SCI Summary: SCI supports people with disabilities, behavioral challenges, medically complex needs, transitioning youth, the elderly, and other populations using Maryland Department of Health's Targeted Case Management and Supports Planning work models as well as a concierge level geriatric care management and care partner model.

Position Summary: Reporting to the Executive Vice President and Chief People and Culture Officer, the Vice President Team Member Experience is an essential senior leader who will impact various facets of the People and Culture Department within a culture of Shared Leadership, leading and directing routine functions and operations; including but not limited to; workforce planning, talent management, Team Member relations, organization and performance management, compliance with relevant laws and regulations, and associated policy/procedure development using analyses of human capital data and industry trends as a guide. The Vice President Team Member Experience will provide oversight and leadership to the Team Member Experience team and will support the Chief People and Culture Officer as a key driver of strategy development and implementation in the learning and growth areas of SCI's strategic plan. The Team Member Experience Vice President serves as a member of the Senior Leadership Team (SLT).

SCI Team Member Expectations: All SCI team members are expected to: Ensure services provided follow the organization's mission statement, core operating values and policies and procedures, follow HIPAA, confidentiality and security procedures and principles; collaborate with peers, leadership, and support areas of the organization; actively participate in and contribute to leadership and other staff meetings and trainings; maintains compliance with federal, state, and local employment laws and regulations; follow self-direction and person-centered planning procedures and philosophy; and to foster a culture that values diversity.

Essential Duties: HR Strategy, Planning, and Monitoring • Assist the Chief People and Culture Officer with identifying appropriate human capital strategies and policies for the organization. Lead the implementation of people strategies, policies, and procedure development. • Ensure alignment of all HR strategies and policies to meet business goals and ensure compliance with applicable labor laws and regulations • Manage the execution of work plans to align and support the needs of the business, including organizational change, workforce planning, resource allocation, organization design/development including culture enhancement initiatives, talent assessment, retention, and Team Member engagement

• Support the approach for performance management, talent management and associated evaluation processes • Create a talent pipeline that ensures succession strategies and plans for key leadership roles • Continue to grow an organizational culture that recognizes the value of the collective sum of individual differences and support efforts to strengthen SCI's inclusion, diversity, equitability, and accessibility (IDEA) initiatives at all levels within SCI • Collaborate across various levels and departments of the organization to develop and monitor key performance metrics, analyze and share observations, and develop data driven recommendations and solutions • Understand SCI's business models. Take a proactive approach in applying People and Culture expertise to achieve organizational goals • Partner with IDEA to interpret and analyze survey data, identify trends, and implement targeted action plans to improve the employee experience • Collaborates with IDEA and EVP CPCO to define and operationalize a multi-year strategy for maintaining a people-first culture of inclusion and belonging • In collaboration with ELT, develop tools to assess the cultural health of the organization and translate responses into actions and measures • Define and track key metrics to measure the success of culture and engagement initiatives; provide insights and recommendations to SLT and ELT of actionable solutions to address key areas of improvement • Partner with IDEA and Marketing and Communications to internally promote and celebrate our values and work, while also collaborating to externally communicate our work and values

Team Member Relations • Partner with senior leaders on issues related to organizational effectiveness, organizational change, performance management, and other matters • Identify and implement an effective Team Member engagement measurement tool and partner with leadership to implement, measure and monitor appropriate priority action plans • Balance the needs of the organization with the needs of Team Members in accordance with People and Culture policies, procedures, Federal, State, and local laws, and regulations • Provide guidance to Chief People and Culture Officer and other executive Team Members on Team Member Engagement, Retention and positive Team Member Relations activities • Measure, monitor, and modify EthicsPoint incident management system and support resolution of any Team Member legal matters and complaints of mistreatment including but not limited to discrimination, harassment, and retaliation, in partnership with legal counsel • Develop, measure, monitor and maintain People and Culture policies and procedures in line with best practices. Co-lead the Team Member Experience Advisory Committee and report dashboard metrics including key performance indicators

HR Management and Compliance • Partner with leadership in all departments to evaluate the organization's resource needs and develop plans to meet those needs

• Ensure compliance by monitoring legal and regulatory requirements and government reporting regulations affecting People and Culture functions • Maintain knowledge of competitive practices, legislation and regulatory changes affecting Team Member Experience and recommend changes accordingly

Other Duties: • Complete special projects or perform other duties as needed to meet departmental goals • Meaningfully participate in the strategic planning process, lead initiatives and goals within committees wherever appropriate • Work collaboratively with organization leadership to create a culture of People First that starts with and extends from the people receiving our services and includes the Team Members supporting the provision of services • Participate in meetings and training sessions that offer learning opportunities and that promote and enhance skills and professional development • Ensure that assigned organizational project objectives are met • Perform all duties as described, and others as required, using the foundation of the organization's philosophies and values • Work closely with other People and Culture Leaders to provide a full range of integrated People and Culture services.

Supervisory Duties: • Provide leadership and direction to the Team Member Experience team • This position provides guidance and direct supervision to Team Member Experience Managers within the framework of creating a culture of People First • In addition to process accountability, mentor Team Members to ensure professional development, leadership growth, and workforce planning • Provide constructive and timely performance evaluations for Team Member Experience team

Education Required: • Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Management or related field is required • SHRM or PHR Certification strongly preferred

Experience Required: • Minimum 10 years' relevant and progressive experience in Human Resources, talent acquisition, employee relations and engagement, strategic planning, developing and implementing initiatives fostering a culture of inclusion, and supervision of leaders and senior leaders • Minimum 5 years of supervisory experience, 8 years preferred • Demonstrated experience developing high performing cohesive teams and leaders • Direct service, nonprofit experience preferred but not required • Strong skills in MS Office Suite

SCI Value Related Competencies:

• People Come First (Customer Focus): Thinks and acts with people we support in mind when making decisions. Dedicated to meeting the expectations and requirements of internal and external shareholders, uses information and feedback to improve services. • Building Relationships and Connections: Interpersonal savvy. Relates to all kinds of people. Builds appropriate rapport, uses diplomacy and tact, diffuses high-tension situations comfortably. Establishes and maintains meaningful connections within the community and the organization (internal and external stakeholders) • Education (Informing Others): Quickly finds common ground to solve problems. Is seen as a cooperative team player. Provides coaching and mentoring to team members. Consistent communicator, provides team members with the tools they need to perform their jobs in a timely manner. Explores all available options to make the best decision for internal and external holders • Diversity: Values, appreciates and honors the ways in which cultural differences can create value in organizations. Is service oriented: Demonstrates a commitment to the philosophies for services and the goal of independence for the people we serve. Raises awareness in communities to appreciate the similarities and unique gifts of each person. Interacts with all kinds of team members equitably, deals effectively with all races, nationalities, cultures, disabilities, ages, and genders, supports equal and fair treatment and opportunity for all. • Driving Solutions (Perseverance): Pursues all initiatives with energy, drive, and the goal to succeed.

Job-Specific Competencies: • Builds Effective Teams: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals • Financial Acumen: Interpreting and applying understanding of key financial indicators to make better business decisions • Being Resilient: Rebounding from setbacks and adversity when facing difficult situations • Courage: Stepping up to address difficult issues, saying what needs to be said • Values Differences: Recognizing the value that different perspectives and cultures bring to an organization • Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity • Collaborates: Building partnerships and working collaboratively with others to meet shared objectives • Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences • Attracts Top Talent: Attracting and selecting the best talent to meet current and future business needs • Courage: Stepping up to address difficult issues, saying what needs to be said • Situational Adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations • Develops Talent: Developing people to meet both their career goals and the organization's goals • Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives

• Plans and Aligns: Planning and prioritizing work to meet commitments aligned with organizational goals • Strategic Mindset: Seeing ahead to future possibilities and translating them into breakthrough strategies

Physical Demands: Generally, presents standard office environment. Must be able to remain in a stationary position >95% of the time. Continually operates a computer, keyboard and mouse, and other office productivity machinery, such as a calculator, copy machine, printer, and mobile Smartphone device. Constantly positions self to comfortably maintain computer equipment. May occasionally be required to move about in an office setting or position office equipment weighing between 10-25 pounds. Vision abilities required by this job include close vision. Ability to operate a motor vehicle. The person in this position frequently communicates with other people. Must be able to exchange accurate information in these situations. IT Roles must be able to position self to maintain computers and equipment, including under desks and in server room(s). Frequently moves equipment weighing up to 50 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. This job description is subject to change at any time.

SCI is an equal opportunity employer and committed to the full inclusion of all qualified individuals. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, hair texture or protected hairstyle, veteran status, or genetic information. SCI is also committed to providing equal opportunity and access to individuals with disabilities by ensuring reasonable accommodations are provided to participants in the job application or interview process. To request a reasonable accommodation, contact Kathryn Eckert at kathryn.eckert@sc-inc.org or 410-218-5581.

SCI is committed to fostering a safe and productive workplace for all Team Members and individuals engaged in business with the organization. As such, all positions require the completion and passing of a 9-Panel Drug Screening within 48 hours after accepting an offer of employment. A 9-Panel Drug Screening tests for illegal drugs within the State of Maryland.

SCI does not sponsor for immigration, including for H-1B, TN, and other non-immigrant visas, for this role.

Disclaimer: The recruitment process is approved by Service Coordination Inc.'s (SCI) Team Member Experience Advisory Committee and subject to change based on business needs.

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