Chief People Officer

Blue Rock Human Capital; Sacramento (CA); In loco; USD 180.000 - 190.000; Tempo pieno

Descrizione del lavoro

Blue Rock Human Capital seeks a Chief People Officer to shape performance and culture for a growing organization. Reporting to the COO, the CPO will define HR strategy, drive value, and lead talent management, rewards, and employee experience with a high-performance mindset.

The ideal candidate has 10+ years in HR with 5+ years in leadership, a construction industry background, and a bachelor’s degree (master’s preferred).

Competenze

• 10+ years of HR experience with at least 5 years of team leadership experience.
• 5+ years in the construction industry or similar industry.
• Bachelor’s degree in business or human resources or related field required.
• Master's degree or equivalent experience preferred.

Mansioni

• Build strategic relationships with ELT, acting as a trusted advisor on HR strategy and organizational effectiveness.
• Establish governance, policies, and procedures to support fair, compliant HR practices.
• Lead talent management and learning strategies, career mapping, and succession planning.
• Partner on a fully integrated Total Rewards strategy and compensation communications.

Conoscenze

Team leadership

HR strategy

Leadership and collaboration

Formazione

Bachelor’s degree in business or human resources

Master’s degree or equivalent preferred

Descrizione del lavoro

About the Role

Reporting to the Chief Operating Officer, the Chief People Officer (CPO) will play a critical role in shaping the performance and culture of the company's steadily growing organization. This high-energy individual will collaborate closely with the Executive Leadership Team (ELT) and HR team to evolve the HR function into an approachable, strategic resource. The CPO will define HR strategy, drive value creation, and champion a culture of high performance and positive employee relations.This role’s strategic focus will include, but is not limited to: Talent Acquisition, People Operations, Learning & Development, Talent Management, Total Rewards, and Employee Experience. Supported by company goal-setting environment and OKR (Objectives and Key Results) framework, the CPO will lead the development and implementation of scalable people strategies-ensuring teams have the capabilities necessary to achieve business success. The ideal candidate is an agile, loyal, and highly collaborative project and process manager with strong business acumen and excellent communication skills. While we lead the evolution of the construction industry with innovative, polished solutions, we do so with a personable, informal, "buttoned-down" approach. Our deep relationships drive our success, and our next people leader must embody that philosophy in every interaction.

Key Priorities

• Build Strategic Relationships: Establish and nurture strong, positive relationships with the Executive Leadership Team (ELT), serving as a trusted advisor on HR strategy and organizational effectiveness. Conduct a comprehensive assessment of the HR function and lead the design and implementation of a high-impact HR Service Delivery Model-encasing structure, processes, analytics, tools, and talent. Foster a culture of trust and collaboration by strengthening connections across leadership, the HR team, and employees. Inspire, lead, and mentor the HR team, promoting high engagement, exceptional performance, and continuous professional development.
• HR Governance: Align the HR strategy with business objectives while ensuring legal and ethical compliance. Establish a robust HR infrastructure that meets labor laws, regulatory requirements, and organizational standards. Implement clear policies and consistent procedures to support fair, transparent, and inclusive HR practices. Proactively address employee relations issues, fostering a respectful workplace culture, minimizing risk, and resolving conflicts effectively.
• Talent Management: Provide thought leadership and best practice research to design a talent management and learning strategy. Identify effective systems to accurately assess the talent and readiness of high-potentials and establish programs to support the career mapping and development of these employees. Guide strategy and design for our enterprise succession/leadership planning process, to ensure an adequate supply of qualified candidates for future roles. Partner with ELT peers to frame and communicate OKRs and related initiatives.
• Total Rewards: Partner with President and CFO to develop and implement a fully integrated Total Rewards strategy. Analyze the competitiveness of existing compensation programs and outline the improvements required to achieve the company’s growth goals. Organize and execute a proactive compensation communication plan to promote employee awareness, understanding, and engagement.

Qualifications

• 10+ years of HR experience with at least 5 years of team leadership experience.
• 5+ or more years in the construction industry or similar industry.
• Bachelor’s degree in business or human resources or related field required.
• Master's degree or equivalent experience preferred.

Compensation

• The starting base pay for this role is between $180,000 and $190,000. The actual base pay is dependent upon many factors, such as training, transferable skills, work experience, business needs, and market demands. The base pay range is subject to change and may be modified in the future. This role may also be eligible for bonuses and benefits.