Vice President Human Resources

Join one of the nation's rapidly expanding leaders in Commercial Construction and Facility Management! Pleasant Valley Corporation , a successful and stable, family‑owned and operated Commercial Real Estate Firm established in 1976 and headquartered in Medina, Ohio, boasts a dynamic presence across four key divisions: Construction, Facility Management, Property Management, and Real Estate Brokerage. Our comprehensive suite of commercial property services is characterized by effective project management, proactive communication, top‑tier workmanship, and cutting‑edge solutions. We Offer An exceptional culture and positive work environment Competitive earnings Comprehensive benefits Personal recognition Individual development opportunities A clear path for career advancement Shift Monday‑Friday | 8:30 a.m. – 5:00 p.m. Work Location Onsite – Medina, Ohio Division Shared Services Team Human Resources Reports To Co‑CEOs Job Purpose The Vice President of Human Resources provides enterprise‑wide leadership for Pleasant Valley Corporation’s people strategy, ensuring the organization has the talent, culture, structure, and systems required to achieve its long‑term business objectives. Reporting directly to the CEO and serving as a trusted member of the Executive Team, this role aligns human capital strategies with PVC’s 3‑year and 5‑year plans, supports business growth across all divisions, and drives a high‑performance, values‑based culture. The VP of Human Resources is accountable for building a strong, compliant, and forward‑thinking HR function that enhances organizational effectiveness, mitigates risk, develops leaders, and delivers measurable value to the business. Responsibilities Executive Strategy & Business Partnership Strategic HR Planning: Design and execute 3‑year and 5‑year HR strategic plans that align with the company mission to drive transformation. Divisional Leadership: Contribute to the development of business goals and strategy as an actively participating member of the divisional senior leadership team. Executive Advisory: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization. Business Growth Support: Support the business through HR bid solutions, people strategy action plans, and client presentations to ensure business development. Talent Strategy & Talent Management Talent Acquisition: Oversee full‑cycle recruitment and employer rebranding efforts to attract top‑tier talent in competitive markets. Integrated Workforce Planning: Guide decisions on talent management, including succession planning, talent assessments, and identifying talent pipelines. Talent Scouting: Act as a talent scout using networks to identify, recruit, and vet proposed people for key roles. Learning & Development: Oversee individual development plans, performance management frameworks, and continuous learning initiatives. Culture, Engagement & Coaching High‑Performance Culture: Foster a ‘Top Workplace’ environment through initiatives that improve employee satisfaction, engagement, and retention. Leadership Coaching: Coach leaders to leverage the skills of their team members and create an environment of high performance. Change Management: Lead the organization through change, maintaining awareness of emerging trends and best practices in HR. Operational Excellence, Risk & Compliance Regulatory Adherence: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions. Operational Systems: Responsible for HR technology and data management systems to enhance department service delivery. Risk Mitigation: Provide ongoing consulting to leaders on HR programs, legislation, and policies, identifying risks and recommending solutions. Mobilization Management: Oversight of mobilization and demobilization plans and management of employment risks. Requirements Strategic HR Planning: Design and execute 3‑year and 5‑year HR strategic plans aligned with the company mission to drive organizational transformation. Divisional Leadership & Business Strategy: Actively participate as a member of divisional senior leadership teams, contributing to the development of business goals and overall strategy. Executive Advisory & Workforce Optimization: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization initiatives. Business Growth & Client Support: Support business development efforts through HR bid solutions, people strategy action plans, and participation in client presentations. Talent Acquisition & Employer Branding: Oversee full‑cycle recruitment processes and employer rebranding initiatives to attract top‑tier talent in highly competitive markets. Integrated Workforce & Succession Planning: Guide talent management decisions, including succession planning, talent assessments, and identification of long‑term talent pipelines. Talent Scouting & Networking: Act as a talent scout by leveraging professional networks to identify, recruit, and vet candidates for critical and leadership roles. Learning & Development Programs: Oversee individual development plans, performance management frameworks, and continuous learning initiatives across the organization. High‑Performance Culture & Engagement: Foster a ‘Top Workplace’ environment through initiatives that enhance employee satisfaction, engagement, and retention. Leadership Coaching & Performance Enablement: Coach leaders to effectively leverage team capabilities and create an environment focused on accountability and high performance. Change Management & HR Best Practices: Lead the organization through change while maintaining awareness of emerging HR trends and best practices. Regulatory Compliance & Employment Law: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions. HR Systems & Data Management: Oversee HR technology platforms and data management systems to improve operational efficiency and service delivery. Risk Mitigation & Policy Guidance: Provide ongoing consultation to leaders on HR programs, policies, and legislation, identifying risks and recommending solutions. Workforce Mobilization & Employment Risk Management: Manage workforce mobilization and demobilization plans and proactively address employment‑related risks. Competencies Purpose Driven and Focused on Value Translate long‑term strategy and business objectives into actionable goals for the HR function to drive business growth. Link PVC’s 3‑year and 5‑year long‑range visions to the daily work of the HR team. Maintain a constant connection with internal clients and direct reports, ensuring actions provide tangible business value. Achieve Results Focus on high performance to deliver on PVC’s business priorities across construction, facility management, and real estate divisions. Demonstrate decisiveness by knowing when to act, when to delay, and when to deprioritize non‑mission‑critical tasks. Uphold a strict commitment to financial governance, health, safety, environment, and quality management. Meet objectives consistently under increasingly challenging market circumstances. Build Client Partnerships and Collaborate with Stakeholders Partner with internal business unit leaders to ensure HR delivery is embedded as a daily process through competence and accountability. Encourage collaboration across PVC’s diverse divisions to promote diversity of thought and share organizational learning. Utilize multiple communication modes and channels to keep the HR team and executive leadership high‑performing and informed. Mobilize People Cultivate a ‘Top Workplace’ culture where everyone is focused on their respective objectives and positive employee experiences. Manage performance effectively by providing constructive and respectful feedback to enable high performance. Maintain a strong commitment to employee growth, opportunity, and clarity in roles and responsibilities. Uphold Integrity and Earn Trust Set the standard for organizational behavior and hold team members accountable through coaching and maintenance of high standards. Take personal responsibility for HR decisions and the resulting outcomes. Regulate personal behavior and use high emotional intelligence when faced with conflict, negative responses, or high‑stress situations. Build trusting relationships both internally across PVC and externally with industry partners. Foster Innovation and Continuous Improvement Inspire the HR team to find new ways to approach organizational problems and detect patterns in systemic reactions. Align HR systems and technology to be more effective, efficient, and responsive to PVC’s business needs. Lead the organization and the HR department through significant change by creating an environment that supports intelligent risk‑taking. Do YOU have these qualities? Apply now to explore a fulfilling career with Pleasant Valley Corporation! #J-18808-Ljbffr