Vice President, Human Resources

Miami Neuroscience Institute Baptist Health South Florida; Miami Beach (FL); Vor Ort; USD 160.000 - 175.000; Vollzeit

Benefits dieser Stelle

Healthcare

Paid vacation

Zusammenfassung

Miami City Ballet seeks a Vice President of Human Resources to lead all people practices, reporting to the Executive Director and serving on the senior leadership team.

This role shapes organizational structure, staffing, policies, performance, compensation, and culture to advance the mission. The VP balances employee advocacy with institutional stewardship and ensures compliant, people-centric processes across the enterprise.

Qualifikationen

• Minimum of 10 years of progressive human resources leadership experience.
• Experience in complex environments such as performing arts, nonprofit, or educational sectors preferred.
• Willingness to relocate to the Miami, Florida area and work onsite; this is a non-remote position.

Aufgaben

• Lead organizational strategy and workforce planning with senior leadership.
• Act as trusted advisor to the Executive Director and leadership team on HR matters.
• Oversee compensation, benefits, employee relations, and performance management.
• Ensure HR policies, systems, and legal compliance are current and effective.
• Develop and sustain HR processes and documentation aligned with institutional goals.
• Model sound judgment, empathy, and accountability in all people decisions.

Kenntnisse

HR leadership

Strategic leadership

Employee relations

Compensation and benefits

Talent acquisition

Performance management

Employment compliance

HR policy development

Workforce planning

Leadership coaching

Ausbildung

SHRM SCP

SPHR

Jobbeschreibung

Job Title: Vice President, Human Resources

Department: Administration

Reports to: Executive Director

FLSA Status: FTE Exempt

Salary Range: $160,000 - $175,000 per year, plus generous benefits package including healthcare and paid vacation time

Position Summary

Reporting to the Executive Director and serving as a member of the senior leadership team, the Vice President of Human Resources contributes at the business/global level and provides strategic leadership for Miami City Ballet's people, culture, organizational structure, and employment practices.

The Vice President is responsible for ensuring that MCB has the people, organizational structure, management practices, policies, and workforce systems required to advance its mission effectively and responsibly.

This position serves as a trusted advisor and business partner to the Executive Director and senior leadership team and is expected to identify workforce needs and organizational risks proactively rather than solely responding to issues as they arise.

The Vice President balances care for employees with responsibility to the institution. The role requires sound judgment, discretion, responsiveness, strong knowledge of employment practices, and the ability to translate organizational priorities into clear and consistent people practices.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Organizational Strategy and Workforce Planning

• Partner with the Executive Director and senior leadership team to assess organizational structure, staffing needs, management capacity, and workforce priorities.
• Maintain a clear organizational structure that defines reporting relationships, levels of responsibility, titles, and decision authority across the institution.
• Lead workforce planning in coordination with organizational strategy and approved budgets.
• Evaluate proposed positions and hires based on institutional need, organizational structure, financial capacity, and established approval processes.
• Ensure hiring activity is consistent with executive direction, approved staffing plans, and organizational priorities.
• Identify areas where responsibilities, workload, staffing levels, or management capacity may create organizational risk.
• Recommend changes to roles, reporting structures, staffing models, or management practices when organizational needs evolve.

Executive and Management Partnership

• Utilize business experience to contribute to strategic planning and decision making at the macro (global) level.
• Serve as a trusted advisor and business partner to the Executive Director and senior leaders on organizational structure, workforce matters, employee relations, performance, compensation, and culture.
• Provide managers with clear guidance and tools for supervision, performance management, employee development, and difficult personnel decisions.
• Ensure managers understand their responsibilities as people leaders and hold them accountable for fulfilling those responsibilities.
• Surface significant workforce concerns to the Executive Director promptly, with appropriate context, options, risks, and recommendations.
• Exercise independent judgment while recognizing when matters require executive, legal, financial, or board involvement.

Employee Engagement and Organizational Health

• Establish consistent mechanisms for understanding employee experience, workload, engagement, management effectiveness, and emerging areas of concern.
• Maintain appropriate contact with employees across departments and organizational levels so that workforce issues can be identified before they become crises whenever reasonably possible.
• Monitor patterns in turnover, absenteeism, workload, employee relations, exit interviews, and other indicators of organizational health.
• Identify trends and recommend organizational responses when patterns suggest structural, management, cultural, or capacity concerns.
• Develop practices that support clear communication, professional growth, employee recognition, and a healthy workplace culture.
• Ensure employees affected by significant workplace changes receive timely, accurate, and appropriately coordinated communication.

Talent Acquisition and Organizational Capacity

• Lead an intentional hiring process based on clearly defined organizational needs and approved positions.
• Ensure job descriptions accurately reflect responsibilities, organizational level, required capabilities, reporting relationships, and compensation ranges.
• Partner with hiring managers to establish selection criteria and evaluate candidates against the capabilities required by the role.
• Maintain appropriate approval controls throughout the recruitment process so that offers are not advanced without required organizational authorization.
• Develop onboarding practices that establish clear expectations, responsibilities, policies, and organizational context from the beginning of employment.
• Build succession and continuity planning for critical organizational roles

Compensation, Benefits and Employee Systems

• Develop and maintain a coherent compensation framework that establishes appropriate levels, titles, salary ranges, and internal relationships across the organization.
• Regularly assess compensation practices for internal consistency, external competitiveness, affordability, and compliance.
• Ensure employees and managers understand applicable benefits and that enrollment, eligibility, changes, leave, COBRA, and other benefit processes are administered accurately and promptly.
• Proactively identify available options when employee benefit circumstances require individual attention or resolution.
• Partner with Finance to ensure alignment among compensation, payroll, benefits, staffing plans, and the approved institutional budget.
• Ensure performance evaluation and compensation processes are timely, consistent, documented, and connected to organizational expectations.

Employee Relations and Performance Management

• Provide leadership on employee relations matters, including performance concerns, workplace complaints, disciplinary actions, investigations, accommodations, and separations.
• Ensure employee concerns are addressed promptly, consistently, professionally, and with appropriate documentation.
• Coach managers in addressing performance issues early rather than allowing unresolved concerns to accumulate.
• Conduct or oversee workplace investigations as appropriate and engage employment counsel when circumstances warrant.
• Maintain appropriate confidentiality while ensuring relevant decision makers receive the information necessary to fulfill their responsibilities.

Employment Compliance and Workforce Risk

• Maintain current knowledge of applicable federal, state, and local employment laws and ensure MCB's employment practices remain compliant.
• Oversee compliance related to wage and hour requirements, FMLA, ADA, employment eligibility, Forms I 9, unemployment matters, required workplace policies, and other employment obligations.
• Identify employment related risks proactively and recommend appropriate corrective or preventive action.
• Understand relevant collective bargaining agreements and other employment related contractual obligations and ensure HR practices are consistent with those requirements.
• Partner with the Executive Director, Finance, legal counsel, and other leaders on matters where employment risk intersects with financial, operational, contractual, insurance, or institutional risk.
• Maintain appropriate documentation and internal controls for employment related decisions and processes.

Policies, Systems and Documentation

• Maintain an effective and current employee handbook and HR policies appropriate to MCB's workforce and operating environment.
• Establish repeatable HR processes that do not depend on individual memory or informal practice.
• Maintain accurate and confidential personnel records and ensure required documentation is complete and accessible to authorized personnel.
• Regularly review HR processes for effectiveness, efficiency, consistency, and compliance.
• Ensure institutional knowledge related to HR practices is appropriately documented and transferable.

Leadership and Accountability

• Establish annual HR priorities aligned with MCB's institutional goals and report progress to the Executive Director.
• Develop meaningful workforce indicators that allow leadership to understand organizational health, staffing trends, retention, compensation, recruitment, and other material people issues.
• Communicate significant issues promptly and distinguish between matters requiring immediate action and those requiring longer term attention.
• Follow through reliably on commitments, deadlines, executive directives, and required communications.
• Bring recommendations, not simply problems, to executive leadership whenever circumstances allow.
• Model sound judgment, discretion, accountability, empathy, and institutional stewardship.

QUALIFICATIONS

Minimum of 10 years of progressive human resources leadership experience, with demonstrated responsibility for organizational structure, employee relations, compensation, benefits, talent acquisition, performance management, and employment compliance.

Experience in the performing arts, nonprofit, unionized, educational, or similarly complex environment is preferred.

Must be willing to relocate to the Miami, Florida area and work onsite; this is a non-remote position.

• Significant progressive human resources leadership experience, including responsibility for organizational structure, employee relations, compensation, benefits, talent acquisition, performance management, and employment compliance.
• Demonstrated experience operating as a strategic partner to a CEO, Executive Director, or senior leadership team.
• Strong working knowledge of federal and Florida employment law and contemporary HR practices.
• Demonstrated ability to identify organizational and workforce risks and translate them into practical recommendations and action.
• Experience developing compensation structures, organizational charts, job architecture, and workforce plans.
• Demonstrated ability to navigate sensitive employee matters with sound judgment, empathy, discretion, and appropriate urgency.
• Strong project management skills with demonstrated ability to establish priorities, meet deadlines, and bring complex work to completion.
• Excellent written and verbal communication skills.
• Demonstrated ability to operate effectively in an organization with varied employee populations, work schedules, employment arrangements, and professional disciplines.
• Experience working in a performing arts, nonprofit, unionized, educational, or similarly complex environment is preferred.
• SHRM SCP, SPHR, or comparable senior HR credential preferred.

LEADERSHIP EXPECTATIONS

Success in this position requires more than technical HR knowledge. The Vice President must be able to anticipate, advise, organize, communicate, and act.

The successful leader will:

• See patterns before isolated issues become institutional problems.
• Ask questions when information is incomplete rather than allowing assumptions to stand.
• Create clarity where roles, expectations, or processes are ambiguous.
• Balance employee advocacy with responsibility to the institution.
• Know when to act independently and when to elevate.
• Communicate difficult information clearly and constructively.
• Build trust through consistency, responsiveness, judgment, and follow through.
• Design systems that allow good people to succeed rather than relying on individual heroics.
• The Vice President of Human Resources is ultimately accountable for helping ensure that Miami City Ballet has the people practices, organizational clarity, and workforce infrastructure necessary to support its mission and the people entrusted to carry it.

Miami City Ballet seeks to develop and nurture its diversity. Miami City Ballet is committed to maintaining an inclusive community that recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect. Miami City Ballet is an EEO employer fully committed to achieving a diverse workforce. All individuals, including minorities, women, individuals with disabilities, and protected veterans are encouraged to apply.