Vice President of Human Resources

Posted 2 weeks ago

JOB SUMMARY:  The Vice President of Human Resources is responsible for direction and oversight of the human resource functions of the organization in accordance with the policies and practices of Presbyterian Homes, the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The position is also responsible for the development and implementation of an annual Strategic Human Resource Plan to provide the organization with quality talent today and positioning the organization for future growth. The position directs the planning, development, implementation, and administration of all human resource programs.  The position reports to the President and Chief Executive Officer and currently has three direct reports in the corporate office including the Human Resources Director, Benefits Manager, Talent Management Manager and Talent Acquisition and Systems Senior Manager. Each community has a human resource team that includes a Human Resources Manager, a HR Generalist, and a HR Coordinator, as needed who report directly to the Executive Director of the Community and indirectly to the Vice President of Human Resources.  The Vice President of Human Resources provides managerial oversight and is responsible for support for the community’s human resource teams.

DUTY AND RESPONSIBILITY: This job description may have excluded marginal functions of the position. However, all Presbyterian Homes employees are required to follow any job-related instructions and to perform any other job-related duties as requested by their supervisor.


Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Plans, develops, organizes, implements, directs and evaluates the organization’s human resource function and performance.
  • Participates in the development and implementation of the organization’s strategic plans and initiatives, particularly from the perspective of talent management and development.
  • Translates the organization’s strategic and tactical plans into achievable human resource annual operational plans and budgets.
  • Evaluates and advises senior management on the impact of new programs/strategies and regulatory action, as those items affect the attraction, motivation, development and retention of the talent of the organization.
  • In conjunction with the community human resource teams, develops staffing strategies and implementation plans and programs to identify talent within and outside the organization.
  • Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
  • Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development, education and performance of the person.
  • Develops the organization’s succession plan to include identifying competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, leadership development and competency training programs to prepare employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business.
  • Continually oversees and assesses the competitiveness of all human resource compensation and benefits programs against the relevant comparable companies, industries and markets.
  • Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
  • Leads development of appropriate policies and programs for effective management and oversight of the organization’s human resources. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, including tuition reimbursement, among others.
  • Enhances and/or develops, implements and enforces human resource policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems solution, and provides necessary reports for critical analyses of the human resource function and the people resources of the organization.
  • Oversees the activities, programs and strategic human resource plans of other HR departments throughout the organization.
  • Provides technical advice and knowledge to others within the human resource discipline and interacts with legal and other outside consultants to solve organizational knowledge gaps.
  • Provides oversight for areas such as employee communication, employee safety and health, and employee relations.
  • Provides oversight and assistance in the development of talent recruitment and retention programs.
  • Oversees payroll information including wage and benefit data with the Accounting Department.
  • Oversees and manages the training and development programs of the entire organization. Evaluates each human resources department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
  • Serves as a Plan Administrator for the organization’s retirement plans including a qualified 403(b) Plan and two (2) non-qualified executive plans (457(b) and 457(f) Plans). Demonstrated knowledge and experience administering retirement plans is a necessary job requirement. Responsibility would include ensuring compliance with the Plan Documents.
  • Assures standardization and compliance of human resource practices where required by law, regulation or other mandate.
  • Oversees the design and development of a human resources communication program including as needed updates to the organization Employee Handbook.
  • Advocates for talent development and communicates people concerns to appropriate leadership within the organization.
  • Maintains strict confidentiality and security of any human resource and/or resident/patient information as required by law and best practices.
  • Demonstrates behaviors and completes work in a manner consistent with the organization’s compliance and ethics policies and culture.



Bachelor’s degree required, Master’s degree or equivalent education preferred; ten (10) to fifteen (15) years of related experience and training; industry certification preferred


Minimum of eight (8) to ten (10) years progressively responsible experience in a human resources leadership role to include HRIS and reporting experience; Plan Administrator and employee benefits experience; compliance, employee relations, recruiting and retaining talent; employee training, development and recognition


  • Interest in people, ability to relate to employees at all levels and possesses strong problem solving, communication, and analytic skills
  • Interactive and accessible management style that includes real-time coaching
  • Ability to work with multiple HR teams that support different populations with needs specific to each area
  • Previous experience with HR compliance specific to safety and OSHA
  • Working knowledge of Benefit Plans 403(b), 457(b) and 457(f)
  • Software and data technology experience specific to HRIS data that includes project management, selection, implementation and ongoing use of HRIS system and cadences


Administration, staff, board members, outside professionals including attorneys and consultants, inspectors from regulatory agencies


Position is primarily sedentary.  Visual and hearing deficits should be well compensated.


The position is based the majority of the time at corporate office with some limited travel as needed to communities.  An opportunity for a hybrid work schedule is a consideration.






This search is being conducted by Meg Laundry, Associate, Tuft & Associates, Inc. Qualified candidates should submit, in confidence, a resume and a cover letter that outlines relevant personal qualifications to:

  • Complete the resume submission form below, and include your resume and cover letter.
  • Email your resume and cover letter to Tuft & Associates, Inc. at

Job Features

Job CategoryOpen
LocationSkokie, IL