SVP/Human Resouces
Reporting to the Chairman & CEO, and as a member of the Executive Leadership team responsible for setting the strategic direction and achieving business/operational imperatives and growth initiatives across Meredith, the SVP HR is accountable for defining and developing an integrated HR strategy that aligns with organizational goals, as well as a plan and platforms to actualize the Company’s mission, vision, strategy, and culture. Interacting with a variety of stakeholders, including business leadership, employees and potential employees, external partners, and the Board of Directors, the role is both transactional and transformational in nature, with responsibility for all day to day HR activities, as well as serving as the architect and a catalyst for creating an HR function that supports Meredith’s evolving business and corporate strategic initiatives, and paces ahead of the curve. The SVP HR acts as the steward and champion for Meredith’s culture and relationship with our employees, and nurtures an environment based on shared purpose, mutual respect and the opportunity for all team members to flourish and succeed. In addition to fostering an awareness of Meredith as a first-choice place to work for talent from across a wide variety of disciplines and backgrounds, the SVP HR represents Meredith externally as an HR thought leader while leveraging broader industry and functional relationships to stay abreast of best practices and transformational trends. The SVP HR leads a team of approximately 60 HR and DE&I professionals supporting an evolving business landscape and elevated employee expectations and has ownership of all aspects of HR for an organization of approximately 3,500 employees in the US and 400 employees in India.
Essential Job Functions
The SVP, HR leads a team of HR professionals in all facets of HR, including but not limited to:
- Organizational Design and Development
- Employee Relations
- Performance Management & Goal-setting processes
- Training & Employee Development
- Talent Acquisition and Retention
- Diversity, Equity & Inclusion
- Talent Assessment and Succession Planning
- Compensation strategy, planning and programs
- Benefits and Wellness
- Employee Engagement/Corporate Culture
- HR Operations/Systems including Workday
- HR/Employee Communications
- HR Policy development and management
- HR Compliance – workplace behavior, sexual harassment, anti-discrimination, etc.
- HR Metrics & Data
- Board of Directors liaison on Executive Comp, Human Capital Metrics and HR Strategy
- Labor/Union Relations
- Immigration/visa management
- Contingent workforce practices and oversight
- Intern and other career development programs
- HR Budget management
Education
College degree in Human Resources or related field, or equivalent training and/or experience. Master’s degree in Human Resources or MBA preferred.
Experience
Minimum 15+ years direct experience building, leading and managing HR functions and strategies. Previous experience working in Media, preferably in a corporate environment, and relevant industry relationships preferred.
It is the policy of Meredith to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Meredith will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing Meredith.Human.Resources@meredith.com.
Meredith participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees