Job Details
Though the official title of this role is Chief of Staff, it's important to highlight that the job will encompass many of the facets of an HR Director.
Introduction: Our client's family roots trace back four generations in the construction industry, and they take great pride in being a family-centric business that's now expected to perform $160m in revenue this year, with a client base spanning local firms and Fortune 500 companies. Our client has hired lots of talented folks from large companies in D.C and the most consistent feedback they get from those that join is that the systems, processes, and the utilization of technology in place is typically way ahead of a 10 year old business; blended with a culture of meritocracy and entrepreneurship.
Our client is proud, unashamedly ambitious, and still in the very early stages of their journey. Their aim, by 2030, is to grow to a $1bn company. With continued growth in existing markets, expansion to new, and by continuing to implement the right corporate infrastructure, this business has the right plans, funding, and most of all - desire and hunger to achieve its goals.
Job Summary:
This multifaceted position combines strategic HR leadership with executive support functions, reporting directly to the CEO. You will play a critical role in driving organizational effectiveness, fostering a positive work environment, and supporting strategic initiatives.
The responsibilities are categorized under three headings:
Grade 1 (Key component of your position)
Grade 2 (Part of your position/ what you will oversee)
Grade 3 (You may occasionally be involved in)
Key Responsibilities:
Grade 1:
o Employee Relations: Manage relationships between employees and the organization, handling disputes, grievances, and ensuring a positive work environment conducive to employee satisfaction and productivity.
o Performance Management: Set performance expectations, conduct regular evaluations, provide constructive feedback, and implement performance improvement plans as necessary to drive employee performance and development.
o HR Information Systems (HRIS): Handle the technology and software used for HR processes, including employee data management, payroll, time tracking, and reporting, ensuring accuracy and efficiency in HR operations.
o Organizational Development & Culture: Lead initiatives to enhance organizational effectiveness, culture, and employee engagement. Implement programs and policies to promote diversity, equity, and inclusion, fostering a positive and inclusive work environment.
o Strategic Planning & Execution: Collaborate with the CEO and senior leadership team to develop and execute the company s strategic objectives and business plans. Conduct analysis, gather insights, and provide recommendations to inform decision-making and drive growth initiatives.
o Cross Functional Leadership: Serve as a liaison between different departments and teams within the organization, fostering collaboration and alignment towards common goals. Lead cross-functional projects and initiatives to drive operational efficiency and innovation.
Grade 2:
o Recruitment & Talent Acquisition: Implement strategy for sourcing, attracting, and hiring qualified candidates for open positions within the organization, ensuring alignment with organizational goals and values.
o Training & Development: Focus on employee training programs, skill development initiatives, career development plans, and ensuring employees have the necessary skills to perform their jobs effectively, fostering continuous learning and development.
o Workforce Planning & Succession Management: Forecast future workforce needs, identify key talent within the organization, and develop plans for succession and leadership development to ensure a pipeline of qualified candidates for key roles.
o Employee Engagement & Retention: Implement strategies to improve employee satisfaction, engagement, and retention, including initiatives related to company culture, employee recognition, and work-life balance, fostering a positive and supportive work environment.
o Project Management: Assist with project management tasks, such as tracking deadlines, monitoring progress, and coordinating resources, ensuring the successful execution of projects and initiatives.
o Executive Support: Provide comprehensive support to the CEO, including managing schedules, coordinating meetings, and preparing briefing materials, serving as a trusted advisor and sounding board on strategic, operational, and organizational matters.
Grade 3:
o Communication & Stakeholder Engagement: Develop and implement communication strategies to ensure clear and consistent messaging internally and externally, building relationships with key stakeholders to enhance the company s reputation and visibility.
o Relationship Management: Cultivate and maintain relationships with key stakeholders, clients, and partners on behalf of the CEO, facilitating communication and collaboration to advance business objectives and foster positive business relationships.
o Risk Management & Compliance: Identify potential risks and opportunities, develop strategies to mitigate risks and ensure compliance with legal and regulatory requirements, maintaining high ethical standards across the organization.
o Change Management & Innovation: Lead change management efforts to drive organizational transformation, encourage a culture of innovation and creativity to drive continuous improvement and competitive advantage.
o Strategic Partnerships and M&A: Identify strategic partnerships, alliances, and acquisition opportunities to support the company s growth strategy, evaluate potential partnerships and acquisitions, and negotiate agreements to drive value creation.
- Seniority Level
- Mid-Senior level
- Industry
- Construction
- Employment Type
- Full-time
- Job Functions
- Human Resources
- Strategy/Planning
- General Business
- Skills
- Employee Relations
- Performance Management
- Human Resources Information Systems (HRIS)
- Organizational Development
- Strategic Planning
- Cross-functional Team Leadership
- Training and Development (HR)
- Employee Engagement
- Staff