Head of Employee Experience

We are a leading commercial HVAC material supplier. Our goal is to effectively promote HVAC equipment sales in the commercial construction market while delivering exceptional service to our customers. Key Responsibilities Hiring Process: Own job postings, candidate screening, reference checks and interview coordinating with managers. Develop job postings matching the needs of each department. (Estimating, Bid Coordinators, PMs, Sales, business development etc.) Create welcome gifts personalized to each department and new hire. Onboarding: Manage 30/60/90 day training checklists Make sure new hires have all the resources they need prior to start date, so that they hit the ground running first week. Coordinate with department Managers on this to get everything ready Tracking progress and providing feedback to leadership Training: Coordinate with department leads to schedule technical and software training, pertaining to new hire role, making sure there are no gaps in resources. Benefits and eligibility: Making new hires aware of their potential benefits provided, Isolved employee market place discounts, Qualifying life events changes. Training & Development Training Library Management: (Microsoft Teams) Maintain updated SOPs, product guides, and software manuals. (Rebar, Orgzit, Cookware, Edge, Specs etc.) LMS Build-Out: Support team working on building CAVH’s training modules (Rebar SOPs, estimating guidelines, manufacturer training, PM guide, Sales Training etc). Vendor Training Coordination: Schedule and track product training sessions, manufacturer visits. (Loren Cook, Titus, Pottorff, etc.). Coordinate with department leads to schedule ongoing training specific to department needs. Employee Growth Tracking: Maintain training completion records; highlight skills gaps or readiness for advancement prior to end of year reviews or quarterly reviews with department leads. Policies, Compliance & Employee Relations Policy Development: Maintaining employee handbook (attendance, PTO, In-Office, hybrid schedules, standards, equipment policies). Certain policies may need to be developed to get compliance within the company/department and that will in turn create a better work flow. Compliance Oversight: Ensure compliance with labor laws, OSHA, and HR best practices. (Making sure, HR education videos are being completed, sexual harassment, prohibited conduct, privacy and confidentiality etc.) Employee Relations: Act as neutral point of contact for employee concerns; elevate patterns to leadership. In turn taking appropriate disciplinary action for employees who violate policies. Documentation: Manage confidential employee files, performance notes, and signed policy acknowledgments. Performance Management Performance Process Ownership: Build and track 90-day (onboarding reviews), quarterly, and annual reviews. Improvement Plans: Document and track performance improvement steps when needed. Career Path: Document and communicate career ladders for each department ex. (Associate Estimator, Estimator → Senior Estimator → Leadership) Retention Tracking: Conduct stay interviews, exit interviews, and report on turnover trends. Culture, Engagement & Retention CAVH Culture Programs: Support pod structure, Kahoot Fridays, TopGolf events, team outings, birthdays/anniversaries. Recognition: Support incentive programs (Kahoot prizes, company milestones, people shoutouts). Communication: Roll out company updates (Office schedules, policy changes, company development) Strategic Planning Leadership Support: Collaborate with department leaders to support employee experience and team morale. Org Chart & Salary Tracking: Keep updated headcount, org chart, keeping up to date on current position salary ranges, and regions. Reporting: Provide leadership with staffing reports (headcount growth, turnover, training progress). Vision Alignment: Support company’s G.R.O.W.T.H. mindset by building people-focused systems. Scaling Infrastructure: Develop HR processes that grow with the company (hiring pipelines, standardized training, succession planning). Culture Bridge: Act as a liaison between leadership and employees. Culture & Engagement Plan employee events, engagement activities, and recognition programs that foster team connection. Promote a positive, inclusive culture aligned with CAVH’s mission and values. Ideal Candidates Bachelor’s degree in Human Resources, Business Administration, or related field required. 3+ years of experience HR-related role Advanced skills in Microsoft Office (Word, PowerPoint), Outlook, and HRIS systems. Strong organizational, interpersonal, and communication skills. Demonstrated discretion with confidential and sensitive information. Familiarity with employment law, benefits administration, and HR policy writing. Highly self-motivated with the ability to manage multiple priorities. Bonus: SHRM member or HR certification. Competitive salary plus commission/bonus structure Comprehensive medical, dental, vision, short-term and long-term disability insurance. 401(k) with company match Paid time off and holidays Professional development and training opportunities · In office role with occasional travel to CAVH office locations Reporting Structure · This role reports directly to the CEO, with dotted-line collaboration to the VP of Finance and Operations team. #J-18808-Ljbffr