Vice President Human Resources

360 Fire & Flood is a leading national disaster restoration company committed to providing swift, comprehensive, and efficient solutions to commercial and industrial clients affected by fire, water, and other disasters. With over 200 years of combined experience in the industry, our team of highly skilled experts is dedicated to restoring your property and peace of mind.

As a trusted partner to many large national corporations, we understand the importance of prompt and effective response. Our round-the-clock availability and swift response time ensure that we are always ready to mitigate the impact of any disaster and restore your property to its pre-loss condition.

Our expertise lies in working closely with our clients and insurance companies to secure the best quality restoration services while making fiscally responsible decisions to save our clients’ money. This collaboration enables us to streamline the restoration process and minimize risk, and the burden on our clients. At 360 Fire & Flood, we strive to make the recovery process as smooth and seamless as possible, allowing you to focus on what matters most.

About the Role:

We are seeking an experienced and dynamic Vice President of Human Resources to join our team. Reporting directly to the President, the VP of HR will play a pivotal role in shaping our company culture and ensuring the well-being of our employees.

The VP of HR is responsible for setting the strategic direction of the Human Resources department. This position involves building and scaling the HR function, aligning HR initiatives with the overall business objectives, and overseeing HR policies and programs to support the continued growth of the company.

This is an exciting opportunity to scale the HR function at a growth-oriented company. Ideal candidates will have experience implementing the appropriate infrastructure, technology, process, and people for a growing, professional services company. The VP of HR will be passionate about fostering a positive work environment, developing talent, and driving professionalization and collaboration across the organization to support continued growth and success.

Supervisory Responsibilities:

• Recruits, interviews, hires, and trains new staff in the human resources department.
• Oversees the daily workflow and aligns the strategy to meet the needs of the business.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.
• Act as a trusted advisor to branch managers and regional leadership on HR-related matters
• Ensure consistent enforcement of HR policies across all branches while maintaining compliance with local, state, and federal labor laws
• Support recruitment strategies to attract top talent across multiple locations
• Standardize HR practices across locations while accommodating local operational needs

Duties/Responsibilities:

• Oversee all aspects of human resources management
• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget.
• Facilitates professional development, training, and certification activities for HR staff.
• Performs other duties as required.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Education and Experience:

• Bachelor’s degree in human resources, business administration, or a related field required; master’s degree strongly preferred
• A minimum of 10 years of progressive HR leadership experience, with a proven track record of strategic HR management.
• Experience supporting employees and operations in a multi-state/multi-site company required.
• Strong knowledge of labor laws, regulations, and HR best practices.
• Experience with M&A activity, including integration of HR systems, policies, and procedures.
• Ability to handle sensitive and confidential information with professionalism.
• Proficiency in HR software and Microsoft Office applications.
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) highly preferred
• Prior experience in the construction or manufacturing industry strongly preferred.