Vice President, People and Culture

Valiant Enterprises•Dallas, TX

5d•Onsite

About The Position

Valiant Residential is seeking a Vice President, People & Culture to lead and elevate its human resources function. The role provides strategic and operational leadership across HR, aligns people strategies with organizational growth, and builds a responsive, innovative, service-oriented HR organization. The position reports directly to executive leadership and leads a team of eight or more HR professionals, serving as a trusted business partner to corporate and field operations. The role requires a practical, people-centered leader who can set strategy and execute it, modernize HR processes through technology and automation, and use data and systems to improve efficiency and employee experience. The Vice President will build a high-performing HR team, streamline processes, enhance employee and manager experiences, and establish scalable people practices. Responsibilities span HR strategy, technology and process improvement, culture and engagement, employee relations, compliance and risk management, talent and organizational development, payroll, compensation, benefits, and vendor relationships. The position is fully in-office at Valiant Residential’s Dallas corporate office near I-75 and Walnut Hill Lane.

Requirements

10 or more years of progressive Human Resources experience with meaningful HR leadership responsibility.
Previous experience leading and developing an HR team.
Experience supporting a workforce of significant scale; ideally 500 or more employees.
Strong knowledge of HR compliance, employment law, employee relations, investigations, and risk management.
Demonstrated ability to support a geographically dispersed or multi-location workforce.
Demonstrated experience improving HR processes through technology, automation, and systems.
Strong understanding of HRIS platforms and HR reporting and analytics.
Experience partnering directly with executive and operational leadership.

Nice To Haves

Experience in multifamily property management, real estate, hospitality, retail, or another multi-site service-oriented business.
Bachelor’s degree in Human Resources, Business Administration, or a related discipline.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification.

Responsibilities

Lead, mentor, and develop a team of HR professionals, fostering accountability, collaboration, and exceptional service.
Partner with executive and operational leaders to align people strategies with business objectives and organizational growth.
Advise leadership, managers, and employees across corporate and field operations.
Establish scalable HR programs, processes, metrics, and infrastructure.
Champion HR technology, automation, AI, and data-driven solutions to improve efficiency and employee experience.
Evaluate, streamline, and modernize HR processes, including reporting, communication, compliance, onboarding, performance management, and workforce insights.
Optimize HR systems and reporting to support informed decision-making and operational excellence.
Strengthen a positive, team-oriented culture across a geographically dispersed workforce.
Develop initiatives that improve employee engagement, recognition, retention, career development, and workplace experience.
Build strong organizational relationships and position HR as a trusted, approachable business partner.
Provide guidance on employee relations, performance management, workplace investigations, disciplinary matters, and conflict resolution.
Coach leaders on management practices, communication, documentation, and employee development.
Identify organizational challenges and implement proactive solutions that balance employee needs with business objectives while minimizing risk.
Ensure compliance with federal, state, and local employment laws and regulations.
Oversee policies, procedures, handbooks, investigations, audits, recordkeeping, and reporting requirements.
Partner with legal counsel and business leaders to mitigate employment-related risk and maintain compliance practices.
Partner with leadership to identify workforce needs, succession opportunities, and talent priorities.
Enhance onboarding, performance management, leadership development, and retention strategies.
Oversee payroll, compensation, benefits, and vendor relationships, ensuring programs are competitive, compliant, cost-effective, and aligned with business goals.
Develop reward and recognition programs to attract, retain, and engage talent.