Rhode Island Airport Corporation is seeking a Vice President, Human Resources to oversee the development, direction, and leadership of all human resources functions, as well as, ensuring that the business affairs of RIAC are carried out consistent with the requirements of a quasi-public corporation, promptly and in compliance with ethical standards, federal and state laws, and administrative regulations. This is a great opportunity for a high-performing airport executive and leader who is committed to excellence and thrives in a fast-paced, dynamic environment. In this role, the successful candidate will have the ability to apply his/her leadership, innovation and
ingenuity skills to continue building upon RIAC’s success to date.
In the Vice President, Human Resources, RIAC is seeking a collaborative leader with a proven track record of excellent operational performance within a complex airport system. The airport is also looking for an innovative thinker, with the drive and ingenuity to help achieve RIAC’s strategic plan objectives.
The Vice President, Human Resources reports to the Senior Vice President, Legal Affairs and Human Resources and serves as a key member of the top leadership team of the enterprise.
The Vice President position is based at RIAC headquarters in Warwick, Rhode Island and involves occasional travel across the airport portfolio and occasionally beyond and within the U.S.

The Vice President Human Resources holds the following responsibilities:
◼ Create and support the vision and plan to align the human capital agenda with RIAC’s business strategy and priorities.
◼ Assess the current human resources function against best practices and drive any necessary change, including improving capability, infrastructure, focus, and metrics to ensure optimal business impact.
◼ Collaborate effectively with the Chief Legal Counsel leadership team on matters related to organization design, labor relations, workforce planning, talent management, performance management, compensation, and organizational change so to enable organizational effectiveness and efficiency.
◼ Ensure that RIAC has well-functioning human resources processes and systems that provide the company with helpful information for decision making and operating the business.
◼ Ensure that RIAC is fully compliant with all regulations and corporate policies
related to employment and human resources.
◼ Serve as trusted advisor, business partner, and coach to the leadership team. Provide insight and direction on various types of human capital decisions so as help evolve the organization while respecting the company’s strong heritage and values.
◼ Manage the wage and compensation program and advise the executive team on organizational reporting structures and job descriptions.
◼ Ensure wages and benefits are properly administered.
◼ Continue to build a highly capable and talented human resources team that is tightly aligned to the business, current trends, and performance metrics. Continue to drive the human resources team to be more proactive than reactive and more global in its thinking.
◼ Be a thought leader. Stay abreast of best-in-class human resources trends and, where appropriate for the RIAC culture and business goals, be willing to take thoughtful risk to make changes to the organization’s approach to human capital.
◼ Through various means, ensure that RIAC attracts, develops and retains top talent.
◼ Work with the leadership team and the Board to put in place clear and comprehensive succession and individual development plans for executives and high potential professionals.
◼ Ensure that RIAC implements effective diversity & inclusion practices across all facets of its business.
◼ Ensure that RIAC maintains a collaborative approach to employee relations.
◼ Support the airport labor relations, playing a key role in the negotiation and administration of
all collective bargaining agreements. The primary focus of human resources to date relative to labor relations has been on terms, discipline, write-ups, and contract administration but the function can play a bigger role in this area depending on the background of its leadership.
◼ Work with the senior leaders across the company to drive organizational evolution in keeping with the growth and strategic objectives of the business.
◼ Define and implement human resources infrastructure (systems including HRIS, processes, structures, metrics) to best support corporate objectives. In so doing, balance a long-term vision with pragmatic solutions that deliver near-term business wins.
◼ Develop, implement and oversee the Human Resources budget.
◼ Provide oversight of ADA for FAA compliance serving as the RIAC ADA Coordinator.
◼ Provide strong, visible and inspired leadership to the human resources employee group, promoting and maintaining strong employee morale. Establish high expectations for all employees with regard to meeting performance objectives and adhering to company values.
◼ Develop and maintain a strong working relationship with the leadership team, ensuring a high degree of engagement, communication, and alignment.
◼ Other duties and projects as assigned by the Senior Vice President, Legal Affairs and Human Resources.