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Director of Human Resources

Job Number: 

Director of Human Resources


Direct, manage, and oversee the functions related to human resource activity throughout the organization (recruiting, employment, training, compensation and benefits, employee involvement, manpower planning, policy development, general employee communication).  Provide input from a budgetary, planning and management standpoint to CEO and other corporate officers regarding issues of employment and employees.  Directly responsible for assuring adequate supply and quality of company workforce, using supporting recruiting, training, and retention strategies.  Assure compliance with state, federal, and local regulations regarding company wide employment and employee practices.


  1. Direct organization wide employment and manpower planning functions.
    1. Establish, coordinate, and implement strategies and practices which recruit prospective employees to the organization consistent with the position vacancies and position requirements as established by the hiring department head.
    2. Develop and coordinate policies, procedures, and practices as necessary and applicable to assure proper screening of potential employees consistent with organizational values, policies, and applicable employment laws.
    3. Prepare various manpower plans on a short and long range basis which identify position and skill needs throughout the organization.
    4. Develop budgets and financial forecasts which assure efficient use of resources in the recruitment function.  Monitor resource utilization to assure consistency with budget forecasts.


  1. Direct and coordinate organization wide functions regarding employee development and employee involvement and employee communication.
    1. Work with departmental managers and directors to ascertain training and skill needs within functions, within positions, and as applicable to future projects or plans.
    2. Coordinate internal training and development activities, assuring effective resources utilization, consistency with organizational objectives, and effective methods of training and development are used.
    3. Identify through internal research analysis, development objectives.  Match internal resources or external resources with these objectives and implement action plans to satisfy applicable objectives.
    4. Target programs of employee involvement, seeking opportunities for enhancement in employee activity within the company, interest in the company, participation in company wide initiatives and participation in programs or projects of external company (community) activities.
    5. Identify and coordinate, activities which may be of interest to general employee population and correlate to organizational initiatives or values regarding work life (e.g., programs of wellness, education, volunteerism, etc.)
    6. Establish, monitor and revise as necessary, internal methods of employee communication regarding organization objectives and mission, benefits, compensation, policies and practices, general information, and employee activity.


  1. Coordinate, develop, and/or implement, systems of compensation and benefits which compensate and reward employees consistent with organization values.
    1. Update, revise, and/or reformulate as necessary, compensation delivery and performance review systems for all levels of employees to assure all levels of employees are adequately compensated consistent with organizational objectives and strategies regarding compensation.
    2. Update, revise, monitor, and/or reformulate as necessary, employee benefit programs to assure cost effectiveness for the organization and the employee, to assure employee utilization and satisfaction with the benefit programs, and to enhance organization’s strategic position as an employer (both recruiting and retention).
    3. Conduct appropriate and applicable compensation research as needed to monitor competitive status of compensation policies of the organization, to monitor consistency and compliance with applicable laws, to provide budget and planning data and targets, and to provide input to corporate officers regarding strategic planning efforts.


  1. Develop organizational policies and procedures regarding issues related to employment.
    1. Develop, revise, and implement, policies regarding all aspects of employment throughout the organization, including employment manuals.
    2. Monitor effectiveness of policies in achieving objectives ranging from performance to compliance with applicable employment law.  Coordinate application of organizational policy with various departmental policies assuring consistent interpretation and application.


  1. Direct organization wide programs of human resources functions.
    1. Interface with organization legal counsel on matters pertaining to labor law ranging from equal opportunity to worker’s compensation to policy development to general matters of legal significance regarding employment.
    2. Provide support to department managers/department heads regarding matters of employment ranging from recruitment and hiring to manpower budgeting to counsel with difficult employment situations.
    3. Provide counsel to CEO and other corporate officers regarding budgetary and strategic planning issues affecting employment.
    4. Serve as senior manager representing employment, organizational development, and other applicable human resource issues on management task forces, corporate strategic planning committees, quality assurance initiatives, and other management forums.
    5. Interface with consultants ranging from insurance and benefit specialists to training and development specialists on a corporate wide basis.  Where applicable, negotiate services, retain and dismiss consultants, recommend plans, and coordinate their activity.
    6. Advise CEO of trends and issues affecting employment and employees throughout the organization.  Provide analyses as requested.  Conduct research as requested.  Perform other management or leadership and professional tasks related to the organizational issues of employment as requested by the CEO.




  1. Serve on organizational committees as appointed or requested by CEO.
  2. Attend required training or in-service sessions as established by the organization or as determined by CEO.
  3. Adhere to all policies affecting management in the organization and affecting employees in the organization.
  4. Represent the organization publicly in trade associations, professional associations, and various community activities as approved by CEO.
  5. Submit reports, budgets, analyses, and plans organizationally and departmentally as required.
  6. Recruit, hire, train, and supervise in all aspects, a professional staff as approved via budget and CEO to fulfill departmental duties.
  7. Implement and support, organizational policies and standards at all levels throughout the organization.
  8. Support the organizational chain of command and reporting system, conducting work responsibilities consistent with other departments’ priorities and respectful of each manager’s right to hire, fire, discipline, promote and compensate his or her staff autonomously within the reporting structure and within organizational policy and procedural guidelines.



Bachelor’s Degree from an accredited college or university in Business, Management, Human Resources, Organizational Development, Organization Psychology or a discipline providing a coverage of classwork in topics of organizations, business, and management.  Seven plus years of experience in directing a division or department within an organization where responsibilities included hiring, firing, staffing, training, developing policies, developing plans, developing budgets, developing operation systems, and having accountability at senior management levels for unit performance.  Experience of five plus years in an organization with multiple sites, multiple levels of employees (hourly, salaried, professional, technical and general labor) and operations over $1,000,000 and over 100 employees.



  1. Knowledge of business terminology, employment law for employers of fifty plus employees.
  2. Oral communication skills and command of the English language sufficient to carry on conversations with professionals, business leaders and executives, as well as individuals with less than a high school equivalent education.
  3. Ability to read and write English at a technical level equivalent to college level study.
  4. Writing skills sufficient to compose grammatically correct letters of a business nature, written reports and proposals, and interoffice correspondence.
  5. Working knowledge of business law, basic contracts, and general accounting principles.
  6. Hearing to conduct phone conversations interpersonal conversations with standard amplification.
  7. Visual acuity to read handwritten notes in font size as small as 6pts. with correction.
  8. Job duties require sitting or alternately moving about 100% of the time, with standing, sitting and walking varying by one hour increments.
  9. Must be able to walk distances or move about distances equaling one quarter of a mile before resting or stopping.
  10. Job duties require exerting up to twenty pounds of force or lifting weight intermittently.
  11. Ability to speak to groups up to fifty plus persons using notes or extemporaneously.
  12. Flexibility in schedule to work varying hours plus occasional weekend hours, with flexibility to work intermittent evenings (up to five evenings per month) and intermittent work days up to ten hours per day (up to five days per month).
  13. Ability to utilize basic office equipment including a pager, computer keyboard, word-processing software, spreadsheet software, telephone, fax machine and copy machine with common training.
  14. Freedom from infectious disease allowing unrestricted access to patient care areas within hospitals, clinic environments, nursing homes, and other licensed health care settings.
  15. Job requires direct employee contact to conduct interviews and to counsel employees, in some instances within the employee’s work area and under situations of personal distress.

VMP is  an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.