Vice President, Human Resources

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1 Executive Position Profile Vice President, Human Resources This search is being conducted by: th Street NW, Suite 800 Washington, D.C vettedsolutions.com Vetted Solutions is a proud member of:

2 Table of Contents Click any entry in this Table of Contents to go directly to that page. Click on the page number at the bottom of any page to return to the Table of Contents. I. Overview... 3 The Organization The AIA Vision, Mission & Goals The AIA s Code of Ethics Web Presence I. Position Description... 4 Function of the Position Job Duties Frequent Contacts Knowledge/Skills/Abilities and Training and Experience Supervisory Requirement Budget Responsibility II. Organization Review History Components of the AIA Membership Advocacy & Resources About Vetted Solutions

3 I. Overview Vetted Solutions is recruiting and evaluating candidates for the position of Vice President, Human Resources for the American Institute of Architects (AIA). This position will be based at the organization s headquarters office in Washington, DC. The association has a 2015 budget of $64 million, 220 staff, and over 85,000 members. The Organization The AIA is the leading professional membership association for licensed architects, emerging professionals, and allied partners since its founding more than 150 years ago. The organization works to create more valuable, healthy, secure, and sustainable buildings, neighborhoods, and communities. Through nearly 300 state and local chapters, including five international chapters, the AIA advocates for public policies that promote economic vitality and public well-being. AIA provides members with tools and resources to assist them in their careers and business as well as engaging civic and government leaders, and the public to find solutions to pressing issues facing our communities, institutions, nation, and world. The AIA Vision, Mission & Goals The organization s vision is Driving positive change through the power of design. Its mission is to be the voice of the architectural profession and a resource for its members in service to society. To further this vision and mission, AIA will focus on three priorities to: Elevate public awareness Advocate for the profession Create and expand the sharing of knowledge and expertise to ensure a prosperous future for our members. The AIA s Code of Ethics AIA members adhere to a Code of Ethics (most recently updated in 2012) and professional conduct intended to assure clients, the public, and colleagues of an architect s dedication to the highest standards in professional practice. Web Presence The AIA has an extensive presence on online, starting with its main website at: 3

4 II. Position Description Function of the Position This is a senior management position reporting to and partnering with the Chief of Staff towards the ongoing transformation of the organization, leading change management efforts as well as driving organizational effectiveness strategies. The incumbent will provide overall guidance, vision and leadership of all areas related to human resources including strategic integration of HR initiatives, recruitment and retention, compensation and benefits, training and continuous learning, employee relations, EEO and affirmative action, succession planning, statutory and legal compliance in employment and benefits law, and administration of employee programs and HR-events. This includes supervision of the HR staff team and providing advice to senior management and guiding staff on HR issues and organizational development strategies. This position is considered a core staff position. Job Duties Serves as a member of the AIA national senior leadership team in setting overall organizational strategy, collaboratively supporting others, in addition to providing functional leadership on his/ her own team. Plans, develops and implements human resources and organizational development strategies, policies, programs and processes; ensures fully aligned activities that help attract, on-board, retain, manage and reward the performance of a workforce capable of effectively executing organizational strategy. Works closely with and support the Digital Transformation initiative and serves as an important partner to the Chief of Staff in integrating the best practices derived from digital transformation into the organization. Serves as the organization s lead advocate for staff related Diversity & Inclusion initiatives. Partners with and maintains effective communications with executive staff and others throughout the organization. Consults with senior management on HR strategy and may provide assistance to state and local components, upon request. Counsels, guides and educates managers and employees regarding HR policy interpretation, performance improvement and career development. Directs programs to ensure that all HR functions are administered consistently with best practices, quality service, and staff satisfaction. Develops the organizational salary and benefits budget and monitors spending against the plan, coordinating with the Finance department. Develops a succession plan for key staff and a talent management program to identify and build future leadership capabilities. Participates as a member of the senior leadership team and on the AIA Committee of Trustees. Prepares materials annually for the AIA Compensation Committee regarding EVP/CEO compensation. Work with the EVP/CEO and COS on developing, implementing and updating an organizational compensation philosophy. Manages the AIA performance management program to ensure that organizational goals are achieved through enhanced staff performance, motivation and commitment to AIA s mission and values. Ensures compliance with HR policies and procedures and federal, state and applicable local laws, regulations and requirements governing employment, benefits and workplace. Sets the standard for assuring that the AIA national component is a continuous learning environment focused on on-going professional and skill development. Develops and supports a high performing human resources team that is highly competent, motivated and committed to achieving the objectives of the organization and the department. Develops a deeper bench of technical staff as the organization further advances in this area. 4

5 Sponsors specific project assignments, e.g. best place to work, climate surveys, recognition programs, all staff events. May at times provide HR support to AIA component leaders. Handles other duties or special projects as assigned. Frequent Contacts Committee of Trustees and Personnel Committee AIA component leadership and staff External consultants and staffing firms Office of AIA General Counsel and Outside counsel (employment and benefits law) Vendors and Suppliers HR networking organizations EVP/CEO Compensation Committee COO VPs AIA staff and applicants for employment with the AIA Knowledge/Skills/Abilities and Training and Experience Bachelor s degree in Business, Human Resources, Psychology or related field and a minimum of 10 years of relevant senior level management responsibility for human resources program initiatives. Experience on staff at an association/nonprofit or with a professional services firm would be a plus as would experience as part of the senior leadership team of an organization that has gone through a significant transformation. SPHR credential is strongly desired. Considerable knowledge in organizational effectiveness strategies, compensation and benefit programs, leadership development, assessment methodologies, state of the art recruitment and retention initiatives and performance management solutions. Demonstrated skill in professional development programming and creating a continuous learning workplace. Extensive knowledge of statutory requirements for an EEO/AAP workplace and skill in establishing and implementing employee relations programs to create a harmonious and productive working atmosphere. Excellent consulting, diagnostic and proactive problem solving skills. Self motivated, goal-oriented with a sense of urgency about HR. Excellent professional presence, communication and interpersonal skills. Well-developed organizational, interpersonal communications, negotiation, writing, and strong listening skills. Practical experience in program development and implementation. Excellent interpersonal skills and ability to influence others, create harmonious, productive working relationships and successfully collaborate with others. Considerable demonstrated ability to accomplish fiscal goals/objectives. Solid skills in the use of Microsoft Office. Ability to coordinate diverse resources in an individual membership environment, to analyze issues and concepts to correctly state a problem and develop recommended solutions. Understanding of the best ways in which to recruit, retain, and compensate a staff base that is diverse (architects, association professionals, and technology professionals). Supervisory Requirement Directs a staff of 3 regular full time employees Budget Responsibility Responsible for budgets related to areas of responsibility 5

6 III. Organization Review The American Institute of Architects is the leading professional membership association for licensed architects, emerging professionals, and allied partners. Association offices are located in Washington, DC. Each year the AIA carries out a vast array of initiatives, serving as the voice of the architecture profession and the resource for its members in service to society. Sponsoring hundreds of continuing education experiences to help architects maintain licensure. Setting the industry standard in contract documents with more than 100 forms and contracts used in the design and construction industry. Providing countless Web-based resources for emerging architecture professionals. Conducting market research and analyzing the economic factors affecting the business of architecture. Hosting the annual AIA National Convention and Design Exposition. Serving as an advocate of the architecture profession. Promoting design excellence and outstanding professional achievement through awards. Fostering collegiality and community in the profession by organizing and maintaining real-time and online member groups to help like-minded architecture professionals share their interests, expertise, and experience, get to know each other, and stay informed of the latest issues and trends. History On February 23, 1857, architect Richard Upjohn welcomed a dozen colleagues into his office to form the New York Society of Architects, which would promote the scientific and practical perfection of its members and elevate the standing of the profession. Until then, no schools of architecture or licensing laws existed to shape the calling. Masons, carpenters, bricklayers, and others in the building trades all felt free to use the label architect. At their second meeting two weeks later, 16 other architects were invited. A draft constitution and bylaws were read, with only one change made rechristening their organization the American Institute of Architects. Five weeks after that, on April 13, Upjohn led a small group to City Hall to incorporate. Two days later, the 29 members signed the AIA s first constitution, and Upjohn assumed the role of President, for the next 19 years. By the mid-1860s, architects from other cities wanted to join the AIA. The membership voted to accept chapters in other cities nationwide. On March 19, 1867, their original group met as the first official chapter of the AIA. By 1887, AIA had chapters in Philadelphia, Chicago, Cincinnati, Boston, Baltimore, Albany, Rhode Island, San Francisco, St. Louis, Indianapolis, and Washington, DC. They had a rival as well, in the Western Association of Architects, founded in Chicago in 1884 and focused on the Midwest and the South. Rivalty swiftly turned to cooperation, the AIA and WAA merging in In 1899, the AIA moved to Washington, DC, at a time when the federal government was commissioning many public building projects. It made sense to base the AIA where the money and power resided in order to influence what was built and who would build it. The first DC headquarters was the Octagon, a historic house built in 1799 (at 1799 New York Ave., next door to the current AIA headquarters). Components of the AIA Today, the AIA has grown from a local New York City organization to nearly 300 state and local chapters, now called components, complementing the national Board. They are located throughout the United States and in its territories, the United Kingdom, Continental Europe, Hong Kong, Japan, 6

7 and the Middle East. These components link AIA members into a supportive network, providing members an opportunity to make a significant difference for the profession: Local components sponsor a wide range of activities, including educational conferences, community service projects, post-disaster and urban design workshops, Many state components offer educational conferences and networking opportunities, playing an integral role in representing member interests before state legislatures and regulatory agencies on architecture-related issues. The national component of the AIA unites local and state members in the common causes of advocacy, community, and knowledge. Membership Over time as well, membership in the AIA has grown from the original 29 members in 1857, to 11,500 in its centennial year, to 75,000+ by In 2015, more than 85,000 licensed architects and associated professionals are members. The AIA has five levels of membership: Architect Members are licensed to practice architecture in the United States. Associate Members are not licensed to practice architecture but work under an architect s supervision in a professional or technical capacity; have earned professional degrees in architecture; are faculty members in a university program in architecture; or are interns earning credit toward licensure. International Associate Members hold an architecture license or the equivalent from a licensing authority outside the United States. Emeritus Members have been AIA members for 15 successive years and are at least 65 years of age or incapacitated and unable to work in the profession. Allied Members are individuals whose professions are related to the building and design community, such as engineers, landscape architects, or planners; or senior executive staff from building and design-related companies, including publishers, product manufacturers, and research firms. There is no national AIA membership category for students. However, they can become members of the American Institute of Architecture Students (based in the same building as the AIA), and many local and state chapters have student membership categories. The AIA s most prestigious honor is the designation of Fellow of the American Institute of Architects, awarded to members who have made contributions of national significance to the profession. Slightly more than 2,600, or 2% of all members, have been elevated to the AIA College of Fellows. Prominent foreign architects may be elected to the College as Honorary Fellows of the AIA. Advocacy & Resources Ever since its move to Washington, DC, in 1899, the AIA has recognized the central importance of advocacy. Decisions affecting how architects practice are made daily by federal, state, and local lawmakers, and AIA Advocacy serves members not only as the voice of the profession to decision-makers at all levels of government but with a vast array of resources: The Procurement Resource Center provides information to help members navigate the federal, state, and local government procurement processes. Tax and business resources include: Using tax incentives to grow your business. Opportunities for business with the government. Federal resources for international work. Government programs for small businesses. Trade missions are trips organized by the AIA to help members explore international business opportunities by introducing them to the country, government officials, potential partners, clients, and other contacts. 7

8 Green programs created or supported by the AIA include: The International Green Construction Code (IgCC), a new model code supported by the AIA to help conserve energy in both commercial buildings and residential structures while giving direction for safe and sustainable building design and construction. The Local Leaders in Sustainability program, developed by the AIA to aid government leaders and community stakeholders who seek to expand green building and foster livable communities. The Emerging Professionals: Student Loan Relief program gives members entering the profession assistance to help them succeed. The AIA Center for Communities by Design recognized that being an architect isn t just about buildings; it s about people and about making communities more livable. Year of the Advocate is a program created to help make the AIA and its members voices be heard year-round. AIA Citizen Architect involves members in civic activism writing and publishing, gaining appointment to boards and commissions, and seeking elective office at all levels of government. ArchiPAC, the AIA s only federal political action committee, founded in 1980, serves as the single voice for the architecture profession on the national political scene. About Vetted Solutions Vetted Solutions is a Washington, D.C.-based executive search firm specializing in association and nonprofit recruiting and consulting. We focus on senior staff and CEO positions with trade associations, professional societies, association management companies, nonprofit organizations, and those organizations that serve them. To apply, please visit the Current Searches page at: Jim Zaniello, Founder & President Vetted Solutions th Street NW, Suite 800 Washington, D.C Peter Bisanz, Vice President Vetted Solutions th Street NW, Suite 800 Washington, D.C For more information about Vetted Solutions, please visit us at: /vetted-solutions-llc Vetted Solutions is a proud member of: 8

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