Director of People and Culture
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Job Location:
Seattle, OR - USA
Yearly Salary:
$ 140000 - 175000
Posted on:
5 hours ago
Vacancies:
1 Vacancy
Job Summary
Were hiring a Director of People & Culture to leadpeople and culture strategy project-manage HR policy/compliance and governance develop and manage the departmental budget and oversee performance talent acquisition and workforce planning. This role ensures that the company attracts develops supports and retains top field and professional talent while maintaining compliance across multiple partnership with the Directors of Total Rewards and Employee Relations/Compliance the people team leads from a place of operational excellence reinforcing a value based quality-driven culture.
The Director of People & Culture balances strategic leadership with hands-on execution of employee relations matters. This role is accountable for ensuring that People and Culture policies and initiatives are practical compliant and aligned with the realities of a field-driven construction environment.
WHAT YOULL DO
Outcome: The company culture positively reflects collaboration quality accountability safety and excellence.
Accountabilities:
- Partner with executive team to champion organizational change initiatives including growth restructuring and process improvements.
- Uphold company values and reinforce them through a flexible customer-service focus and mindset.
- Serve as a trusted advisor to the CEO and executive team on people and culture matters.
Outcome: Leaders and employees are held accountable to clear expectations and they are supported in their professional growth.
Accountabilities:
- Coach executives and senior leaders on people leadership decision-making and organizational effectiveness.
- Partner with Employee Development Manager as needed to ensure performance management systems are tied to company goals project outcomes and highlight individual accountability.
- Participate in leading development programs for current and emerging managers and executives across the organization.
- Work closely with the executive team on succession planning for key leadership and critical roles.
Outcome: The organization has the right structure roles and talent capacity to support current operations and planned growth.
Accountabilities:
- Manage internal mobility and internal candidate hiring to meet workforce needs.
- Partner with regional leadership and TA Manager to develop and oversee workforce strategy aligned with company growth plans and geographic expansion.
- Partner with executives principals and operations leaders to build scalable org structures for field and project management teams.
- Support Employee Development Manager to refine job architecture role clarity and career paths across field project management and executive leadership roles.
- Partner with Regional Principals and Business Development Manager to ensure workforce plans are tied to regional project pipelines backlog and seasonal labor demands.
Outcome: The company attracts hires and retains high-quality field and office talent through consistent compliant and scalable hiring practices across all markets.
Accountabilities:
- Lead full-cycle recruiting as needed and serve as backup to the Talent Acquisition Manager.
- Develop national talent acquisition strategy for field project management and executive roles.
- Maintain recruitment systems policies and best practices for candidate experience compliance and reporting.
- Ensure hiring processes are efficient consistent legally compliant and aligned with company values.
- Partner with Marketing to strengthen employer branding in existing and emerging markets.
- Oversee background checks and drug and alcohol testing including compliant adverse action processes.
- Partner with TA Manager to draft and deliver relocation offers that balance business needs and retention.
- Oversee referral and signing bonus programs in accordance with company policy.
- Partner with legal counsel to manage nonimmigrant and immigrant work visa processes for hard-to-fill roles.
- Recommend and manage third-party executive search firms for specialized C-Suite or hard-to-fill roles.
- Lead coach and develop the talent acquisition team including performance and engagement.
- Manage talent acquisition budgets and recruitment spend.
- Provide quarterly staffing metrics and insights to the board.
- Deliver interview best-practices training and continuously refine hiring capabilities.
Outcome: Employees are engaged aligned and motivated to perform at a high level resulting in strong retention of top talent.
Accountabilities:
- Partner with Employee Development Manager to oversee programs that enhance engagement retention and employee experience across field and office teams.
- Oversee onboarding performance management and feedback processes to ensure they are effective and consistently applied.
- Ensure that leaders are trained properly to proactively address performance conduct and employee relations issues promptly and professionally.
- Monitor engagement and turnover trends and develop targeted retention strategies.
Outcome: HR operations are compliant efficient and scalable across a multi-state construction environment.
Accountabilities:
- Provide hands-on support with employee relations investigations terminations leaves of absence and disciplinary actions in partnership with Director of Employee Relations and Compliance.
- Develop and update policies and project manage employee handbook state addendum changes and roll-out; develop and refine HR SOPs to maintain accuracy and legal compliance.
- Ensure compliance with federal state and local employment laws across all operating states.
- Lead audits and mitigate employment-related risk.
- Work with outside counsel to manage employment related legal claims and costs. Advise West Coast President on strategy.
WHAT YOU NEED TO SUCCEED
- Bachelors degree in organizational development industrial-organizational psychology HR or related field or an equivalent combination of education and professional experience.
- 8 years of progressive HR leadership experience including senior leadership roles.
- SHRM-SCP or SPHR professional certification preferred
- Prior experience in construction or a project-based field-driven industry strongly preferred.
- Must demonstrate success leading HR functions for a multi-state organization with 300700 employees.
- Proficiency with Payroll and HRIS ADP and BambooHR with evaluation and implementation experience highly preferred.
- Deep knowledge of employment law wage and hour compliance and HR best practices.
- Proven ability to partner with executive leadership and influence at the highest level.
- Strong business acumen with the ability to balance people strategy and operational realities.
- Ability to think strategically and successfully develop implement tactical action plans.
- Reputation for an unrelenting pursuit of excellence; communicating with emotional intelligence diplomacy compassion and flexibility.
- Proficiency with MS Office Suite; experience with web-based solutions such as Smartsheet Egnyte and Slack is highly preferred
- Dowbuilders are held to the following standards around effective communication (both written and verbal):
- Clearmain ideas easily identified and understood.
- Concisegets to the point without using unneeded words or images.
- Concreteincludes specific examples or explanations.
- Persuasive - refer to objective criteria such as industry practice project limitations and precedent.
- Self-aware - remain flexible curious and courteous in all communications.
- Strategic and systems-oriented thinker
- Pragmatic decisive and action-oriented
- Trusted executive advisor
- High integrity discretion and sound judgment
- Builder of teams culture and scalable systems
TRAVEL: Regional and national travel required in this role approximately 25% of time or more as business needs require.
WHAT WE OFFER
We are a fun easygoing bunch of professionals who take a lot of pride in the work we do. We acknowledge the contributions and talents of our team members by providing benefits that support you at work and in life:
- Competitive pay commensurate with skills and experience
- 100% paid medical dental vision and basic life insurance for full-time employees (35% Medical coverage and 30% Dental Vision for dependents) first of the month following DOH
- 401(k) retirement savings plan with employer profit sharing contribution
- 8 paid holidays each year no waiting period
- Paid Time-Off (PTO)
- Mentorship and career development opportunities
- Annual discretionary bonus
Compensation Range:
The base pay range for this position is $140000 - $175000 per year. Actual compensation within this range will be determined based on factors including but not limited to relevant experience skills education certifications geographic location and internal equity.
New hires typically start below the midpoint of the range with the opportunity for growth and advancement over time.
WHO WE ARE
Dowbuilt is a construction company founded in 1980 and today our talented teams can be found from coast to coast. We excel at cutting-edge innovative never-been-done-before residential projects and home serviceall of which require precision and impeccable attention to detail. We work with top architects and our builds are regularly featured in publications such asArchitectural Digest Architectural Record and Dwell.
The Dowbuilt culture is one of carecare for our employees clients and the talented craftspeople we partner withresulting in care for the incredible designs we bring to life.
HOW YOULL MAKE AN IMPACT
Were committed to investing in our team members ongoing professional development and as a leader with Dowbuilt you play a big part in ensuring that your team has equal opportunity to play to their strengths fill gaps in knowledge and grow professionally.
Effective career development requires two-way open communication between employee and manager. This means expectation setting happens on both sides along with support mentorship and goal setting at regular intervals. Find out how you can take your own career to the next level and inspire the next generation of talent with Dowbuilt.
Dowbuilt is an equal opportunity employer that values diversity. We do not discriminate on the basis of race religion color national origin gender sexual orientation age marital status veteran status or disability status.
Required Experience:
Director
Key Skills
- Crisis Management
- Marketing
- Public Relations
- Fundraising
- Media Relations
- Constant Contact
- Strategic Planning
- Social Media Management
- Team Management
- Public Speaking
- Wordpress
- Writing Skills
About Company
Dowbuilt is a build firm that has been taking a design-focused approach to constructing inspired and amazing architecture since 2004. With a skilled team of superintendents, project managers, and craftsmen, Dowbuilt has earned a reputation for building complex projects of the highest ... View more
