support with employee advocacy
  • An ability to plan and execute to plan, but a corresponding awareness of when to adjust the plan
  • Stature and experience that supports a ready now successor status to the CHRO
  • 15 or more years in the Human Resource field with progressing levels of responsibilities
Education:
  • Undergraduate degree in Business, Human Resources, Communications, Marketing or similar, Graduate degree preferred
  • Certification in the human resources field a plus
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