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:
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Shift
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M-F | 8:30a – 5:00p
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Work Location
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Onsite – Medina, Ohio
Division
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Shared Services
Team
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Human Resources
Reports To
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Co-CEOs
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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.
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. **** **
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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.
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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.
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Apply now to explore a fulfilling career with Pleasant Valley Corporation!