Vice President, Human Resources & Administration

Background

The Lupus Research Alliance (LRA) is the world’s leading non-governmental, non-profit funder of lupus research. Over the past 20 years, the LRA has invested over $220 million in more than 525 lupus research grants and clinical studies. More recently, the LRA established an affiliate organization, Lupus Therapeutics (LT), which is responsible for the coordination, conduct and management of a North American-based clinical trial consortium, the Lupus Clinical Investigators Network (LuCIN).

Position Summary

This is an exciting role as the LRA is growing and about to have over 50 employees. The Vice President (VP) of Human Resources (HR) and Administration is a mission-driven and strategic individual who is responsible for overseeing and managing operations of the LRA including HR, information systems & technology, general administration, and office management.  The VP is responsible for directing all the LRA’s human resources and administrative functions in accordance with the organization’s policies and practices and the laws, regulations, and administrative rulings of nonprofit organizations. The VP is responsible for the strategic human resource planning to provide the organization with the best potential employees available and to position the organization as the employer of choice by being aware of policies, practices and industry trends and provides executive-level leadership and guidance to the organizations HR operations.  In this role, responsibilities will include serving as a trusted advisor to Executive Management and department leaders on recruiting, employee relations, cultural development, compensation, benefits, performance management and policy development. 

The Vice President reports to the President/CEO and is a part of the LRA Leadership team and will be a key senior leader of the organization.

Primary Responsibilities

Human Resources

·        Collaborates with executive leadership to define the organizations long-term mission and goals; identifies ways to support this mission through talent management.

·        Establishes and implements human resources goals, policies, and procedures; monitors and evaluates effectiveness, and effects changes required for improvement.

• Work with CFO and CEO on issues related to departmental budgets, headcount, staff planning, and strategic plans while providing an engaging culture to retain and grow talent.

·        Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.

• Manage compensation plans along with CFO & President, fringe benefits programs such as PTO and develop employee retention strategies.
• Manage benefit administration including all company benefit policies, compliance audits and reporting, employee eligibility, and participates in the annual benefit renewal process and ongoing benefit education.
• Support talent development including the identification of development opportunities for employees, partnership on identification of development solutions, and the execution of organization-wide development programs and initiatives.
• Sustain and increase employee performance levels through timely execution of performance coaching, corrective action, and quality completion of the performance management process.
• Establish and maintain company wage and salary structure, pay policies. With CFO oversee variable pay plans within the company including bonuses and raises.
• Help ensure succession needs are met by offering expert counsel on employee engagement, leadership, training, and development for the LRA to remain well positioned to meet future challenges
• Manages day to day functions of the HR Coordinator

Administration

·        Cultivate the values of the LRA within the organization.

·        Organize, direct and evaluate the LRA’s administration functions.

·        Manage Office Manager and oversee day-to-day office operations. Assure maintenance of office facilities and equipment, supplies including inventory of printed materials and overall organization needs.

·        Assess LRA’s current tools, policies, systems and practices as they relate to administrative, HR and technology strengths and needs and implement efficient and effective systems to increase the productivity of the organization.

• Manage IT staff and the current technology infrastructure and keep up to date on the next level of information technology and systems that support the growth of specific programs and the organization overall.

·        Ensure that the infrastructure of the LRA is aligned with and enhance the capacity of LRA staff and programs to perform their work effectively and efficiently.

·        Maintains knowledge of emerging technologies and trends in operations management for nonprofits.

Qualifications/Skills

• Bachelor’s degree in human resources, Business Administration, or related field required, Master’s degree highly preferred.
• At least 10 years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred.
• At least 5 years of strong operational experience including information systems and technology.
• Minimum of 5 years in a senior management position.
• Experience in a Nonprofit environment highly preferred
• SHRM-CP or SHRM-SCP strongly preferred.

·        Excellent verbal and written communication skills.

·        Excellent interpersonal and conflict resolution skills.

·        Excellent organizational skills and attention to detail.

·        Strong analytical and problem-solving skills.

·        Strong supervisory and leadership skills.

·        Thorough knowledge of employment-related laws and regulations.

·        Knowledge of and experience with PEO

·        Flexible and able to multitask; can work within an ambiguous, fast-moving environment, while also driving toward clarity and solutions; demonstrated resourcefulness in setting priorities and guiding investment in people and systems.

·        Proficient with Microsoft Office Suite or related software.

To apply click here Please upload a cover letter, which includes salary requirements, and a resume.

Incomplete applications will not be considered.

Only applicants who advance to the next stage of considerations will be contacted.   No phone calls, please.

The Lupus Research Alliance, Inc. is an Equal Opportunity Employer, committed to equal opportunity for all regardless of race, ethnicity, color, ancestry, national origin, citizenship, religion, sex, sexual orientation, gender identity/orientation/preference, class, or socioeconomic status, marital status, age, ability, or Veteran status.