VP of People

Position Summary

The Vice President of People & Culture (VP P&C) is a strategic partner to the President COO and executive leadershipteam serving as the architect of the companys people strategy culture and organizational effectiveness. This role providesleadership across all aspects of Human Resources for a multi-affiliate multi-state operating company experiencing rapidexpansion through acquisitions and strong organic growth.

The VP of People & Culture leads from the frontsetting vision while remaining deeply engaged in the day-to-day realities ofthe businessensuring disciplined execution of HR operations compliance and talent initiatives acrossall affiliates. Thisleader brings a rare combination of strategic HR leadership hands-on operational expertise and deep knowledge of multistateemployment environments with a proven ability to scale people systems in high-growth organizations.As a key member of the executive leadership team this individual partners across the organization to translate businessstrategy into a high-performing engaged and accountable workforce. The VP of People & Culture will elevate leadershipcapability strengthen culture and build scalable people systems that support sustainable growth across every state affiliateand business unit.

We are seeking an entrepreneurial forward-thinking leader who embodies our Who We Are philosophysomeone whothrives in a fast-paced environment models accountability builds trust across teams and drives clarity consistency andownership at every level of the organization.

Key Responsibilities

Strategic Leadership & Executive Partnership

Serve as a strategic advisor to the President COO and executive team on organizational design workforceplanning leadership development and culture.

Align people strategy with business objectives growth plans and acquisition strategy.

Provide data-driven insights on workforce trends engagement retention and organizational health.

Partner with leadership to drive accountability performance standards and cultural alignment across all affiliates.

Act as the organizations go-to leader for complex people challenges offering practical solutions-orientedguidance.

Talent Strategy Acquisition & Workforce Planning

Build and lead a scalable talent acquisition strategy to support rapid multi-state growth.

Develop workforce planning models aligned with revenue growth operational capacity and expansion.

Establish employer branding and recruiting processes that attract top-tier talent across all markets.

Standardize hiring practices onboarding programs and leadership involvement across affiliates.

Ensure a consistent and high-quality candidate and employee experience.

Multi-State HR Operations & Compliance

Oversee all HR operations across multiple states ensuring compliance with federal state and local employmentlaws.

Establish standardized HR policies procedures and systems across all affiliates.

Lead the implementation and optimization of HRIS systems to support scalability reporting and efficiency.

Ensure consistency in employee records payroll coordination benefits administration and documentationpractices.

Partner with legal and external advisors to proactively manage risk and regulatory compliance.

Culture Engagement & Organizational Effectiveness

Champion and operationalize the companys Who We Are philosophy across all levels of the organization.

Drive initiatives that strengthen employee engagement communication and cultural alignment.

Develop feedback mechanisms (surveys listening strategies) and translate insights into action.

Support leaders in building strong cohesive teams across geographically dispersed operations.

Foster a culture of accountability transparency and continuous improvement.

Leadership Development & Performance Management

Design and implement leadership development programs to strengthen management capability at all levels.

Establish scalable performance management systems including goal setting feedback and evaluation processes.

Partner with leaders to address performance issues succession planning and high-potential development.

Build frameworks for career progression internal mobility and talent retention.

Elevate overall organizational leadership maturity and effectiveness.

Compensation Benefits & Total Rewards

Develop and oversee competitive compensation and benefits strategies aligned with market benchmarks and

business goals.

Ensure pay structures support performance retention and internal equity across all affiliates.

Partner with Finance to align compensation strategy with financial performance and growth objectives.

Lead benefits strategy vendor relationships and employee communication regarding total rewards.

Support incentive structures that drive productivity profitability and accountability.

Acquisition Integration & Organizational Scaling

Lead HR due diligence for acquisitions including organizational structure talent assessment and risk identification.

Build and execute integration playbooks that unify people culture systems and processes.

Identify retention risks leadership gaps and cultural alignment opportunities during integration.

Support expansion into new markets by establishing HR infrastructure and practices from the ground up.

Ensure smooth transitions and consistent employee experiences across newly acquired entities.

Team Leadership & Culture

Build mentor and develop a high-performing People & Culture / HR team.

Foster a culture aligned with our core principles: collaboration integrity accountability and continuousimprovement.

Act as a unifying leader across states strengthening communication and alignment with affiliate leadership.

Enhance people leadership capability across all departments and levels of management.

Perform any other related unrelated or special duties as assigned.

Qualifications

The requirements listed below are representative of the knowledge skill and/or ability required:

Bachelors degree required; MBA strongly preferred.

SPHR SHRM-SCP or similar certifications strongly preferred.

10 years of progressive HR leadership experience including executive-level roles (VP Head of HR or equivalent).

Proven experience in multi-state HR operations and regulatory environments.

Experience in entrepreneurial high-growth organizations of similar size and complexity.

Strong experience implementing and optimizing HRIS systems.

Demonstrated ability to scale HR functions across multi-entity or affiliate structures.

Expertise in talent acquisition organizational design performance management and leadership development.

Strong understanding of employment law compliance and risk mitigation.

Experience supporting acquisitions including due diligence and post-merger integration.

Track record of building high-performing teams and improving employee engagement and retention.

Experience in construction home improvement manufacturing distribution or field-services industries preferred.

Excellent interpersonal communication and leadership skills.

Entrepreneurial mindsetdriven adaptable and comfortable operating in ambiguity.

Core Competencies

Strategic Thinking Organizational Development Talent Optimization Change Leadership

Accountability Leadership & Influence Integrity & Trust

Key Performance Indicators (KPIs)

These KPIs reflect a VP of People & Culture who is driving the organization forward as a strategic growth partner:

Employee Retention & Turnover Rates

Time-to-Fill & Quality of Hire

Employee Engagement Scores

Leadership Effectiveness & Bench Strength

HR Compliance & Risk Mitigation Metrics

Performance Management Adoption & Effectiveness

Revenue per Employee (RPE) Improvement

Successful Integration of Acquisitions (People & Culture Metrics)

Ideal Culture Fit

A natural leader mentor and culture builder who inspires excellence through action and accountability. This individual

thrives in a fast-paced growth-oriented environment and embraces the challenges that come with scaling an organization. Acollaborative and trusted partner who builds strong relationships across all levels while maintaining high standards.

Someone who fosters a No-Drama environmentfocused solutions-oriented and grounded in respect.

A leader who challenges assumptions champions people and drives continuous improvementbalancing empathy withaccountability. This person brings energy clarity and conviction helping the organization evolve while ensuring the teamgrows stronger together.

Ideal Work Ethic

Show up and show out. We go beyond simply putting in the hours by actively building improving and elevating theorganization. Be a game-changerconstantly asking How can we do this better Bring ideas challenge the status quo andcontribute to a culture of innovation ownership and growth.

Interested in Applying Awesome! Email us at with a copy of your resume!

Required Experience:

Exec