• Job Tag: LI-AA1
• Posted: April 28,2025

Our client is at a pivotal stage of growth and is seeking a strategic, people-first, and business-savvy leader to serve as the Vice President of People and Culture. As a key member of the executive leadership team, this role is responsible for architecting and executing an integrated people strategy that aligns with business objectives, enhances organizational culture, scales talent, and strengthens employee experience across the company.
This individual will lead all facets of HR, including organizational development, talent acquisition, compensation, compliance, performance management, and employee engagement. The successful candidate will bring a proactive, data-driven approach and be passionate about developing people, building strong teams, and driving culture as a strategic asset.

Key Responsibilities:
Strategic HR & Talent Leadership

• Partner with senior leadership to develop and execute a comprehensive people strategy aligned with business growth.
• Lead organizational design, succession planning, and talent management to build future-ready teams and leadership pipelines.
• Serve as a cultural champion, reinforcing values such as integrity, accountability, collaboration, and humility.
• Leverage HR analytics and KPIs to inform decisions and assess effectiveness of programs and initiatives.

Talent Acquisition & Employer Brand

• Develop and execute a long-term talent acquisition strategy that aligns with business growth objectives, workforce planning, and the company’s value proposition.
• Act as a trusted advisor to senior executives and business leaders, translating talent needs into actionable hiring strategies.
• Enhance the employer brand and ensure a seamless and compelling candidate experience from application through onboarding.
• Partner with external vendors and internal stakeholders to build scalable, effective hiring processes.
• Enhance the employer brand and ensure a seamless and compelling candidate experience from application through onboarding.
• Partner with external vendors and internal stakeholders to build scalable, effective hiring processes.

People Operations & Compliance

• Oversee HR operations including HRIS, payroll, benefits administration, employee relations, and legal compliance.
• Ensure consistent application of HR policies and legal compliance across multi-state operations.
• Stay current on labor laws, regulatory changes, and HR best practices to mitigate risk and maintain operational excellence.
• Manage audits, investigations, and compliance training programs.

Culture, Engagement & Communication

• Drive employee engagement initiatives that reinforce purpose, increase retention, and promote a thriving workplace culture.
• Embed organizational values throughout the employee lifecycle, from onboarding to career development.
• Lead internal communication efforts to support change management, transparency, and alignment.
• Act as a trusted advisor to leadership and a visible, approachable leader for all employees.

Learning & Performance Development

• Build a culture of performance accountability and continuous improvement.
• Design leadership development and high-potential training programs that support business growth and succession planning.
• Hold leaders accountable for coaching, developing talent, and fostering team performance.
• Establish recognition and feedback programs that reinforce desired behaviors and outcomes.

Compensation & Total Rewards

• Lead the design and execution of compensation strategies that are market-competitive and performance-driven.
• Conduct benchmarking, salary reviews, and incentives planning to attract and retain top talent.
• Ensure pay equity, internal fairness, and compliance with applicable wage and hour laws.

Team Leadership

• Lead and develop a high-performing HR team, setting clear expectations and fostering growth opportunities.
• Promote a culture of collaboration, inclusivity, and accountability across the department and company.
• Align HR team goals with broader business strategies and ensure HR excellence in execution.

Qualifications:

• 10+ years of progressive HR experience with at least 5 years in a senior or executive leadership role.
• Proven experience in high-growth, entrepreneurial environments; experience in construction, energy, or manufacturing sectors strongly preferred.
• Expertise across key HR disciplines: organizational development, HR operations, talent acquisition, L&D, compensation, and compliance.
• Bachelor’s degree required; advanced degree (MBA, Master’s in HR) or certification (SPHR, SHRM-SCP) preferred.
• Multi-state HR experience and familiarity with the Entrepreneurial Operating System (EOS) are desirable.
• Demonstrated success in building high-performing, values-aligned teams and influencing at all levels of the organization.

Personal Attributes:

• High emotional intelligence with outstanding communication, interpersonal, and relationship-building skills.
• Strategic thinker with operational savvy and a strong bias for execution.
• Inspirational, approachable leader with the ability to influence and foster trust across a diverse workforce.
• Deeply committed to people development, organizational integrity, and continuous improvement.