VP of People & Culture

Lakeside HR Group•Saint Louis Park, MN

2d•Onsite

About The Position

VP, People & Culture – Lakeside HR Group has been engaged to identify a Vice President of People & Culture who will not only step into this role but help define what the function needs to become as the business continues to scale. We’re working closely with the executive leadership team to identify a candidate who can help shape what’s next for the organization. This organization is a values-driven, privately held company with over 500 employees and a strong reputation in its industry. Its success has been built on long-term client relationships, operational excellence, and a people-first mindset, creating a culture that emphasizes accountability, collaboration, and continuous improvement. With steady growth and plans to expand through both customer growth and acquisitions, the company is entering its next phase—strengthening internal capabilities while preserving the culture that has made it successful. Leaders are hands-on and accessible, and the environment rewards ownership, curiosity, and a commitment to doing things better. The position is based in the Twin Cities, with a centrally located office. This is not a traditional HR leadership role. This is an opportunity to step into a business that has experienced strong growth and is entering its next phase - where scale, structure, and leadership capability matter more than ever. We’re looking for a builder and operator who can evolve the HR function from a relationship-driven model into a scalable, high-impact business partner.

Requirements

Experience leading HR in a growth-oriented environment
A track record of building or transforming HR functions
Comfort operating at both the executive level and in the details
Strong business acumen and ability to connect people strategy to outcomes
Experience developing teams and navigating varying levels of capability
A mindset that is curious, proactive, and not satisfied with the status quo

Responsibilities

Shape and influence business strategy as a trusted advisor to executive leadership
Build and scale the HR function to support continued growth and future acquisitions
Lead workforce planning and organizational design aligned to business priorities
Elevate and develop an existing HR team, strengthening capability and accountability
Implement consistent HR processes and operating rhythms that move the organization from reactive to proactive
Improve recruiting effectiveness by creating structure, ownership, and alignment with the business
Design and evolve compensation, performance, and incentive programs that drive results
Use data and insights (not just reporting) to influence decisions and improve outcomes
Optimize systems, including UKG, to drive efficiency and visibility
Ensure the organization is positioned to scale across multiple states and through acquisition