At La Plata Electric Association, our mission is to provide our members safe, reliable electricity at the lowest reasonable cost while being environmentally responsible.  We are shaping the future by building trustworthy community partnerships as an innovative, forward-thinking industry leader, delivering excellence in our member-owned cooperative.

Summary

The VP, People and Culture is expected to promote and support LPEA’s Mission and Vision, Strategic Goals and Initiatives, the Code of Excellence, and LPEA’s Leadership Principles. The VP is responsible to collaborate and partner with the departments and the executive team at LPEA to promote a culture of safety for employees and the community and is responsible for all activities of the People and Culture Department of LPEA. The VP is responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction, specifically in the areas of culture development and organizational values, talent management, leadership development, succession planning, change management, internal communication, organizational and performance management, training and development, and compensation and benefits. The VP provides strategic leadership by articulating People and Culture needs and plans to the executive management team, stakeholders and the board of directors. In addition to being responsible for the employees of the department, the VP is expected to utilize cross functional teams and work with other department leaders to develop a strong collaborative working relationship across the cooperative.

Essential Duties and Responsibilities include the following. Other duties may be assigned. The manager, either directly or through subordinate supervisors and employees, is responsible for the following:

  • Actively establish, promote, and implement People and Culture efforts that effectively communicate and support LPEA’s Mission and Vision, Strategic Goals and Initiatives, the Code of Excellence, and LPEA’s Leadership Principles.
  • Build a People and Culture function capable of empowering LPEA’s leadership and team to reach their goals
  • Prepares, manages, and administers budget of People and Culture operations
  • Serve as a key thought partner—advising, coaching, and influencing the CEO and LPEA’s leadership team on matters of talent, succession, people development, and compensation
  • Function as a strategic business advisor to the executive team of each business unit or specialty group regarding key organizational and management issues
  • Build programs supporting diversity and inclusion
  • In conjunction with other leaders, develop and implement a comprehensive strategy to address and mitigate risk
  • Consulting on, developing, and implementing the organizations corporate social responsibility strategy (CSR)
  • Develop and implement comprehensive compensation and benefits plans that are strategic in recruitment and retention and competitive and cost-effective. Provides leadership on employee benefits including vendor selection, budgeting, administration, and employee communication. Benefit programs such as life, health, dental, vision, and disability insurances, 401(k) Retirement and Savings plan, flexible spending plan, leave of absence, worker's compensation insurance, employee assistance program and other benefits as recommended for inclusion in the employee compensation package
  • Coordinates with Safety and Business Continuity Specialist on the following, but not limited to, onboarding, DOT drug testing, workers compensation, and required reporting
  • Facilitate LPEA Joint Health Insurance and Joint 401K committees
  • Act as liaison and support employees on benefits questions and information
  • Ensure support and leadership for the Wellness Team
  • Provide overall leadership and guidance to the People and Culture function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, and organizational structure
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law; applies this knowledge to communicate changes in policy, practice, resources, and strategy to upper management and organization
  • Consulting on, developing, and designing performance standards and assessment metrics.
  • Designing an effective and comprehensive on-boarding process; develop new-employee orientation program that includes, but is not limited to, an orientation to the LPEA’s mission and Code of Excellence, policies and programs. Develop effective and comprehensive on-boarding process for employees in new leadership roles
  • Managing internal employee communication through collaboration with other departments which includes, but is not limited to, new employee orientation, employee coaching, employee benefits, and employee performance reviews
  • Conduct scheduled employee satisfaction surveys, report on the findings/trends and make recommendations to address issues identified through the survey;
  • Works directly with department managers to assist and collaborate in carrying out their responsibilities on personnel matters and employee relations issues. Conducts effective, thorough and objective investigations
  • Serve in a consulting/support role to advise managers on organizational, compliance, and IBEW Contract requirements
  • Oversees record keeping of benefit plans participation and employee records such as new hires, promotions, transfers, performance reviews, terminations, and employee statistics for government reporting; including HRIS, and candidate portal. Ensuring workforce activities are accurately reflected in job descriptions and other key documents
  • Prepares monthly and other reports and presentations for the LPEA Board of Directors. Works with BOD on CEO evaluations, compensation, and other initiatives as assigned by the CEO
  • Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters, and represents organization at employee related hearings and investigations.
  • Facilitates Labor Relations and aids members of the Management team with administration of the Collective Bargaining Agreement;
  • Oversees payroll processing, related processes and reporting
  • As directed by CEO, participate in various professional groups (e.g. NRECA, CREA, DAHRM) that support the industry, staying abreast and guiding efforts by such groups
  • Participates in and represents LPEA at cooperative sponsored events

Supervisory Responsibilities                                          

This position is directly responsible for leading employees of the department.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience                                        

A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of 10 years of HR experience. SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred. Also required is a minimum of ten years’ experience in management that includes the areas of Human Resources and employee supervision.

Benefits

  • Medical Insurance
  • Dental & Vision Insurance
  • Paid Vacation
  • Personal Leave
  • Sick Time
  • 401(k)
  • Health Club Reimbursement
  • Education Assistance
Equal Opportunity Employer, including disabled and veterans.

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