The Head of Human Resources is a passionate, hands-on leader who is committed to building high-performing teams & infrastructure, fostering a great culture / work environment and delivering consistent results. Reporting to the CEO, the Head of Human Resources will partner with the CEO, CFO, Head of Operations and the other executive member of the executive team to provide strategic leadership, support & lead day to day management of Human Resources functions including:
- Human Resources & Employee Relations
- Employee Engagement & Performance Management
- Compliance, Policies & Procedures
- Organizational Development and Talent Management
- Human Resources Information System and Employee Data
- Compensation & Benefits
- Payroll
- Learning & Development
- Talent Acquisition
About the Role: To be successful in the Head of Human Resources role, the candidate must be able to:
- Be an enterprise leader with the ability to positively influence Company results through effective planning & motivation while ensuring alignment of all activities & programs to Company Values
- Lead the creation of a vision and long-term business strategy & plan for Human Resources
- Provide leadership, direction, and expertise for the entire scope of Human Resource functions
- Be the Company’s Human Resources “Center of Excellence” by enhancing, developing, & implementing Human Resources systems, processes & programs for the organization that will improve the overall operation and effectiveness of the Company.
- Continually assess the competitiveness of HR programs and practices against relevant, comparable companies, industries, and markets; lead cross functional strategic change projects to improve organizational effectiveness and efficiency
- Strengthen the employer-employee relationship with all Employees by measuring job satisfaction throughout the employee journey, engagement and resolving workplace conflict
- Lead the Human Resources team and in partnership with company leadership, apply conflict management skills to facilitate conflict resolution.
- Investigate (interview, gather evidence, consult legal resources) allegations of employee misconduct including harassment, discrimination, etc. Guide management on disciplinary and termination procedures. Engage legal counsel when necessary.
Responsibilities:
- Support the design, coordinate and implement programs to measure, improve and recognize / reward employee performance
- Review Survey data / results and provides guidance to Management on areas of opportunity
- Design, implement & manage Employee Engagement & Performance management system
- Partner with leadership to maintain constant pulse on Culture, by developing tangible engagement metrics
- Develop enterprise-wide initiatives to foster an Operations Support & Employee Centric culture
- Work with Field Location Leaders, Departments and Managers to identify performance related issues. Provide coaching and support to Managers on corrective action items including performance improvement plans and discipline issues.
- Develop and manage effective internal communications that are easily accessible and meaningful for all roles and support development of culture and business priorities.
Qualifications:
- Bachelor’s degree required (MBA in Human Resources management, business management or psychology a plus) / SPHR or SHRM-SCP preferred
- 7-10+ years professional experience in a high-growth, multi-unit Human Resources leadership role (Residential Services industry a plus) across multiple geographies
- Strong leader / developer of people and teams
- Builder of infrastructure & systems required to scale and achieve goals
- Collaborative, can operate as both a Coach & Player
- Strong work ethic and “hands on” approach
- Exceptional people & communication skills
- Continually works to provide best-in-class work environment
- Attracts & retains top talent
- Fosters a culture of success, accountability & transparency
- Operates with strategic pragmatism, is data driven, results oriented, open-minded, creative thinker.
- Expertise in leading and managing complex organizational change, including mergers, acquisitions, and cultural transformations.
- Expertise and experience working with a large, dispersed, and diverse workforce, including lower-skilled front-line employees operating in remote locations.
- Extensive experience navigating multi-site and multi-state HR operations, ensuring compliance with varied state and local employment laws and regulations.