Senior Vice President of Human Resources

ROERS COMPANIES • Plymouth, MN

53d • $200,000 - $262,600 • Onsite

About The Position

The Senior Vice President, Human Resources is responsible for developing and executing the enterprise people strategy for Roers Companies. As a member of the Senior Leadership Team, this role provides strategic leadership for all Human Resources functions and ensures alignment between the organization's talent strategy, culture, workforce capabilities, and business objectives.
The position serves as the senior-most Human Resources leader for the company and is accountable for creating and maintaining people programs, policies, and practices that support organizational growth, operational excellence, employee engagement, leadership effectiveness, and long-term enterprise value creation.
This role partners closely with executive leadership and business leaders across Development, Construction, Property Management, Investor Relations, and Corporate Services to ensure people strategies support organizational priorities and business performance. The Senior Vice President serves as a trusted advisor on talent, culture, organizational design, leadership capability, workforce planning, compensation strategy, and employment-related risk.
The position is responsible for establishing Human Resources strategies, governance, and operating practices that promote consistency, scalability, accountability, and employee engagement across the organization. This role also leads efforts to strengthen leadership effectiveness, build organizational capability, support workforce growth, and preserve the values and culture that contribute to the success of Roers Companies.

Requirements

• 15+ years of progressive Human Resources leadership experience, including senior-level ownership of the HR function in a growth-oriented, multi-site, or multi-state organization.
• Demonstrated experience serving as a senior advisor to CEOs, founders, presidents, COOs, CFOs, or executive leadership teams.
• Experience leading core HR disciplines, including talent acquisition, employee relations, compensation, benefits, HR operations, payroll, talent management, performance management, compliance, and organizational development.
• Experience building HR infrastructure, processes, systems, policies, metrics, and scalable operating practices in an entrepreneurial or rapidly growing company.
• Strong knowledge of employment law, employee relations, investigations, leave practices, wage and hour considerations, separations, reductions in force, and multi-state compliance.
• Demonstrated experience designing or maturing compensation structures, incentive plans, job architecture, performance management systems, and retention strategies.
• Experience leading organizational design, leadership development, succession planning, workforce planning, and change management initiatives.
• Experience managing HR technology, HRIS implementations or optimizations, data governance, payroll processes, and people analytics preferred.
• Experience in real estate, construction, property management, field services, multi-site operations, private/founder-led companies, or similarly complex operating environments strongly preferred.
• Experience operating within EOS or another structured business operating system preferred.

Nice To Haves

• Experience managing HR technology, HRIS implementations or optimizations, data governance, payroll processes, and people analytics preferred.
• Experience in real estate, construction, property management, field services, multi-site operations, private/founder-led companies, or similarly complex operating environments strongly preferred.
• Experience operating within EOS or another structured business operating system preferred.

Responsibilities

• Lead the development and execution of a comprehensive people strategy that supports Roers Companies' business goals, growth trajectory, culture, and long-term value creation.
• Serve as a strategic advisor to ownership and senior leadership on talent, culture, compensation, organizational design, leadership effectiveness, change management, and enterprise risk.
• Represent the Human Resources function as an enterprise leader, ensuring people strategy is integrated into business strategy, financial planning, operational execution, and risk management.
• Support the company's EOS operating system by bringing structure, accountability, and follow-through to people-related priorities, metrics, and leadership commitments.
• Lead the company's talent acquisition strategy, ensuring the organization can attract, assess, hire, onboard, and retain talent across all business functions.
• Develop and mature talent management practices, including performance management, leadership development, succession planning, talent reviews, coaching, and development planning.
• Create and sustain a culture of performance accountability by equipping leaders to set expectations, provide feedback, address performance issues, develop talent, and make disciplined talent decisions.
• Advise leaders on organizational design, reporting relationships, leadership team structure, role clarity, decision rights, and governance practices.
• Lead or support executive transitions, leadership changes, reorganizations, reductions in force, business integrations, and other significant organizational change initiatives.
• Partner with senior leaders to strengthen organizational alignment, communication, trust, and role clarity during periods of growth, transition, and change.
• Own the company's compensation philosophy and total rewards strategy, including job architecture, pay structures, incentive compensation, executive compensation support, benefits, recognition, and retention programs.
• Partner with Finance and executive leadership on compensation governance, incentive plan design, market competitiveness, pay equity, workforce cost planning, and alignment between performance and rewards.
• Steward the company's values and culture by embedding them into hiring, onboarding, performance management, recognition, leadership expectations, employee communications, and day-to-day operating practices.
• Ensure Human Resources balances strong business partnership with appropriate independence, judgment, confidentiality, compliance, and advocacy for healthy leadership and workplace practices.
• Establish scalable Human Resources infrastructure, including policies, processes, systems, workflows, metrics, and employee-facing tools that support organizational growth.
• Lead HRIS and Human Resources operations strategy, ensuring payroll, benefits administration, reporting, data management, compliance, and employee transactions are accurate, efficient, scalable, and well-controlled.
• Lead employee relations strategy and provide guidance on complex employment matters, workplace investigations, separations, accommodations, leaves, unemployment claims, compliance matters, and litigation-sensitive issues.
• Establish and maintain Human Resources policies, practices, and governance frameworks that effectively manage organizational and employment-related risk.
• Develop people metrics, dashboards, and reporting that provide visibility into retention, turnover, hiring, engagement, performance, leadership effectiveness, workforce planning, and other key workforce indicators.
• Utilize workforce data and insights to inform executive decision-making and organizational planning.
• Lead and develop a high-performing Human Resources team with clear accountabilities, strong service delivery, operational excellence, and trusted business partnership across the organization.
• Manage relationships with external partners, including employment counsel, benefits brokers, compensation consultants, executive search firms, Human Resources technology providers, leadership coaches, and other advisors.

Benefits

• Health Plans - Medical, dental, vision, FSA, and HSA
• Family Leave - Paid birth & bonding leave
• Employer Paid Benefits - Basic life insurance, Accidental Death & Dismemberment (AD&D), and short-term disability
• Additional Voluntary Benefits – Life Insurance, AD&D, long-term disability, critical illness, and accident insurance
• 401(K) - 3% company contribution, 100% vested after 2 years of employment
• Competitive PTO - 3 weeks of PTO with immediate accrual, 9 paid holidays, 1 floating holiday, and bereavement
• Health and Wellness - fitness membership reimbursement program
• Free stays in Roers’ properties guest suites
• Rent Discount - 20% discount for employees living in Roers Companies properties
• Employee Referral Bonus Program - $2,500 referral bonus paid once referred candidate completes 60 days of employment
• Charitable Match Program – Roers matches employee donations to charitable organizations
• Professional Development Opportunities
• Employee Assistance Programs

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed