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Bldr Holdings

2 jobs near Columbus, OH

BLDR Holdings

Vice President of People

Chattanooga, TN · On-site

BLDR is a growing, employee owned holding company operating through multiple subsidiaries across multiple states and actively pursuing acquisitions. The VP of People owns the employee side of those ...

Vice President of People

BLDR Holdings

Chattanooga, TN • On-site

Full-time, Contractor

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Key responsibilities

  • Translate the company's strategic plan into a workforce plan, including roles needed, sourcing, and retention strategies.

  • Own recruiting strategy, onboarding processes, and engagement initiatives for employees across all operating companies.

  • Manage compensation, benefits, payroll compliance, and employment practices to ensure accuracy, compliance, and alignment with company policies.

Job description

Position Summary
The Vice President of People leads the People function for BLDR Holdings and its family of companies. This is a full scope role covering strategy, meaning workforce planning, culture, engagement, and leadership development, and technical execution, meaning benefits administration, payroll compliance, employment practices, and total rewards design. The successful candidate is strong in both and conversant in the detail of every function the department performs.
This role sits on the executive team and is expected to understand where the company is going well enough to translate strategy into workforce decisions, rather than reporting on People metrics after the fact. BLDR is a growing, employee owned holding company operating through multiple subsidiaries across multiple states and actively pursuing acquisitions. The VP of People owns the employee side of those transactions from diligence through integration.
What You Will be doing in this role:
Department Leadership and Strategic Partnership
  • Participate in executive team meetings and business reviews, bringing the workforce implications of enterprise strategy and operating company performance.
  • Translate BLDR’s strategic plan into a workforce plan: what roles are needed, where, when, at what cost, and how they will be sourced and retained.
  • Support the C-Suite and operating company leadership on succession planning, staffing structure, and difficult personnel decisions.
  • Manage the People Department budget and recommend which People services are delivered centrally versus at the operating companies.
Talent Acquisition, Onboarding, and Engagement
  • Own recruiting strategy for salaried and craft positions across all operating companies, including sourcing channels, university and trade school pipelines, and internal mobility.
  • Hold the department accountable for time to fill, quality of hire, and hiring manager experience, and report those measures to the executive team.
  • Own onboarding from offer acceptance through the first year, ensuring it is consistent, compliant, and reflects BLDR’s culture.
  • Design and run engagement, performance management, leadership development, and succession planning for key roles, including use of CliftonStrengths. Engagement work should produce decisions, not just data.
Total Rewards: Compensation and Benefits
  • Compensation: maintain BLDR’s pay band structure, position mapping, geographic differentials, and market survey sources, and administer the annual merit and market adjustment cycle. Recommend changes to compensation philosophy to the CEO and CFO.
  • Incentive plans: support the CFO on administration of bonus and incentive plans, including eligibility, calculation review, and communication.
  • Benefits: own medical, dental, vision, life, disability, and ancillary programs across all entities. Run the annual renewal, manage the broker relationship, hold vendors to service standards, and present plan design and funding recommendations to the CEO and CFO.
  • Benefits administration: accountable for technical accuracy, including eligibility, enrollment, life event processing, carrier feed integrity, invoice to deduction reconciliation, COBRA, ACA reporting, and Form 5500 filings.
  • Retirement and leave: serve as plan administrator contact for the 401(k), coordinate the Investment Committee, oversee the annual audit and testing, lead participant education, and own FMLA, ADA accommodation, and state and company leave policies including the interactive process.
Payroll and People Systems
  • Hold accountability for accurate, on time, compliant payroll across all operating companies and pay cycles, including weekly, semi monthly, and monthly populations.
  • Own multi state payroll compliance, including registrations, reciprocity, local taxes, and certified or prevailing wage requirements where applicable.
  • Partner with Finance on payroll to general ledger reconciliation, accrual accuracy, and the close calendar.
  • Own the HRIS roadmap, including Paycor administration, workflow design, reporting, and data governance, with documented procedures and cross coverage so that no function depends on one person.
Employment Practices and Compliance
  • Own employment practices across the enterprise, including the handbook and policy library and the consistency of their application across operating companies.
  • Serve as the primary point of contact for investigations, complaints, and Red Flag reporting, conducting or directing investigations to a documented conclusion.
  • Maintain compliance with federal, state, and local employment law across BLDR's operating footprint, including wage and hour, leave and accommodation, anti-discrimination, benefit plan, and work authorization requirements, with the judgment to know when to escalate to counsel.
  • Own exempt, nonexempt, and independent contractor classification, and oversee I-9 and E-Verify compliance, background screening, drug and alcohol testing, motor vehicle record monitoring, and EEO-1 reporting. Flag exposure before it becomes a claim.
  • Manage separations, severance agreements, and reductions in force with the Chief Legal Officer and outside counsel, and partner with Safety on the People side of workers compensation, including return to work programs and the practices that influence experience modification.
Employee Ownership and ESOP
  • Serve as the internal voice of employee ownership, translating how the ESOP works into education employees can use.
  • Own the participant experience, including eligibility and service crediting, statement communication, distribution questions, and coordination with the third party administrator.
  • Partner with the CFO, who owns valuation, repurchase obligation modeling, and trustee relations, to keep People communications consistent with the plan and to build a culture that connects individual performance to enterprise value.
Acquisitions and Employee Integration
  • Diligence: conduct People diligence on targets, including wage and hour exposure, classification risk, open or threatened claims and agency charges, employment and non compete agreements, change of control provisions, accrued PTO liability, I-9 exposure, and WARN implications. Report findings, including quantified exposure, to the deal team.
  • Plan decisions: evaluate acquired benefit and retirement plans and recommend merger, termination, or spin off, accounting for run out and COBRA obligations, safe harbor and mid year change timing, and audit and 5500 consequences.
  • ESOP treatment: work with the CFO and ESOP counsel on eligibility, service crediting, and entry timing for acquired employees, and own the communication of that decision.
  • Day One readiness: own the transition plan, including offer and transition letters, HRIS and payroll conversion with parallel runs, benefits enrollment windows and coverage gap prevention, policy harmonization, and new state registrations.
  • Integration: harmonize pay bands and PTO practices, retain identified key employees, integrate the acquired team into BLDR’s culture and ownership model, and maintain a visible communication cadence through the uncertainty.
Team Leadership
  • Lead, coach, and develop the People Department team, setting clear expectations and holding the team accountable to them.
  • Build leverage through capable people and sound systems rather than personal task ownership, while retaining enough command of the detail to review the work credibly. Assess the department structure against where BLDR is going and recommend changes.
What You Will Need For this role:
  • Bachelor’s degree in Human Resources, Business Administration, or a related field.
  • Minimum of ten years of progressive People or Human Resources experience, including at least five years leading a full scope function rather than a single specialty.
  • Demonstrated hands on ownership of benefits administration and payroll compliance. The successful candidate will be able to speak to specific plan renewals they have run, compliance filings they have owned, and payroll issues they have personally resolved.
  • Multi entity, multi state experience and working knowledge of federal and state employment law.
  • Experience presenting to and partnering with executive leadership.
  • Demonstrated ability to lead through organizational change, including acquisition, integration, or restructuring.
  • HRIS ownership experience, including implementation or major configuration work.
  • Exceptional discretion with sensitive information.
Preferred
  • SHRM-SCP or SPHR certification. Benefits or compensation credentials viewed favorably.
  • Construction, engineering, or another project based, multi site industry.
  • ESOP or employee ownership experience, or a credible willingness to become the internal expert.
  • Direct experience leading the People workstream in an acquisition.
  • Paycor or comparable mid market HRIS and payroll platform.
Attributes
  • Comfortable moving between a strategy conversation with the CEO and a carrier invoice reconciliation in the same afternoon, and unwilling to treat the second as beneath the role.
  • Asks about risk, assumptions, and long term implications before committing to a course of action.
  • Brings decisions and recommendations rather than open ended discussion.
  • Willing to disagree with executive peers, and to do so with evidence.
  • Builds trust with field and craft employees as readily as with the executive team, and treats accuracy as a matter of integrity rather than administration.
Travel : Approximately 20%
BLDR is an AA/EOE and E-Verify employer.

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