Vice President of Human Resources

Vice President Of Human ResourcesWolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For."Position Summary:The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands.Essential Responsibilities:Strategic HR Leadership: Develop and execute HR strategies that support company goals, growth, and culture. Serve as a trusted advisor and thought partner to the CFO and senior leaders. Aligns HR practices with the company's business priorities and evolving workforce needs.Talent Attraction & Acquisition: Oversee recruitment strategies to attract, hire, and retain top talent. Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand. Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs.Employee Development: Ensure performance management processes are in place to support employee feedback, accountability, and development. Build and implement programs for career pathing and growth, leadership development, and succession planning. Partner with business leaders to identify and address talent gaps.Total Rewards: Lead the design, implementation, and administration of competitive compensation and benefits programs. Ensure programs support employee engagement, retention, and compliance. Oversee annual benefit renewals, open enrollment, and related vendor management.Employee Engagement & Relations: Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms. Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace. Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust.Compliance: Ensure compliance with all applicable federal, state, and local employment laws and regulations. Oversee creation, maintenance, and communication of company policies and employee handbook. Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices.Organizational Effectiveness: Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth. Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance. Implement tools and practices that support change management and communication, enabling accountability and clarity across the business.HR Operations: Manage HR systems to optimize efficiency and ensure accuracy and compliance. Define and report on HR metrics to support business decision-making. Drive continuous improvement in HR processes, tools, and systems. Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items.Team Leadership: Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth. Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels. Model strong leadership, accountability, and a customer / people-first mindset.M&A Support: Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning. Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees.Educations & Experience: Bachelors degree in Human Resources, Business Administration, or related field required; Masters degree or HR certification (e.g., SPHR, SHRM-SCP) preferred. 10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities. Prior experience in construction, engineering/architecture, professional services, or related industry preferred. Proven experience in talent management, organizational development, total rewards, and employee relations. Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. Experience supporting mergers and acquisitions, including due diligence and integration preferred.Other Knowledge, Skills, & Abilities: Strong knowledge of employment law and compliance requirements. Demonstrated success in leading and developing HR teams in growth-oriented environments. Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology. Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment. Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors. Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally.Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including: Low-cost medical insurance options, including a HDHP with HSA match. Dental, vision, basic life, voluntary life, short- and long-term disability insurance. 401(k) retirement plan with 50% employer match. Company holidays, parental leave, and paid time off. Profit-sharing and performance-based bonuses. Personal growth opportunities through training and education; tuition reimbursement. Opportunities to engage in community involvement.Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability.