Vice President of People Services

Summary of Job:

The Vice President of People Services is an executive leader responsible for shaping and executing enterprise-wide people strategy to drive business growth, organizational performance, and long-term sustainability. Reporting directly to the Chief Operating Officer, this role leads a cross-functional team responsible for Human Resources, Safety, Recruiting, and Learning and Development. The VP of People Services serves as a key advisor to executive leadership on all people-related matters and ensures that talent, culture, and organizational capability strategies are aligned with company objectives. The ideal candidate brings deep functional expertise in human resources and employee benefits, with the organizational leadership ability to build and develop capability in safety, recruiting, and learning and development over time.

Essential Duties & Responsibilities:

The following duties are illustrative and not exhaustive:

Human Resources & Benefits

• Manages the Benefits, Compensation, Employee Relations, and HRIS functions of the People Services group, including direction and evaluation of the following positions: Director of People Operations, Director of Recruiting, Director of Learning and Development, Director of Safety, Director of Community Engagement
• Interviews, hires, trains, and develops employees; plans, assigns, and directs their work; appraises performance; rewards and disciplines as appropriate; addresses complaints and resolves problems.
• Writes directives advising managers of company policy regarding equal employment opportunities, compensation, and employee benefits.
• Oversees the analysis, maintenance, and communication of records required by law, local governing bodies, or other departments within the organization.
• Consults with legal counsel to ensure that policies comply with applicable federal and state law.
• Analyzes wage and salary reports and data to determine competitive compensation plans.
• Researches, implements, and maintains an HR information system that meets top management information and operational needs, collaborating across groups to define and support those requirements.
• Directs total rewards strategy, including compensation, benefits, and recognition programs, ensuring market competitiveness, fiscal responsibility, and alignment to performance.

Leadership & Strategy

• Serves as a key member of the senior leadership team, helping shape enterprise strategy and ensuring people priorities enable growth, profitability, operational excellence, and long-term success.
• Develops and executes a comprehensive people strategy aligned to the company's mission, vision, values, and strategic objectives.
• Advises the COO and senior leaders on organizational design, succession planning, leadership effectiveness, culture, and workforce opportunities and risks.
• Leads enterprise workforce planning efforts to align labor strategy, capability needs, and talent supply with current and future business demand.
• Represents the company's values, mission, and culture internally and externally as an executive ambassador.
• Leads, develops, and inspires the People Services leadership team to deliver exceptional service, measurable impact, and continuous improvement.

Safety

• Provides executive oversight of safety strategy, regulatory compliance, and risk mitigation efforts across the organization.
• Champions a culture where protecting people is a core business priority and ensures safety is embedded in operational practice at every level.
• Partners with operational leaders to identify, assess, and address workplace safety risks proactively.
• Ensures all safety programs, policies, and reporting obligations meet or exceed applicable OSHA and regulatory standards.

Recruiting & Talent Acquisition

• Provides executive oversight of talent acquisition strategy to ensure the organization attracts and hires qualified candidates across all business units and functional areas.
• Supports the development and maintenance of a strong employment brand and talent pipeline to meet current workforce needs and future growth.
• Provides executive oversight of succession planning for critical roles to ensure organizational continuity and leadership readiness.
• Partners with recruiting leadership to establish systems, metrics, and processes that drive efficiency, quality of hire, and a strong candidate experience.
• Builds strategic relationships with external partners, universities, industry associations, and community organizations to enhance talent access and market intelligence.

Learning & Development

• Provides executive oversight of learning and development strategy to build organizational capability, technical excellence, leadership strength, and career growth opportunities.
• Supports the design and delivery of leadership development programs that ensure continuity and readiness across critical roles.
• Ensures L&D investments are aligned with business needs, workforce planning outcomes, and employee engagement priorities.
• Reviews and evaluates the effectiveness of learning programs, using data and feedback to support continuous improvement in curriculum and delivery.

People Technology & Analytics

• Ensures effective use of people analytics, workforce data, and HR technology to drive operational efficiency and strategic decision-making.
• Writes and delivers presentations to executive leadership or government officials regarding human resources policies and practices when requested or required.
• Studies relevant legislation and industry trends to assess their impact on company policy and practice.

Community Engagement & Corporate Impact

• Provides executive oversight of community engagement strategy, partnerships, charitable initiatives, and employee volunteer efforts to strengthen organizational reputation, culture, and community impact.
• Leads and develops the Director of Community Engagement, ensuring alignment between community initiatives, company values, employee experience, and strategic business objectives.
• Ensures community engagement efforts support employer brand, employee engagement, organizational culture, and the company's long-term mission and values.

Culture & Organizational Effectiveness

• Champions a high-performance culture grounded in accountability, engagement, continuous improvement, and exceptional employee experience.
• Strengthens organizational culture by leading initiatives that foster belonging, respect, collaboration, and shared accountability across all levels.
• Holds budget and fiscal responsibility for all functions within People Services.
• Acts as liaison for outside entities regarding functions under their direction.

Education and Experience:

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required; Master's degree strongly preferred.
• 15 or more years of progressive leadership experience in human resources and employee benefits, including meaningful senior leadership responsibility. Deep functional expertise in HR and benefits is required.
• Proven success leading people strategy within a complex, growth-oriented organization.
• Strong track record in compensation, benefits design, employee relations, HR compliance, and HR technology.
• Experience in recruiting, safety, or learning and development is beneficial but not required. The company will support the development of capability in these areas over time.
• Strong financial and business acumen, including workforce planning, budgeting, and executive decision support.
• Working proficiency with Microsoft Office Suite including Excel and Word; ability to learn Company-specific applications including Workday HCM and other HR systems.
• Professional certifications such as SHRM-SCP, SPHR, or equivalent preferred.

Skills and Abilities:

• Excellent communication and interpersonal skills with the ability to influence across all levels of the organization.
• Effective leadership ability with demonstrated proficiency in change management and organizational transformation.
• Ability to plan strategically, set targeted goals, and execute plans to achieve measurable results.
• Demonstrated problem solving ability and strong analytical skills.
• Ability and willingness to demonstrate ethical behavior and a high level of integrity in all matters.
• Knowledge of applicable HR systems, including Workday, and Microsoft Office Suite.
• Proven ability to build trust-based relationships with executives, employees, and external stakeholders.

Company Perks & Benefits

Our mission at Lee Company is to create a workplace where our employees can thrive, and we back that up with action. Wellness isn't just about your physical health; it's about your finances, career, community, and relationships too. We don't just talk the talk; we walk the walk. Check out the benefits that help our team live well and work well every day!

• Physical: Comprehensive health, dental, and vision insurance, plus free virtual primary care, mental health, and urgent care services for employees and their family members.

• Financial: Earned Wage Access (EWA) - access a portion of your earned pay before payday, 401(k) company match, HSA contributions, and company-paid life and long-term disability insurance.

• Community: Company-supported volunteer opportunities to make a real impact.

• Career: Free trade training through Lee Company University (LCU), paid time off (PTO), and career growth opportunities.

• Relational: Paid time off (PTO), holidays, and Chaplain services for support when you need it.

Lee Company is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate on the basis of race, color, religion, gender, age, national origin, veteran status, disability, genetic information or testing, or family and medical leave. Lee Company is an E-Verify employer. Candidates must be legally authorized to work in the United States. At the time of hire, employees will be required to provide proof of employment eligibility.