Head of Employee Experience

Key Responsibilities:

Recruiting & Onboarding

• Hiring Process:
• • Own job postings, candidate screening, reference checks and interview coordinating with managers.
  • Develop job postings matching the needs of each department. (Estimating, Bid Coordinators, PMs, Sales, business development etc.)
  • Create welcome gifts personalized to each department and new hire.
• Onboarding:
• • Manage 30/60/90 day training checklists
  • Make sure new hires have all the resources they need prior to start date, so that they hit the ground running first week.
  • Coordinate with department Managers on this to get everything ready
  • Tracking progress and providing feedback to leadership
• Training:
• • Coordinate with department leads to schedule technical and software training, pertaining to new hire role, making sure there are no gaps in resources.
• Benefits and eligibility:
• • Making new hires aware of their potential benefits provided, Isolved employee market place discounts, Qualifying life events changes.

Training & Development

• Training Library Management: (Microsoft Teams) Maintain updated SOPs, product guides, and software manuals. (Rebar, Orgzit, Cookware, Edge, Specs etc.)
• LMS Build-Out: Support team working on building CAVH’s training modules (Rebar SOPs, estimating guidelines, manufacturer training, PM guide, Sales Training etc).
• Vendor Training Coordination: Schedule and track product training sessions, manufacturer visits. (Loren Cook, Titus, Pottorff, etc.). Coordinate with department leads to schedule ongoing training specific to department needs.
• Employee Growth Tracking: Maintain training completion records; highlight skills gaps or readiness for advancement prior to end of year reviews or quarterly reviews with department leads.

Policies, Compliance & Employee Relations (Working closely with VP of Finance)

• Policy Development:
• • Maintaining employee handbook (attendance, PTO, In-Office, hybrid schedules, standards, equipment policies).
  • Certain policies may need to be developed to get compliance within the company/department and that will in turn create a better work flow. 
• Compliance Oversight:
• • Ensure compliance with labor laws, OSHA, and HR best practices. (Making sure, HR education videos are being completed, sexual harassment, prohibited conduct, privacy and confidentiality etc.)
• Employee Relations: Act as neutral point of contact for employee concerns; escalate patterns to leadership. In turn taking appropriate disciplinary action for employees who violate policies.
• Documentation: Manage confidential employee files, performance notes, and signed policy acknowledgments.

Performance Management

• Performance Process Ownership: Build and track 90-day (onboarding reviews), quarterly, and annual reviews.
• Improvement Plans: Document and track performance improvement steps when needed.
• Career Path: Document and communicate career ladders for each department ex. (Associate Estimator, Estimator Senior Estimator Leadership)
• Retention Tracking: Conduct stay interviews, exit interviews, and report on turnover trends.

Culture, Engagement & Retention

• CAVH Culture Programs: Support pod structure, Kahoot Fridays, TopGolf events, team outings, birthdays/anniversaries.
• Recognition: Support incentive programs (Kahoot prizes, company milestones, people shoutouts).
• Communication: Roll out company updates (Office schedules, policy changes, company development)

Strategic Planning

• Leadership Support: Collaborate with department leaders to support employee experience and team morale. 

• Org Chart & Salary Tracking: Keep updated headcount, org chart, keeping up to date on current position salary ranges, and regions.
• Reporting: Provide leadership with staffing reports (headcount growth, turnover, training progress).
• Vision Alignment: Support company’s G.R.O.W.T.H. mindset by building people-focused systems.
• Scaling Infrastructure: Develop HR processes that grow with the company (hiring pipelines, standardized training, succession planning).

• Culture Bridge: Act as a liaison between leadership and employees. 

Culture & Engagement: 

• Plan employee events, engagement activities, and recognition programs that foster team connection. 
• Promote a positive, inclusive culture aligned with CAVH’s mission and values. 

Ideal Candidates:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• 3+ years of experience HR-related role
• Advanced skills in Microsoft Office (Word, PowerPoint), Outlook, and HRIS systems. 
• Strong organizational, interpersonal, and communication skills. 
• Demonstrated discretion with confidential and sensitive information. 
• Familiarity with employment law, benefits administration, and HR policy writing. 
• Highly self-motivated with the ability to manage multiple priorities. 
• Bonus: SHRM member or HR certification. 

Benefits:

• Competitive salary plus commission/bonus structure
• Comprehensive medical, dental, vision, short-term and long-term disability insurance.
• 401(k) with company match
• Paid time off and holidays
• Professional development and training opportunities

Work Environment:

·      In office role with occasional travel to CAVH office locations

Reporting Structure:

·      This role reports directly to the CEO, with dotted-line collaboration to the VP of Finance and Operations team.