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Job Summary
This role leads the enterprise HR function and sits on the executive leadership team. The SVP of HR sets people strategy in step with company strategy, advises the CEO and board on talent, succession, and total rewards, and owns the performance of the HR organization across talent acquisition, employee relations, total rewards, talent management, organizational development, internal communications, and risk management (safety, workers’ compensation, and general liability/property casualty claims).
The SVP is accountable for ensuring Flagship and its employees and representatives understand and adhere to the Company’s Code of Business Ethics and Conduct. The SVP signs off on enterprise HR policy, sets the standard for ethical conduct across the workforce, and acts as the senior escalation point for the most sensitive employee, regulatory, and reputational matters.
Job Description
- Set and lead the enterprise HR strategy in support of the company’s 3 to 5 year business plan; translate business priorities into workforce, talent, and total rewards plans the executive team can act on.
- Advise the CEO, executive leadership team, and board (including the comp committee) on talent, succession, executive compensation, organizational design, and material people risk.
- Build and lead a multi-layer HR organization, including VPs and directors across TA, total rewards, employee relations, HRBP, HRIS, and safety; own hiring, development, and performance of senior HR leaders.
- Own executive succession planning for the top 2 to 3 layers of the company; run an annual talent review with the CEO and present results to the board.
- Set total rewards strategy (base, incentives, equity, benefits) and lead the annual cycle through the board compensation committee; oversee competitive market positioning and pay equity.
- Lead HR diligence, integration, and workforce planning for M&A activity; own day-one readiness and post-close integration of acquired employee populations.
- Direct enterprise compliance with employment law and the Company’s Employment Eligibility Verification Program (INA, I-9, E-Verify), including training and audit oversight; serve as senior escalation point on regulatory and litigation matters in partnership with the General Counsel.
- Serve as the Company’s senior Ethics Officer; oversee investigation and resolution of ethics complaints and ensure prompt, appropriate corrective action.
- Own the company-wide safety program and partner with operations leadership to drive injury reduction, workers’ compensation cost performance, and claims management outcomes.
- Oversee enterprise talent acquisition strategy for union and non-union populations, including frontline volume hiring and skilled trades; set the bar for candidate experience and quality of hire.
- Own enterprise HR budget and headcount planning; deliver year-over-year cost-per-hire, productivity, and retention improvements tied to defined business outcomes.
- Lead the HR technology roadmap (Workday and adjacent systems) and approve major investments in HR tools, including AI sourcing and workflow automation.
- Partner with senior leadership and serve as a role model to maintain a Company culture of integrity while strengthening FlagShip’s reputation with employees, customers, and the communities served.
- Enterprise HR leadership across all major disciplines, with the ability to set strategy and operate at the executive and board level.
- Deep working knowledge of federal and state employment law; able to direct counsel on complex matters and make the final call on enterprise risk posture.
- Track record building and leading multi-layer HR organizations at a large, multi-site service company (1,000+ employees), including hiring and developing VP-level talent.
- Demonstrated experience advising a CEO and board, including running comp committee materials and leading executive succession reviews.
- Strong M&A HR experience: diligence, integration planning, workforce harmonization, and culture work.
- Total rewards fluency across base, short-term incentives, long-term incentives, equity, and benefits design at the executive and broad-based level.
- High judgment in customer-service environments; commitment to continuous improvement and operational rigor.
- Impeccable credentials of the highest level of integrity, ethics, and honesty.
Education and Work Experience
- Master’s degree or equivalent; or 15+ years’ related experience and/or training; or equivalent combination of education and experience.
- Advanced HR certification(s) (SPHR, SHRM-SCP, or equivalent) preferred.
- Minimum 12 years of progressive HR leadership, with at least 5 years as a VP-or-above HR leader at a multi-site company of 1,000+ employees in a service-oriented environment.
- Demonstrated board and executive committee experience, including compensation committee engagement.
Fast paced office environment. High sense of urgency. Multi-site company with regular travel to operations and client sites. Exposed to a combination of normal office type environments and client environments. Exposed to highly confidential information, including executive compensation, board materials, M&A activity, and litigation matters.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
While performing the duties of this job, the employee is occasionally required to stand, walk, sit, use hands to finger, handle, or feel objects, tools or controls, reach with hands and arms, climb stairs, balance, stoop, kneel, crouch, talk or hear. Physical requirements include stooping, standing, climbing and occasionally lifting of a minimum of 40 lbs. of office or facilities equipment. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
Under The Americans with Disabilities Act reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Work Authorization
Authorized to work in the U.S.
Equal Employment Opportunity Employer
Flagship is an equal opportunity employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.
We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.
Americans with Disabilities Act
Under the Americans with Disabilities Act, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of their job.
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