Senior Vice President Of Talent & Culture

ABOUT VISIT SEATTLE 

For over half a century, Visit Seattle has stood as the premier destination marketing organization for Seattle and King County, operating as a 501(c)6 entity. Its mission is to bolster the region's economic and social growth by promoting it as a global destination. This is achieved through effective destination branding and launching competitive initiatives and campaigns focused on growing leisure travel, convention sales, and international tourism development. 

FUNDING 

Visit Seattle's financial support comes from a variety of sources. These include revenue from the Seattle Tourism Improvement Area hotel assessment, a contract for services paid by lodging taxes collected by the Seattle Convention Center in Seattle and King County, contributions from Visit Seattle's dynamic membership program, its marketing efforts, service contracts with the government, and other miscellaneous income. The organization's current operating budget stands at $38 million, primarily funded by the Seattle Tourism Improvement Area (two-thirds), the Seattle Convention Center (one-quarter), and other revenues as mentioned above. 

MEMBERSHIP 

Visit Seattle is a membership-based organization, linking more than 750 local businesses with the profitable visitor market. These businesses benefit from the exposure of their products and services to this audience. Additionally, Visit Seattle's Membership team organizes four “signature” events annually, alongside orientations and networking opportunities, and facilitating connections and growth within the community. 

POSITION SUMMARY 

The Senior Vice President of Talent & Culture will collaborate with the internal executive team and strategic consulting partners to develop and lead all strategies related to Visit Seattle’s team optimization and development. This includes overseeing people philosophies, frameworks, policies and practices that allow the organization to deliver on its mission and vision. 

This role plays a critical balance between being a team member champion and risk mitigator for the organization. The role will be responsible for developing and delivering strategic HR initiatives and will oversee all HR operations. The person in this role works with considerable independence, efficiency, productivity and is skilled at navigating ambiguity. This role directly leads practices related to the team member experience such as the performance process, DEIB (diversity, equity, inclusion & belonging) initiatives, learning and development, benefits administration, recruiting, as well as overseeing the business operations of the HR department, including budget management, and other administrative functions.

Successful candidates will excel in leadership, communication, and interpersonal skills, and can go from building strategy to executing on deliverables. Strong collaboration and change management skills are essential to enabling team members to thrive and do their best work.

KEY RESPONSIBILITIES 

• Collaborates with senior leadership to support the organization’s goals and strategy related to the team member experience, DEIB initiatives, benefits, recruiting, and retention.

• Provides senior level HR guidance to the Executive team. Serves as a thought partner and strategic advisor to develop creative solutions for solving problems and improving the quality of the work environment.

• Advises and builds change management strategies and communications to accelerate understanding and buy-in among leaders and team members.

• Liaises between the DEIB Affinity Group and the Senior Leadership team, ensuring the strategy and objectives are met.

• Serves as a team member Champion and resource while effectively balancing the priority of minimizing organization liability, risk, and exposure.

• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource culture, compliance, and strategy needs.

• Analyze HR processes, identify inefficiencies, and develop improvement plans.

• Effective implementation of recruiting priorities, including the hiring and retention of a diverse workforce to ensure an equitable, inclusive work environment where all feel valued and can thrive.

• Manages recruitment process including attracting, hiring, and onboarding of new team members.

• Fosters, cultivates and works in collaboration with organizational consulting partners including but not limited to Culture, DEIB, Recruiting and Search, and Benefits.

• Oversees the organization's compliance with federal, multi-state, and local employment laws and regulations, and recommends best practices.

• Maintains awareness of diversity, equity, inclusion, and belonging (DEIB) trends and concepts, bringing effective best practices and approaches to the organization's work.

• Performs annual reviews of HR processes, documentation, policies and manuals to ensure full compliance with all local, state and federal regulations.

• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS).

• Advises executive leadership on trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources.

• Develop, implement, and effectively manage department budget.

• Perform other duties as required.

PREFERRED EDUCATION AND/OR EXPERIENCE

• 4 to 6 years of HR experience in a leadership role, preferably in tourism industry or non-profit organization.

• Bachelor's degree in human resources or related field, or equivalent experience/training.

• SHRM-CP or SHRM-SCP certification preferred.

KEY COMPETENCIES

• Excellent people management, leadership and conflict resolution skills.

• Solid operational knowledge of functional areas of HR, including performance management, succession planning, compensation, rewards and recognition, employee relations, compliance and talent acquisition and retention.

• HR Business Partner skills to equip leaders throughout the organization to envision, develop and align people strategies and practices to business strategies.

• A collaborative, thoughtful HR leader who sees the big picture and at the same time demonstrates a high level of skill diving into the details utilizing effective project management practices.

• Proven ability to drive change including transformation initiatives, continuous improvement, and strategic risk-taking to advance desired outcomes.

• Strong understanding of federal, state and local employment laws.

• Solid analytical skills, with an ability to troubleshoot, problem-solve and make sound decisions.

• Team player who leads by example, takes initiative and prioritizes the organizations objectives.

• Ability to convey complex information in understandable terms at all levels of the organization.

• High proficiency in Microsoft applications, particularly Word, Excel, and Outlook.

• Must be able to speak, read, write, and understand the primary language, English, used in the workplace.

• Must be fully vaccinated against COVID-19.

PHYSICAL DEMANDS / WORK ENVIRONMENT 

The physical demands here are representative of those that a team member must meet to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Some travel may be required. 

We are grounded and guided in our work together by our Values:

• INCLUSION: We value a safe environment where diversity and lived experiences are embraced, authentic vulnerability is encouraged, and active empathy is practiced.

• IMPACT: We value the idea of building a legacy that starts today, by committing to being mindful, helpful, and dedicated to a positive ripple effect that we create.

• COMMITMENT: We value a community where growing, celebrating and embracing each other for a greater future is encouraged, and an appreciation for sacrifice, grit, integrity, and the passion for conquering the unknown is well recognized.

• EXCELLENCE: We value having pride and passion in the work that we do by committing to always giving it our all and celebrating success in both the big and small tasks.

Equal Opportunity Employment 

Visit Seattle is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. Visit Seattle’s leadership team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs and general treatment during employment. 

Application Requirements

Please submit both your resume and a cover letter detailing your qualifications and interest in this position.  The cover letter is an essential part of the application process.  Applications without a cover letter will not be considered.