https://talent.intulsa.com/

Chief People Officer
Operations
Tulsa Oklahoma Full-Time Nov 11, 2021

THE ORGANIZATION
Our Company is a privately held firm founded in 1934 and, since that time, has become a leader in the heavy highway civil construction and material business in the markets it serves. It has operated under the same family since inception and a third-generation family member joined the company in 1989 and became CEO in 2008. The company has locations in Tulsa, Oklahoma City, Wichita, Topeka, and Colorado Springs with over 1,000 full time employees.

THE POSITION
Reports to
: CEO.
Supervises: Benefits Administrator, Trainer Coordinator, 4 Full Time Business Partners, and 2 administrators.
Responsible for: Planning, developing and leading the company’s human resources functions and programs, including those pertaining to recruiting and staffing, training and development, employee relations and communication, compensation and benefits, organizational development, and regulatory compliance. The position requires active hands-on involvement at multiple levels of the company’s human resource functions.

Key Responsibilities/Essential Functions

  • Strategic Planning – Lead and participate in the development of the HR strategic and operational plans and the design and implementation of associated HR initiatives.  Participate in the development of HR plans and programs, bringing both business and HR perspectives to the planning process.
  • Budget Management – Develop and administer the department budget and ensure budget priorities match short and long-term operational and HR objectives.
  • HR Policies – Monitor and assess the company’s people-related practices and lead and participate in the development and implementation of progressive human resources policies, ensuring their conformance to applicable laws and regulations.
  • Recruitment/Staffing – Plan and develop staffing strategies to identify and utilize talent within and outside the organization, especially for positions of responsibility critical to business success.  Evaluate and plan strategies and programs that will enable the organization to attract and retain the people resources necessary for growth and organizational development.
  • Compensation – Manage and participate in the compensation function, including the research and development of plans and programs that offer incentives and rewards for effective performance.
  • Employee Benefits – Lead the review and updating of employee benefit programs, including the periodic assessment of competitiveness and cost effectiveness.
  • Training and Development – Design, implement and, when appropriate, present training programs to managers, outside sales representatives and employees as required in enhancing their skills and increasing their understanding of changing challenges and requirements.
  • Employee Relations – Ensure company management personnel receive training and counsel regarding employee relations issues, including the development and use of performance improvement plans.  Monitor and ensure compliance with relevant governmental regulations and requirements pertaining to employee relations.
  • Employee Communications – Plan and guide the development of programs and practices to improve employee communication, including the website, climate surveys, exit interviews, and special employee relations activities and events.
  • Performance Appraisal/Improvement – Develop and implement improved methods and metrics for measuring and assessing employee performance and tying compensation more directly to employee contributions.
  • HR Program Assessment – Develop and administer metrics and criteria to monitor and assess the performance of the human resources function, including those metrics pertaining to such factors as employee turnover and retention, employee satisfaction, benefit cost effectiveness, cost-per-hire, and other relevant measures, and provide associated reports and analyses to senior management.
  • Organizational Development – Plan and initiate organizational development programs that support the company’s goals and strategies, including organizational effectiveness assessment, leadership development, succession planning, and workforce planning.
  • HRIS – Oversee the management of the human resource information database (HRIS) and the development and use of reports and analyses on the company’s people resources.

Candidate Qualifications/Profile:

Location: This position is for those already in Tulsa, OK or willing to relocate to Tulsa, OK.


Education:

  • Bachelor’s Degree in Human Resources, Business Administration or a related discipline. 
  • MBA or graduate work in Business or Organization Development preferred.

Experience:

  • At least 10 to 15 years of related experience, demonstrating progressive responsibility in the human resources field, with emphasis on the compensation and benefits, employee relations, HR compliance and recruitment and staffing functions.
  • Prefer related experience in the construction, distribution or manufacturing industries.
  • Prefer related experience in an organization utilizing “best practices” in the development and use of HR systems and processes.
  • Prefer related experience in an organization employing personnel in multiple locations.

Candidate Profile/Key Requirements:

  • Interpersonal Skills – Upbeat, outgoing personality with demonstrated skill in interacting effectively with those at all levels of the organization.
  • Vision – Ability to set the direction and strategy for the human resources function, to communicate that strategy to senior management and to employees and to adapt to changing business needs and requirements.
  • Confidence – Assertive and confident in interpersonal style, with demonstrated skill in seeking the ideas and suggestions of others, building consensus for new initiatives, and “taking a stand” when necessary.
  • Communication Skills – Proven oral and written communication skills, with the ability to prepare and deliver concise, understandable reports and presentations.
  • Analytical Skill – Solid analytical and conceptual skills, especially as required in developing and improving HR practices and analyzing the costs vs. benefits of proposed changes in HR programs.
  • Management Style – Hands-on and able to work with detail in the development and execution of HR initiatives.
  • Technical Knowledge – Proven knowledge of the progressive HR practices required in a growing organization, including those in the areas of organization and employee development, pay for performance, management succession planning, and metrics-driven HR planning and assessment – plus the required knowledge of federal and state laws and regulations applicable to the HR field.
  • Organization Skills – Organized and attentive to detail, with the ability to work in a fast-paced environment and to prioritize and manage multiple projects simultaneously.
  • Cost Effective – Able to plan and manage costs and budgets and to ensure HR programs are developed and delivered in a cost-effective manner.
  • Computer Skills – Proficiency in the use of personal computers, including Microsoft Word, Excel, and PowerPoint software.

Compensation:

  • The starting compensation will include a competitive base salary, incentive compensation opportunity, and an attractive package of benefits.
  • This role is classified as safety sensitive.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor/employer will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
* * * * * *