Vice President of Human Resources

We’re hiring a Vice President of Human Resource reporting directly to the CEO and leading the Human Resources function. The Vice President of Human Resources will serve as a strategic and hands‑on executive, responsible for strengthening people operations, organizational effectiveness, leadership capability, and culture. The VP will translate business priorities into scalable people strategies, policies, programs, and systems that support growth, consistency, compliance, and a high‑performing employee experience. This role partners closely with the Executive and Leadership Teams to align talent, total rewards, organizational design, employee relations, workforce planning, learning and development, and diversity, equity, and inclusion initiatives with the company’s mission, values, and long-term objectives

WHAT YOU’LL DO

As a Vice President of Human Resourcesyou’ll be responsible for:

Strategic Leadership

• Develop and execute a company‑wide Human Resources strategy that supports business goals, operational scale, leadership effectiveness, and a consistent employee experience across a 500‑person organization.
• Serve as a trusted strategic partner to the CEO, Executive Team, and Leadership Team, bringing practical people insights, data, and recommendations to business planning and organizational decision‑making.
• Lead organizational design, workforce planning, succession planning, and leadership development efforts that ensure the company has the structure, capabilities, and bench strength needed for sustainable growth.
• Modernize and scale the Human Resources function, including team structure, service delivery, policies, systems, reporting, and governance, to improve efficiency, consistency, and business partnership.
• Use people analytics, engagement data, retention trends, and business metrics to identify root causes, prioritize initiatives, and measure the impact of Human Resources programs.
• Champion a values‑driven, inclusive culture by embedding company values, accountability, and leadership expectations into policies, practices, communication, and manager behavior.

Operational

• Oversee core Human Resources programs including talent acquisition, onboarding, performance management, employee relations, learning and development, total rewards, benefits, HR operations, policy, compliance, and employee engagement.
• Lead the design and administration of compensation, benefits, and total rewards programs that are competitive, equitable, financially responsible, and aligned with the company’s talent strategy.
• Ensure the Human Resources team effectively supports a geographically distributed workforce with timely, consistent, and business‑oriented service.
• Implement scalable HR processes, documentation standards, and employment practices that reduce risk, improve manager effectiveness, and support compliance with applicable labor and employment laws.
• Lead HR technology strategy, including HRIS optimization, reporting, automation, self‑service tools, and process improvements that enhance the employee and manager experience.
• Partner with Finance, IT, Legal, Operations, and external vendors to align people programs with business needs, budget priorities, systems capabilities, and risk management requirements.
• Negotiate and manage key vendor and advisor relationships, ensuring quality service, cost effectiveness, and alignment with company standards

Culture and Development

• Build trusted relationships across the organization and serve as an executive advisor on culture, leadership effectiveness, organizational health, employee experience, and change management.
• Develop manager and leadership capability through coaching, training, performance practices, succession planning, and clear expectations for people leadership.
• Guide leaders through employee relations, performance, and organizational issues with practical, fair, compliant, and values‑aligned recommendations.
• Lead culture, engagement, and change initiatives that strengthen communication, accountability, adaptability, and trust across teams and locations.
• Model the company’s values and set a leadership standard that reinforces integrity, inclusion, collaboration, continuous improvement, and ownership

WHAT YOU NEED TO SUCCEED

To be successful as a Dowbuilt's Vice President of Human Resources, you’ll need:

• Bachelor's degree required, advanced degree in human resources, business, organizational development, or a related field preferred.
• 12+ years of progressive human resources, people operations, or organizational leadership experience, including significant experience supporting a mid‑sized or scaling organization.
• 7+ years of people leadership experience, including direct responsibility for leading an HR or Human Resources function and developing a high‑performing team.
• Demonstrated ability to operate as both a strategic executive partner and a practical, hands‑on leader in a 500‑person company environment.
• Proven success building scalable people systems, policies, programs, and processes across talent acquisition, employee relations, performance management, total rewards, learning and development, compliance, and HR operations.
• Strong business and financial acumen, with the ability to connect people priorities to business outcomes, budgets, workforce plans, and organizational performance.
• Experience using HR data, employee feedback, and operational metrics to identify trends, advise leaders, and guide decision‑making.
• Exceptional communication, facilitation, coaching, and relationship‑building skills, with the ability to influence executives, managers, employees, and external partners.
• MS Office Suite (Outlook, Excel, Word) experience required
• Experience with web‑based solutions such as Smartsheet, Egnyte, and Slack
• Strong organizational skills and ability to juggle competing deadlines and projects
• Excellent problem‑solving skills
• Flexible and adaptable: the ability to switch gears and work well within ambiguous circumstance
• Ability to manage sensitive and confidential information
• Ability to manage stress and maintain composure in challenging situations
• US work authorization
• Must comply with Dowbuilt’s drug and alcohol policy
• Must pass a criminal background check and pre‑employment drug screen
• Demonstrate discretion and treat all proprietary company information as strictly confidential outside, and in some cases within, the company

Preferred Qualifications

• MBA or master’s degree in human resources or related field.
• HR Certification (SPHR, SHRM-CP, SHRM-SCP, or other recognized certification)
• Certified Executive Coach
• Significant experience with HRIS tools and HRIS tool management

PHYSICAL DEMANDS

The duties of this position require the employee to constantly operate a computer and other office equipment, as well as the ability to remain in a stationary position 50% of the time. The duties of this position also require the employee to frequently communicate with employees and clients, and the employee must be able to exchange accurate information in these situations. The ability to lift and carry up to 50 pounds without assistance or restriction

WHAT WE OFFER

We are a fun, easygoing bunch of professionals who take a lot of pride in the work we do. We acknowledge the contributions and talents of our team members by providing benefits that support you at work and in life:

• Competitive pay commensurate with skills and experience
• 100% paid Medical, Dental, Vision, short‑term disability and $50k in basic life insurance for full‑time employees– 1stof the month following DOH
• 35% Medical and 30% Dental + Vision coverage for eligible dependents
• 401(k) retirement savings plan with3% employer safe harborcontribution
• 8 paid holidays each year, no waiting period
• Paid Time‑Off (PTO) –2.31 hours per week to start (120 hours annually) with an increase to this accrual each January with years of service up to max 192 hours/24 days annually
• Mentorship and career development opportunities
• Annual discretionary bonus

The base pay range for this position is $191,494- $238,491 per year. Actual compensation within this range will be determined based on factors including, but not limited to, relevant experience, skills, education, certifications, geographic location, and internal equity. New hires typically start below the midpoint of the range, with the opportunity for growth and advancement over time.

WHO WE ARE

Dowbuilt is a construction company founded in 1980, and today our talented teams can be found from coast to coast. We excel at cutting‑edge, innovative, never‑been‑done‑before residential projects and home service—all of which require precision and impeccable attention to detail. We work with top architects, and our builds are regularly featured in publications such as Architectural Digest, Architectural Record, and Dwell.

The Dowbuilt culture is one of care—care for our employees, clients, and the talented craftspeople we partner with—resulting in care for the incredible designs we bring to life.

HOW YOU’LL MAKE AN IMPACT

We’re committed to investing in our team members’ ongoing professional development, and as a leader with Dowbuilt, you play a big part in ensuring that your team has equal opportunity to play to their strengths, fill gaps in knowledge and grow professionally.

Effective career development requires two‑way, open communication between employee and manager. This means expectation setting happens on both sides, along with support, mentorship, and goal setting at regular intervals. Find out how you can take your own career to the next level and inspire the next generation of talent with Dowbuilt.

Dowbuilt is an equal opportunity employer that values diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.