Open Positions

Position Summary

The Vice President of People & Culture (VP, P&C) is a strategic partner to the President, COO, and executive leadership team, serving as the architect of the company’s people strategy, culture, and organizational effectiveness. This role provides leadership across all aspects of Human Resources for a multi-affiliate, multi-state operating company experiencing rapid expansion through acquisitions and strong organic growth.

The VP of People & Culture leads from the front—setting vision while remaining deeply engaged in the day-to-day realities of the business—ensuring disciplined execution of HR operations, compliance, and talent initiatives acrossall affiliates. This leader brings a rare combination of strategic HR leadership, hands-on operational expertise, and deep knowledge of multistate employment environments, with a proven ability to scale people systems in high-growth organizations. As a key member of the executive leadership team, this individual partners across the organization to translate business strategy into a high-performing, engaged, and accountable workforce. The VP of People & Culture will elevate leadership capability, strengthen culture, and build scalable people systems that support sustainable growth across every state, affiliate, and business unit.

We are seeking an entrepreneurial, forward-thinking leader who embodies our Who We Are philosophy—someone who thrives in a fast-paced environment, models accountability, builds trust across teams, and drives clarity, consistency, and ownership at every level of the organization.

Key Responsibilities

Strategic Leadership & Executive Partnership

• Serve as a strategic advisor to the President, COO, and executive team on organizational design, workforce planning, leadership development, and culture.

• Align people strategy with business objectives, growth plans, and acquisition strategy.

• Provide data-driven insights on workforce trends, engagement, retention, and organizational health.

• Partner with leadership to drive accountability, performance standards, and cultural alignment across all affiliates.

• Act as the organization’s “go-to” leader for complex people challenges, offering practical, solutions-oriented guidance.

Talent Strategy, Acquisition & Workforce Planning

• Build and lead a scalable talent acquisition strategy to support rapid multi-state growth.

• Develop workforce planning models aligned with revenue growth, operational capacity, and expansion.

• Establish employer branding and recruiting processes that attract top-tier talent across all markets.

• Standardize hiring practices, onboarding programs, and leadership involvement across affiliates.

• Ensure a consistent and high-quality candidate and employee experience.

Multi-State HR Operations & Compliance

• Oversee all HR operations across multiple states, ensuring compliance with federal, state, and local employment laws.

• Establish standardized HR policies, procedures, and systems across all affiliates.

• Lead the implementation and optimization of HRIS systems to support scalability, reporting, and efficiency.

• Ensure consistency in employee records, payroll coordination, benefits administration, and documentation practices.

• Partner with legal and external advisors to proactively manage risk and regulatory compliance.

Culture, Engagement & Organizational Effectiveness

• Champion and operationalize the company’s Who We Are philosophy across all levels of the organization.

• Drive initiatives that strengthen employee engagement, communication, and cultural alignment.

• Develop feedback mechanisms (surveys, listening strategies) and translate insights into action.

• Support leaders in building strong, cohesive teams across geographically dispersed operations.

• Foster a culture of accountability, transparency, and continuous improvement.

Leadership Development & Performance Management

• Design and implement leadership development programs to strengthen management capability at all levels.

• Establish scalable performance management systems, including goal setting, feedback, and evaluation processes.

• Partner with leaders to address performance issues, succession planning, and high-potential development.

• Build frameworks for career progression, internal mobility, and talent retention.

• Elevate overall organizational leadership maturity and effectiveness.

Compensation, Benefits & Total Rewards

• Develop and oversee competitive compensation and benefits strategies aligned with market benchmarks and

business goals.

• Ensure pay structures support performance, retention, and internal equity across all affiliates.

• Partner with Finance to align compensation strategy with financial performance and growth objectives.

• Lead benefits strategy, vendor relationships, and employee communication regarding total rewards.

• Support incentive structures that drive productivity, profitability, and accountability.

Acquisition Integration & Organizational Scaling

• Lead HR due diligence for acquisitions, including organizational structure, talent assessment, and risk identification.

• Build and execute integration playbooks that unify people, culture, systems, and processes.

• Identify retention risks, leadership gaps, and cultural alignment opportunities during integration.

• Support expansion into new markets by establishing HR infrastructure and practices from the ground up.

• Ensure smooth transitions and consistent employee experiences across newly acquired entities.

Team Leadership & Culture

• Build, mentor, and develop a high-performing People & Culture / HR team.

• Foster a culture aligned with our core principles: collaboration, integrity, accountability, and continuous improvement.

• Act as a unifying leader across states, strengthening communication and alignment with affiliate leadership.

• Enhance people leadership capability across all departments and levels of management.

• Perform any other related, unrelated, or special duties as assigned.

Qualifications 

The requirements listed below are representative of the knowledge, skill, and/or ability required:

• Bachelor’s degree required; MBA strongly preferred.

• SPHR, SHRM-SCP, or similar certifications strongly preferred.

• 10+ years of progressive HR leadership experience, including executive-level roles (VP, Head of HR, or equivalent).

• Proven experience in multi-state HR operations and regulatory environments.

• Experience in entrepreneurial, high-growth organizations of similar size and complexity.

• Strong experience implementing and optimizing HRIS systems.

• Demonstrated ability to scale HR functions across multi-entity or affiliate structures.

• Expertise in talent acquisition, organizational design, performance management, and leadership development.

• Strong understanding of employment law, compliance, and risk mitigation.

• Experience supporting acquisitions, including due diligence and post-merger integration.

• Track record of building high-performing teams and improving employee engagement and retention.

• Experience in construction, home improvement, manufacturing, distribution, or field-services industries preferred.

• Excellent interpersonal, communication, and leadership skills.

• Entrepreneurial mindset—driven, adaptable, and comfortable operating in ambiguity.

Core Competencies

Strategic Thinking | Organizational Development | Talent Optimization | Change Leadership

Accountability | Leadership & Influence | Integrity & Trust

Key Performance Indicators (KPIs)

These KPIs reflect a VP of People & Culture who is driving the organization forward as a strategic growth partner:

• Employee Retention & Turnover Rates

• Time-to-Fill & Quality of Hire

• Employee Engagement Scores

• Leadership Effectiveness & Bench Strength

• HR Compliance & Risk Mitigation Metrics

• Performance Management Adoption & Effectiveness

• Revenue per Employee (RPE) Improvement

• Successful Integration of Acquisitions (People & Culture Metrics)

Ideal Culture Fit

A natural leader, mentor, and culture builder who inspires excellence through action and accountability. This individual

thrives in a fast-paced, growth-oriented environment and embraces the challenges that come with scaling an organization. A collaborative and trusted partner who builds strong relationships across all levels while maintaining high standards.

Someone who fosters a No-Drama environment—focused, solutions-oriented, and grounded in respect.

A leader who challenges assumptions, champions people, and drives continuous improvement—balancing empathy with accountability. This person brings energy, clarity, and conviction, helping the organization evolve while ensuring the team grows stronger together.

Ideal Work Ethic

Show up and show out. We go beyond simply putting in the hours by actively building, improving, and elevating the organization. Be a game-changer—constantly asking, “How can we do this better?” Bring ideas, challenge the status quo, and contribute to a culture of innovation, ownership, and growth.

Interested in Applying? Awesome! Email us at hello@rng.group with a copy of your resume!