Vice President Human Resources

Building Excellence In People And Projects Job Summary: Vice President of Human Resources The Vice President of Human Resources will help Sukut continue building excellence in both its people and projects. Reporting to the President, this leader will provide hands-on tactical to executive-level leadership for Human Resources while serving as a trusted partner to the executive team, operations, safety, finance, market leadership, and employees. At Sukut, success is built through more than systems, policies, and programs. It is built through relationships, shared responsibility, field credibility, sound judgment, and a deep commitment to culture. The successful leader will take time to understand the Sukut way: how people collaborate, solve problems, support the field, and carry company values into daily decisions. This leader will inherit a strong organization, committed team, meaningful initiatives, and a thriving culture leadership is proud to protect. The opportunity is to preserve what makes Sukut distinctive, amplify the strengths that have contributed to its success, and thoughtfully evolve the people practices needed for continued growth. Values: Safety: Reinforcing a safety mindset in which employee well-being and responsible decision-making are shared responsibilities. Teamwork: Building relationships, collaboration, and support across functions and locations. Learning: Advancing training, leadership development, coaching, and continuous growth. Efficiency: Strengthening HR practices in practical, responsive ways that support operations. Growth: Developing people, leadership capability, and organizational readiness. Fun: Creating meaningful opportunities for connection, camaraderie, and shared experience. Core Responsibilities: Culture, Values, Trust & Organizational Stewardship Support and lead company culture and employee engagement. Learn and value the Sukut way, including its collaborative, entrepreneurial, flexible, and team-oriented approach. Serve as a visible, accessible, and approachable HR leader for employees at all levels. Build trust by listening before acting and understanding institutional knowledge and business needs. Partner with the President, CFO, executive team, and company leaders to maintain and enhance Sukut culture. Maintain legally compliant HR policies, procedures, and practices while preserving responsiveness and accuracy. Support organizational readiness across employment, union relations, benefits administration, and related audits. Construction, Field & Safety Credibility Build working knowledge of Sukut heavy-civil construction operations, markets, projects, field structure, and workforce. Establish credibility with market leaders, project leadership, superintendents, foremen, engineers, and field employees. Maintain significant field presence during onboarding and an ongoing field-visitation cadence thereafter. Visit projects throughout Sukut’s operating footprint to listen, learn, and understand how employees perform their work. Recognize that the field drives the company and office functions exist to support field execution. Build supportive relationships with union-represented field employees. Partner with safety leadership on workforce matters, workers' compensation, staffing, reporting, and employee issues. Executive Business Partnership Function as a strategic business partner and advisor to the President and CEO, CFO, executive leadership, and senior management. Participate in executive off-sites, strategic discussions, and recurring leadership meetings. Develop HR plans and strategies that support operating objectives. Advise on training, succession, workforce needs, systems, organizational capability, employee relations, and risk. Contribute an informed HR perspective before significant decisions are finalized. Collaborate across operations, safety, finance, payroll, information systems, and support functions. Balance executive-level perspective with hands-on leadership of the function. Employee Relations, Labor, Compliance, Workers' Compensation & Risk Coach leaders, department heads, supervisors, and field management regarding hiring, performance management, documentation, employee relations, separation, and workforce matters. Lead or oversee workplace investigations and participate in employment litigation matters with outside counsel and leadership. Support timely management of workers' compensation matters. Ensure compliance with employment, benefits, insurance, workers' compensation, and other applicable requirements. Maintain current knowledge of employment law and HR practices. Support union-related matters and grievances. Help field leaders improve documentation and decision-making related to hiring, layoffs, discipline, and workforce actions. Maintain readiness for union, benefits-administration, certified-payroll-related, and other audits. Talent Management, Recruiting, Succession, Training & Leadership Development Own and measure effective talent-management processes, including performance management, employee development, coaching, and learning. Oversee talent acquisition and development, succession planning, retention, training, and leadership development. Build relationships with market vice presidents and operating leaders to understand changing workforce requirements. Maintain and maximize university relationships and a high-performing annual internship program. Support responsive hiring during periods of increasing project demand. Partner with leaders to recruit engineers, project-management talent, and other critical employees. Strengthen training, leadership capability, communication, collaboration, and relationship-management skills. Advance performance evaluation and onboarding across office and field functions. Develop short-and-long-range organizational development and training plans. Provide direction, guidance, and leadership to the HR team. Recruit, interview, hire, train, coach, and develop HR staff. Oversee workflow, department operations, workload, role assignments, performance, and staffing. Identify opportunities for improved coordination, responsiveness, and service. Maintain a stable and capable team supporting employees, leaders, and business operations. Ensure confidentiality, accuracy, responsiveness, sound judgment, and attention to detail. Partner with payroll, finance, safety, and other intersecting functions. Compensation, Benefits & Total Rewards Participate in compensation initiatives in collaboration with and under the leadership of the CFO. Provide compensation-market information and salary recommendations. Support the annual compensation-review process and department leaders evaluating employee compensation. Oversee benefits administration and vendor service levels. Communicate Sukut's total-rewards value, including base compensation, incentive opportunities where applicable, and employer-paid benefits. Help leadership maintain a competitive compensation position without requiring market-leading base pay for every role. HR Systems, Workforce Information & Process Effectiveness Maintain knowledge of varied HR information systems and develop expertise regarding Sukut's current systems. Evaluate HR system improvements with finance and technology stakeholders. Recognize that HR, benefits, payroll, timekeeping, cost coding, and Vista-related systems are highly integrated. Support accuracy, integrity, and proper administration of employee and compensation information. Use available information to help leadership understand priorities, workload, risks, and support needs. Apply strong analytical, organizational, and problem-solving skills to HR processes and decisions. Required Skills/Abilities: Executive-level strategic thinking and planning. Coaching and mentoring abilities. Cross-functional collaboration with safety, operations, finance, and support teams. Excellent communication, interpersonal, conflict-resolution, organizational, and analytical skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Experience with varied HR information systems. Proficiency with Microsoft Office Suite or related software. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree is a plus. 10+ years of progressive HR management experience required, including strategic and talent management. Organizational and leadership development experience highly preferred. SHRM-CP, SHRM-SCP, PHR, or SPHR designation strongly preferred. Physical Requirements: Prolonged desk/computer work; ability to lift up to 15 pounds; occasional travel. Compensation: The projected annual salary range is $200,000-$240,000 , based on demonstrated experience. Actual compensation will be determined by Sukut and may vary based on factors including the position offered, work experience, education, training, and commensurate experience. (This is a truncated job description and may be expanded or revised.) Equal Opportunity Employer Talent Xpanse, Sukut Construction, and our clients are equal opportunity employers committed to providing an inclusive workplace free of discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr