Vice President, Human Resources

TEC Equipment • Portland, OR

14d

About The Position

The Vice President of Human Resources focuses on optimizing TEC’s most important resource: its people. Closely linked to this objective is providing leadership to and development of the company’s HR team. Reporting to the COO, the Vice President of HR leads and develops the company’s entire HR team, which covers three key functional areas: employee relations, compensation and benefits, and talent acquisition. The Vice President of HR develops and maintains policies and programs that position TEC as an employer of choice and provides an ongoing outstanding employee experience. The position also serves as a trusted advisor to TEC executives and managers on all people-related issues and plays a key role in protecting the company from undue legal and compliance risk. The Vice President of HR must build effective cross-functional relationships with other senior leaders to ensure all HR activities align with the direction and opportunities of the business. TEC’s Mission, Vision, and Values and applicable federal, state, and local laws and regulations guide the work of the Vice President of HR at all times. Strategic planning and development constitute approximately 50% of the Vice President of HR’s bandwidth, with the remaining half consumed by ongoing HR-related advice and management duties. The Vice President of HR will satisfy the essential job functions below through a combination of their own direct involvement and appropriate delegation to other team members.

Requirements

• Bachelor’s degree strongly preferred, with a degree in business or human resources or related fields
• 10+ years supporting multi-location, multi-state businesses
• Experience working in a best practice, large company environment strongly preferred
• 5+ years of management experience in the HR field, with demonstrated experience and success in the key subfields of employee relations, compensation and benefits, and talent acquisition
• Strong knowledge of the core aspects of HR from the perspective of managers and employees alike
• Ability to lead, mentor, and develop a team and delegate tasks appropriately
• Comfortable operating in an entrepreneurial and occasionally ambiguous environment, while maintaining compliance with all legal and regulatory requirements
• Strong knowledge of employment-related laws and regulations, including applicable wage and hour requirements; ability to determine when legal counsel is or is not required
• Ability to provide thoughtful and candid (and sometimes unpopular) advice to internal clients on all HR-related matters
• Maintain high standards of professionalism, ethics, discretion, and confidentiality at all times
• Ability to identify, prioritize, and manage multiple projects from start to finish with minimal supervision
• Strong business acumen; ability to employ a risk-based approach when considering business needs in the context of legal and compliance requirements
• Clear and concise oral and written communication skills; ability to actively listen

Nice To Haves

• Vehicle and/or heavy equipment dealership experience desirable
• Experience in merger and acquisition transactions desirable

Responsibilities

• Oversee the company’s entire HR function, including employee relations, compensation and benefits, and talent acquisition.
• Actively manage, mentor, and develop direct reports, including the Compensation and Benefits Manager, Talent Acquisition Manager, and Human Resource Business Partners (“HRBPs”).
• Actively manage the scope, measurement, and functional performance of employee optimization and employee relations efforts.
• Provide sound and prompt advice to executives and managers on all HR-related issues.
• Design and monitor the structure of the overall HR function to ensure an effective delivery model that drives continued improvement in TEC’s success as an employer of choice.
• Develop and implement strategies to help management attract, retain, and develop talent. Examples include tools for identifying high potential employees, effective interviewing, career development, performance management, rewards and recognition, and promotion of diversity, equity, inclusion, and accessibility (“DEIA”) efforts.
• Ensure that the HR department aligns strategically with the company’s cross-functional senior leaders. Take a direct and knowledgeable interest in company strategies and objectives to maintain an actionable understanding of how HR can support TEC’s business objectives.
• Develop strong relationships, goodwill, and trust throughout the company and influence accordingly on HR matters.
• Identify key people-related inputs that lead to quality outcomes for the company and employees. Report and optimize on related key performance indicators.
• Develop and maintain standardized performance review and succession planning tools for managers to use throughout the company footprint. Heavily leverage and promote the use of personal competencies as a common language around performance management.
• Perform all work in accordance with and proactively model TEC’s Vision, Mission, and Values; promote a positive company culture and entrepreneurial environment.
• Negotiate HR-related vendor contracts; manage and evaluate HR vendors on an ongoing basis.

Benefits

• Choice of two comprehensive medical plan options that include prescription drug coverage
• Choice of two dental plans that cover preventative and diagnostic care, basic and major services, and orthodontia for children
• Vision care, discounted hearing exams, and hearing aids
• 401(k) retirement savings plan with company contribution
• Life, accident, and disability insurance
• Employee Assistance Program (EAP)
• Education assistance
• Seven paid holidays, vacation accrual of at least 48 hours per year, and paid sick

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 251-500 employees