Vice President, Regional HR Director
JE Dunn
Direct regional HR strategy, people plans, talent development, and employee relations.
9 days ago ago
Expert & Leadership (13+ years), Experienced (8-12 years)
Full Time
Atlanta, GA, US, 30339
Office Full-Time
Company Size
4,000+ Employees
Service Specialisms
Construction
Sector Specialisms
Buildings
Role
What you would be doing
hr strategy
employee relations
hr calendar
people planning
talent development
executive reporting
- Partners with HR peers to ensure strategy, development, and implementation of HR programs and policies are aligned with Region strategic objectives.
- Leads the investigation and resolution of employee relations issues, conflicts in work groups, and anticipates problems whenever possible, and develops, recommends, and initiates appropriate steps for resolution.
- Develops the implementation plan, implements, and monitors HR cyclical calendar of events throughout the year. This includes but is not limited to goal setting, annual benefit enrollments, well-being initiatives, end of year performance evaluation and aligned rewards.
- Drives the People Plans of the Region with partnership, thought leadership, and sponsorship from the Region President, as well as functional support from Chief People Officer and respective HR teams.
- Plans, directs, and supervises all activities relating to specific development initiatives for the Region to grow talent. Provides HR support, guidance, and coaching/counseling to regional managers regarding people plans to achieve their business goals.
- Prepares and delivers on-going and ad-hoc presentation updates specific to People Plans to Senior Executives (Region President, Chief People Officer, Executive Leadership Team, and CEO).
- Provides on-going visibility of talent flow (i.e., hires, terminations, open positions) and employee experience (i.e., engagement scores and action plans) to Region leadership team.
What you bring
hr degree
people management
project management
data analysis
talent management
problem solving
- Ability to perform work accurately and completely, and in a timely manner
- Proficiency in translating business strategies into critical talent & workforce strategies/initiatives
- Ability to build relationships and collaborate within a team, internally and externally
- Proven experience implementing talent management plans
- Ability to think critically to make connections, test assumptions, and use evidence to arrive at the best business outcome for each key priority
- Ability to proactively develop and execute company’s people priorities
- Occasional activity: Standing, Walking, Bending, Reaching above Shoulder
- Ability to matrix manage multiple teams and priorities simultaneously
- May require periods of travel
- Communication skills, verbal and written
- Frequent activity: Sitting, Viewing Computer Screen
- Bachelor’s degree in human resources or related field (Required)
- Must be able to lift up to 10 pounds
- Ability to influence the organization leaders work with people of varying backgrounds and organizational levels
- Ability to present information internally and externally through compelling story-telling and simplified communication
- Ability to multitask, probe, analyze and problem-solve issues with minimal guidance
- 5+ years people management experience (Required)
- Ability to be highly flexible and adapt to changing structures and priorities
- In lieu of the above requirements, relevant experience will be considered.
- Proficiency in assessing data and applying creative problem solving to discover useful and actionable information
- Proven experience in project management; including experience with leading high-profile projects.
- Proven experience in excellent execution of strategies, process improvement, culture, and system change
- Proficiency in applying employee/labor relations, talent acquisition, overall leadership, talent development, and business acumen
- 8+ years progressive human resources experience, to include Employee Relations, talent management, leadership coaching and development, employment laws and compliance (Preferred)
- Normal office environment
- Career Path: Various
Information not given or found
Interview process
Information not given or found
Visa SponsorshipInformation not given or found
Security clearance- background screening required; drug‑free workplace.
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Company
Overview
Founded in 1924
Year Established
The company has been in operation for nearly a century, demonstrating long-term stability and growth.
$6B+ in revenue
Annual Revenue
The company generates significant annual revenue, reflecting its position as a major player in the construction industry.
26 offices nationwide
Geographic Reach
The company maintains a substantial presence across the United States, serving clients in multiple regions.
- Specializes in various construction services, including design, feasibility studies, preconstruction, prefabrication and manufacturing, bidding services, integrated project delivery, quality assurance, and safety services throughout the construction phases.
- Serves a wide range of sectors, including advanced industries, aviation, corporate environments, justice, life sciences and research, federal and military, healthcare, cultural and entertainment, historic preservation, hospitality, industrial, sports and recreation, education, local and state government, mission critical, mixed-use and retail, and multi-family housing.
- Families First
- Doing The Right Thing
- Serving Others
- Health & Wellbeing
- Fun & Fulfilling Lives
- Growing as a Team
Ranked #1
Green Building Contractor Ranking
The company is recognized as the top-ranked green building contractor by Engineering News Record.
- Cannot find any net zero commitments.
Above 95%
Employee Satisfaction Rate
The company has achieved a high level of employee satisfaction, reflecting its commitment to fostering an inclusive and diverse work environment.
- We strive to promote inclusion in all aspects of our business, celebrating the diverse backgrounds of our associates to promote high performance and ensure everyone feels a sense of belonging as an employee-owner.
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