Vice President of Human Resources

It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.

SMI is a leading provider in government payment solutions, developing state-of-the-art solutions and running complex human services operations. We are focused on serving our government clients and their end-customers: some of the most in-need families and individuals in the United States. Our mission is to “Go the Extra Mile with a Passion to Serve." With over 50 years in operation as a family-owned and operated business, SMI has grown to over 700 employees across the country. SMI considers its employees and customers as part of our extended family.  We are truly a family, serving families. 

The VP of Human Resources is responsible for the development and administration of all Human Resources policies and programs for the entire company. The major areas covered are culture engagement, organizational planning, organizational development, employment, onboarding and training, employee relations, compensation, payroll, benefits, safety and health, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff.

To ensure effective collaboration and operational support, this role requires residence within commuting distance of Carrollton, GA.

Key Functions/ Basic Duties:

• Formulates and recommends Human Resources policies and objectives for the entire company which follow all federal and state laws while instilling and protecting the SMI culture.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and SMI culture.
• Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Reporting all events to Chief Administrative Officer.
• Provides executive oversight of the company’s payroll function to ensure accurate, timely, and compliant payroll administration. Establish appropriate controls and accountability while partnering with Finance and payroll staff to address issues, manage risk, and maintain effective payroll processes.
• Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure.
• Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company.
• Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
• Directs a process of organizational development that primarily addresses succession planning throughout the company.             Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
• Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
• Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executive-level candidates.
• Establishes in-house management training programs that address company needs across division lines (e.g., MBO, Performance Appraisal, Interviewing).
• Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports.
• Oversees implementation of programs through Human Resources staff. Monitors administration of standards. Identifies opportunities and resolves discrepancies.
• Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
• Directs the preparation and maintenance of reports necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
• Keeps supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
•  Administer Performance Management Program;

• Administer the progressive discipline;

• Monitor supsensions/terminations;

• Contribute to the Employee Handbook

• Administer investigation of harassment claims;
• Administer the grievance process;

• Research and write policy per State and Federal laws and regulations, as needed;

• Develop job descriptions;

Other duties may be assigned.

Additional Duties:

Protect interests of employees and the company in accordance with company human resources policies and governmental laws and regulations;

Administer Drug Free Workplace certification;

Prepare and present required and/or special reports;

Possess ability to exercise considerable judgment and discretion;

Contribute to the quarterly corporate newsletter;

Education and/ or Experience:

Bachelor’s degree in Human Resources, administration, or business administration.

Specialized training in organizational planning, compensation, and preventive labor relations.

Affiliations with successful companies that practice effective Human Resources Management.

Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management skills—principles and people. Experience working with more than two divisions.

From eight (8) to ten (10) years' experience gained through increasingly responsible management positions within Human Resources.

A minimum of three (3) years' recent experience as the top Human Resources executive of a company with 500 to 1,000 employees in a nonunion manufacturing and office environment.

Certification(s) in Human Resources Required.

Fluent in English.

Computer Skills: Basic knowledge of Microsoft Windows/Office. Knowledge and familiarity with HR management systems, learning systems, and payroll systems.

We are an Equal Opportunity Employer. We are a Drug-Free Workplace.