NLC’s success is driven by its exceptional people—visionary, purpose-driven professionals who are committed to delivering top-notch education that changes lives and advances the power, gas, and telecom industries. The VP of People and Culture is the key driver in attracting and retaining this distinctive talent. You will also set the priorities for maintaining our best-in-class culture through our core values of Passion, Integrity, and Excellence.
Develop NLC’s employer brand, implement a superior “total employee experience,” and enrich our best-in-class culture.
Take time to understand our positive, evolving culture, including departmental and campus-specific nuances, then regularly monitor engagement through assessment tools such as Gallup Q12 and Qualtrics.
Lead by example: set an unwaveringly optimistic, energized tone, especially during times of uncertainty and change.
Direct the development and administration of an onboarding program for all new hires that “knocks their socks off”, ensures their success and reinforces NLC’s core values: Passion, Integrity, and Excellence.
Be futuristic: oversee the build-out and realization of a successful succession planning program, including providing the tools and resources necessary to optimize employees’ trajectories within the organization.
Work with our diversity and inclusion team to achieve a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.
Coach supervisors on D&I and how to reinforce a respectful, strength-based culture through performance management strategies emphasizing professionalism, candor and encouragement.
Use the ADDIE model to manage Contact Points, NLC’s process for ongoing feedback between an employee and their supervisor.
Oversee successful development and delivery of impactful company-wide communications.
Explore meaningful benefit strategies that are specific to employee desires, such as student loan payback, flexible workplace, community service or volunteerism, and more.
Stay abreast of technology trends and champion new systems and tools that improve productivity, enhance access to real-time information and improve the workday experience.
Be an advocate and internal champion for a healthy, safe and beautiful workplace.
Evaluate, promote, reimagine, and support NLC’s annual employee recognition program, the Crystal Awards.
Seek innovative ways to recognize and support employees, utilizing a spirit of fun and individuality.
Lead change in people, structure, and process that moves NLC from where it is now to where leadership wants it to be.
Partner with senior business leaders to understand business strategy, then develop, define, and align HR priorities to support the achievement of business goals.
Ensure NLC offers competitive and compelling compensation and benefits, including innovative offerings and new employee programs designed to satisfy the varying needs of a multigenerational workforce.
Collaborate with leadership to build appropriate employee incentive programs, clearly communicate expectations, regularly analyze outcomes, and adjust as needed.
Continuously evaluate staffing needs, the total personnel budget, organizational structure, specific roles and responsibilities, and best practices in order to build high performing, collaborative teams.
Implement benefit plans, communicate plan changes, and address employee questions and concerns.
Maintain a robust understanding of NLC’s ERP, HRIS and Payscale analysis tool. Analyze national trends, anticipate organizational needs, and when appropriate, present data-based recommendations.
Research and introduce new tools and groundbreaking ideas to address strategic, operational, and fiscal challenges from the HR perspective.
Mentor NLC’s HR team, providing big picture context, guidance and support so they can drive the people strategies of the enterprise.
Maintain the consistent quality of HR processes and initiatives in a geographically diverse organizatio
Recruit outstanding talent to magnify the strategic reach and value of our global organization.
Ensure every aspect of NLC’s unique recruiting process exudes the culture of NLC, providing a happily humane, satisfying and thought-provoking experience.
Research and apply knowledge of industry workforce trends, anticipating opportunities and threats and their impact on business and recruitment objectives.
Use technology to support a highly efficient, relationship-oriented, device-centric hiring process, using data to identify opportunities for continuous process improvement.
Develop practices to mitigate unconscious biases in the hiring process to attract a wider range of employees with broader experiences, perspectives and solutions.
Develop and implement cutting-edge strategies to attract exceptional talent.
Maintain keen visibility into the KSAs of candidates and new hires, ensuring preservation of the organization’s mission, values, and culture.
Design and provide a customized approach to mentoring NLC recruiters and hiring managers, ensuring the overall talent acquisition style aligns with company values and goals.
Maintain focus on the recruitment budget: regularly analyze and modify processes and services to minimize cost and maximize value.
Continually assess and mitigate financial, legal, operational, reputational and safety risks.
Maintain proficient knowledge of HR policies, programs, and laws, and implement programs that train leaders to understand and comply with necessary rules.
Apply environmental awareness to avoid disruption when possible, minimize organizational risk, foresee internal and external change drivers and communicate with transparency.
Oversee preparation and maintenance of personnel records, employee manuals, the employee handbook and internal SOP’s to ensure consistency in best practices throughout the organization.
Develop and refine policies and programs for effective personnel management, including: employee relations, inclusivity, sexual harassment, employee complaints, workplace safety and health.
Manage the budget and other financial measures of the HR department.
Collaborate with Grid U and Compliance, to address ongoing training requirements related to the maintenance of accreditation qualifications for instructional, admissions, and other staff.
Ensure compliance with all applicable federal, state, and local employment laws and internal codes of conduct and ethics.
Commit to lifelong learning and engagement with the industries we serve.
Pursue a personal development plan (updated annually) aligned with business objectives.
Participate in relevant training opportunities—including internal training—to help advance NLC’s business and culture.
Develop strategic initiatives that ensure NLC’s continued success.
Understand the education market, government regulations, and NLC’s deliverables, such as:
NLC programs, catalogs, policies, and history.
Campus accreditation and state approval process.
The electrical, gas, and telecom industries and employers.
The line trade within these industries.
Showcase unwavering integrity in words and actions.
Practice creative strategic thinking: recognize patterns, trends, themes, and connections in information to develop innovative ideas and solutions.
Advise executive management and other staff on strategies and programs to address challenges presented in the growth of domestic and international markets.
Implement HR metrics and systems to objectively measure process value, efficiency, and effectiveness.
Lead by example: showcase camaraderie and warmth as you interact with all levels of employees.
Be the “change agent” for HR policies, programs, and services.
Perform other duties as assigned
Physical Requirements (must be able to perform physical requirements of job with or without accommodation)
Speech and hearing to discern verbal instructions and communicate effectively
Visual acuity to comprehend written materials, detailed reports, and use computer programs and spreadsheets
Personal mobility, manual dexterity, flexibility, and balance to work in an office environment; stand or sit for extended periods of time; bend and reach to move or carry items weighing up to 25 lbs.
Up to 25% travel may be required
Required Education & Previous Experience:
Bachelor’s degree in business, psychology, human resources or a related field
Minimum of ten (10) years’ management experience with operational and fiscal responsibilities in an organization with a minimum of 300 employees and $70m in revenue, or an equivalent combination of related education and experience
Required Knowledge, Skills & Experience
High level of abstract reasoning, including flexible thinking, creativity, judgment, and logical problem solving
Ability to initiate and lead continuous improvement efforts in a dynamic HR environment
Strong presentation and public speaking skills, with a leadership presence that inspires and builds trust
Communicates with impact, both verbal and in writing, showing an ability to summarize complex information into easily understood talking points.
Demonstrated ability to apply innovative technological solutions in order to increase operational productivity, without losing focus on the “human” element
Expert sense of overall business and financial operations enabling good judgment and participation in senior executive decision-making activity
Knowledge of strategic planning processes with ability to apply financial and technical acumen
Demonstrated experience developing and leading a high-performing team
Exudes high standard of professionalism
Superior understanding of Northwest Lineman College and its products and services
Ability to build and maintain a vast network of professional relationships over a long period of time
Ability to capture the time and attention of management to resolve issues
Ability to attend to detail while maintaining a big picture orientation
Excellent communication skills with ability to communicate credibly with employees at all levels of the organization
PHR, SPHR, or other related professional certifications
Master’s degree in business, organizational leadership, human resources, or other relevant field
Leadership experience in higher education and/or the power delivery industry
Employer will assist with relocation costs.
About Northwest Lineman College
To improve lives, an industry, and the country, Northwest Lineman College will be a dynamic, visionary, and leading international educational institution providing the benchmark standard of safety, training, and products that exceed the expectations of customers.
To improve lives, an industry, and the country, Northwest.