• Director, People and Culture

    Job Locations US-VT
    # of Openings
    Human Resources
    Deadline to Apply
  • Overview

    Director, People and Culture

    Division: Human Resources

    Location: Vermont
    Department: Human Resources
    Reports to: CEO

    Job Summary:

    VEIC is seeking a Director, People and Culture. This role will lead a transformational effort to grow an innovative and comprehensive human resources function, while protecting and enhancing the uniquely positive and passionate culture at VEIC. They will have oversight for managing all key functions in human resources including talent acquisition, employee engagement and leadership development, benefits and compensation, employee and labor relations, HR operations and HRIS.


    It will be critical that the new Director will have change management leadership experience as well as the ability to manage a cohesive, unified HR organization. The right leader for this role will care deeply about developing staff, creating a team environment and building an HR organization that is sought out by business partners. 

    As a key member of the senior leadership team, they will need to have a blended background and be capable of participating in high level, strategic discussions when working with the executive team and CEO—yet be comfortable rolling up their sleeves and assisting in a hands-on manner as well.


    VEIC’s CEO Jim Madej is a dynamic leader who is seeking a strategic partner and “culture carrier” in his HR leader. He sees this position as a trusted advisor who can provide counsel related to key issues such as culture enhancement, talent management, succession planning, compensation strategy, and leadership development. It will be critical that the candidate be able to bring and implement best practices (Systems/Processes) and share lessons learned from previous roles.

    Additionally, the new HR leader will need to embrace the corporation’s values and must operate at all times with the highest degree of integrity, respect, and visible engagement with the organization. 

    Diversity & Inclusion statement:

    We are committed to building a work community that is inclusive and represents a vibrant diversity of background, experience, perspective, and thought. Climate change impacts all of us; however, we are impacted differently based on our identities and experiences. We all deserve a place at the table to make decisions about our collective future – we hope you’ll consider joining us as we work towards our vision for a healthy planet, thriving people, and energy justice.

    Candidates across all markers of identity (age, race, gender, ability, communication style, etc.) are highly encouraged to apply.


    Essential Functions:

    • Lead the development and execution of the Human Resources strategic plan and shorter term plans and initiatives to support the business strategies and promote a unified company culture.
    • Implement/Manage/oversee the common processes and day-to-day operations of Human Resources, including both corporate Human Resources functions and deployed Human Resources support for the branches and districts. Key initial requirements include:
      • Develop a progressive performance review process, including training for leadership.
      • Develop and implement a succession planning process for key positions throughout the company.
      • Create and implement recruitment and selection processes (requisition approval, interview techniques, assessments, reference checks, extending offers, tracking applicants, etc.)
      • Identify gaps in training programs and develop programs that meet the needs of management and employees.
    • Work with executive leadership to develop effective internal communications (between and among management and employees) to promote morale and achieve company-wide goals.
    • Provide leadership to the HR team and build organizational capability and effectiveness. Ensure a strong focus on internal customer satisfaction. Provide HR advice and counsel to executive leadership on HR issues.
    • Accurately diagnose organizational issues, develop solutions, and implement them.
    • Ensure compliance and maintain a thorough knowledge in such areas as EEO, Fair Labor Standards, Wage and Hour, FMLA, and other regulatory requirements.
    • Lead and provide support to the CEO on issues related to compensation strategy and benefits


    Knowledge and Experience:

    • Strong personal commitment to the mission, vision, goals and values of VEIC.
    • Minimum of 15+ years’ in a strategic and executive level HR leadership role.
    • Exceptional strategic and organizational planning skills.
    • Seasoned HR executive with extensive experience partnering and advising CEO, and senior executive team members. Skilled at presenting to executive teams.
    • Passionate HR leader with specific experience in a transformational/change management leadership role.
    • Ability to drive cultural change across the enterprise.
    • Exceptional skill set and strong foundation in succession planning and talent acquisition, development and management. Proven success managing a large employee talent pool and ensuring that they have the necessary skills and qualifications to meet evolving business needs.
    • Skilled at developing, implementing and managing key human resources policies and procedures across the full breadth of HR disciplines.
    • Deep knowledge base regarding non-executive and executive level benefits and compensation matters. Specific experience designing and effectively implementing progressive compensation and benefits programs to meet the evolving needs of a diverse workforce.
    • Quantitative thinker with strong analytical skill set. Data driven and knows how to capture and utilize data to solve complex issues.
    • Process and project management expertise.
    • Expertise regarding the alignment of performance management, reward and recognition programs to corporate goals and objectives.
    • Experience operating in a progressive corporate environment with ability to bring a philosophy of best practices to VEIC.
    • MBA or other advanced degree preferred; Bachelor’s degree required.
    • Interactive Board Experience a plus including Compensation Committee and Corp Governance in this area


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