Vice President of Human Resources

RHH202002

Specialty Construction Trade Contractors

THE COMPANY

Vice President of Human ResourcesOur client is a specialty construction trade contractor with 300+ employees and revenues over $100M. A growing and diversifying company with multiple offices in Michigan, they managed projects across the United States. Our client distinguishes themselves by having an exceptional family-oriented company culture, providing customers with the highest quality services & products and a commitment to the stewardship of their employees.

THE OPPORTUNITY

Poised for substantial growth, both organic and through mergers and acquisitions, our client has identified the need for a strong Human Resource leader. The Vice President of HR will provide overall human resource leadership and management for the organization. This is a newly created position that will work with the CEO, COO and CFO to design and build the Human Resource department and function, as well as maintain the company culture as they grow. The VP of HR will have an integral seat at the table and will be a visible and value-added partner, trusted to help build a people-focused strategy for the company. The VP of HR will be part of the leadership team, providing consultative support for organizational alignment, change strategy initiatives and operational optimization.

JOB DEFINITION

Our client desires a leader that will be viewed and embraced as the “People’s Person”. In alignment with the company’s culture, the ideal candidate will lead with integrity and be hard working, humble, honest, respectful, hands-on, intelligent, cooperative and passionate about the company’s people, culture and mission. This position will be responsible for the design, development and implementation of the company’s HR department and function. The key responsibility will be to assess the company’s current HR functions, policies and procedures identifying where the company is in-scope or out-of-scope and create a comprehensive HR strategy. The VP of HR must be accustomed to working 50% of the time on tactics and 50% of the time on strategy.

This position reports to both the Chief Executive Officer and the Chief Operating Officer.

SKILLS

Develop and implement policies, procedures, systems, processes and HR strategies that align with the co-created vision of the Executive Team.
Responsible for HR functions including but not limited to recruiting and hiring, onboarding new employees, employee retention, compensation and salary planning, employment terminations, administration tasks/record keeping, benefit administration, training and development, documentation of role descriptions, employee engagement activities and the development and tracking of HR annual budgets.
This leader will play a pivotal role in merger and acquisition due diligence activities as they relate to talent and culture—along with typical assessments of all people-related policies, plans, practices and programs including employee benefits plans and liabilities, compensation programs, employment contracts and policies, legal exposure, and more. They will effectively handle the complicated process of managing human resources during integrations (e.g., knowledge in employee relations, communications, change management and legal requirements). Focusing on the cultural alignment of the newly merged organizations they will develop a comprehensive communication plan and communicate to employees a cogent people-related strategy. The VP of HR will play the role of a catalyst as well as a coach to enable leaders and employees of merging companies to work collectively and constructively.
Provide an employee-oriented high-performance culture that emphasizes integrity, teamwork, empowerment, quality and productivity.
Develop and lead a “people strategy” that provides a human resource function that meets the company’s growth plans in the immediate and long term while maintaining the company’s culture.
Develop and implement a talent management strategy to assure that the company attracts, retains and develops their employees to achieve growth objectives with a pipeline of qualified talent.
Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of these gaps. Areas of activity will include competitive compensation strategy, talent management through proper succession planning programs for key contributor and management positions, training and development programs to prepare employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the overall business.
Create and implement an effective learning and development training program that supports and encourages personal development toward the competencies required in all departments.
Work with the leadership to identify emerging leaders and create development planning and competency development.
Foster an open-door policy where employees feel comfortable working with HR.
Facilitate and consult in the design, planning, implementation, and management of exempt, non-exempt and unionized compensation programs throughout the corporation.
Participate in the development/implementation of a continuity and succession planning system that includes individual assessment and a career management/development system.
Identify and ensure legal requirements and government reporting regulations affecting HR function, i.e., OSHA, EEO, ERISA, INS, FLSA, ADA, FMLA, etc.
Direct the preparation of information requested or required for legal compliance and approve all information submitted.
Manage the communication and implementation of HR programs and policies.

BACKGROUND EXPERIENCE

Bachelor’s Degree in Human Resources, Human Resource Management, Business or Industrial Relations is required; MBA/MHR/MS is preferred.
Minimum of 7 to 10 years of experience in senior-level human resources management positions with the day-to-day operations of an organization of at least $160M in annual sales.
Multi-site / multi-location experience
Executive presence with the ability to effectively influence and drive change across all levels of the organization.
Proven ability interacting with and influence all levels of an organization with an open, honest and respectful communication style tailored to the audience.
Experience in merger and acquisition due diligence and facilitating the integration of companies.
Experience in a union environment is preferred.
Outstanding leadership and communication skills with ability to present views in a clear and compelling manner and develop trust and influence as a senior thought leader with a broad relationship base.
Strong project management and organizational skills.
High energy, reliable and resourceful with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner.
The ideal candidate MUST have an entrepreneurial flair, a passion for tactical business execution and thrive in an action-packed growth-fueled atmosphere.
Roll-up your sleeves hands-on leader/manager, focused on team building and alignment.
Must be resourceful and creative, possessing the ability to work with patience, perseverance, and persuasiveness.
Requires approximately 25% travel.
A good sense of humor

If you have these qualifications and are looking for a challenging career, please submit your Resume using the button below.

Eric Hohauser

Lead Consultant

Kate Scott

Director, Executive Recruitment