Never settle, dig deeper.

Our Core Values

• Deliberately Safe We believe all safety incidents are avoidable when everyone operates with a deliberate mindset. We are deliberately proactive and thorough in training and job planning. We are deliberately safe in our everyday operations and decision-making.
• Build with Intention We build with intention. Whether in the office or the field, we work with grit and determination toward a better future for everyone involved. We leave things better than we found them, and never leave a job until we re proud to put the Veit name on it.
• Leaders Dig First Egos have no place at Veit. We expect everyone on our team to dig in with a leadership mentality. That means being willing to jump in, take ownership, and get mud on our boots — especially when times get challenging.
• Real Relationships Like our work, we approach relationships authentically, with a long-term mindset. Whether you re a client partner, vendor, or team member, we make an effort to build a more meaningful connection with you by communicating with respect and honesty.
• Integrity in Everything As part of the Veit family, everything we do and say reflects on this entire company. We act with integrity, which means treating others just as we want to be treated, doing the right thing, and holding ourselves accountable.

About Us

Veit is one of the country s leading specialty contractors, with over 90 years of experience and the best people in the industry. We pride ourselves on our relentless pursuit to push the construction industry forward and deliver for our customers. Our modern fleet of iron, diverse expertise, and unmatched determination allow us to successfully tackle some of the largest and most complex projects across every sector while also living out our values every day.

Our company culture is one where everyone pitches in to get the job done, regardless of job title or seniority. We do everything we can to maintain an atmosphere where family comes first. We want every one of our employees to look forward to each day at work and make it home safe and happy at the end of the day.

Position Summary:

The Director, Human Resources and Organizational Development is responsible for organizational and performance management, talent management, total rewards, training, employee relations, compliance, standardization of policies and procedures, reporting, and other HR initiatives. This role will directly impact the organization by working on key initiatives to achieve a culture of greatness, standardizing HR processes, procedures, and documents, and strengthening the organizational structure. This role will direct the people function of the organization adhering to state and federal HR laws and regulations.

Reporting to the SVP, People and Culture, this high-impact, visible role offers a unique opportunity to craft thoughtful programs that align with our people operations. The ideal candidate will carry equal parts strategy and execution. This role will be responsible for delivering on the HR strategy and handle the day-to-day administration of human resources programs and processes for all the employees. This role must be comfortable working on a small HR team being able to manage the tactical and strategic HR functions

Essential Duties and Responsibilities:

• Provide strategic leadership by developing HR strategies to meet the needs of the business. Must be able to articulate HR initiatives and get buy in from the leadership team.
• Develop and improve HR policies, procedures, systems, and objectives to increase department efficiency and effectiveness. Research and implement HRIS and talent management system.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
• Design, implement, and administer a performance management process.
• Partner with the SVP, People and Culture and the Leadership Team to identify overall learning needs for individual contributors, managers and collaborate and develop a vision and strategy.
• Utilize data analytics to take a lead role in talent development processes, including organization goal setting, performance review, talent review, and succession and development planning processes.
• Take a lead role in the development and roll-out of diversity, equity, and inclusion initiatives.
• Consult and collaborate with stakeholders and leaders to identify, recommend, and implement scalable talent solutions that drive engagement and retention.
• Collate data from our Performance Reviews and other HR sources of data to provide effective reporting, sharing insights on the impact of Talent and Learning programming to direct our decision making and steering our programs.
• Design/develop/deliver effective learning experience throughout the employee life cycle (from onboarding to exit) using a broad range of tools including e-learning, distance learning, books/videos, knowledge-share platform and On-The-Job-Training to meet our learning needs.
• Partner to identify high potentials and develop an effective curriculum for Individual Contributors who will become future mentors/managers, Managers who will become future leaders and Leaders who need 1:1 learning/coaching.
• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget.
• Establish and lead initiatives that support the organization s values, philosophy, and culture.
• Advise and coach employees and managers on employee relations issues. Handle all employee relations investigations and oversee a resolution.

Required Knowledge, Skills and Abilities:

• Bachelor s Degree in Human Resources Management or related field or equivalent experience and 10+ years of Human Resource Generalist or Organizational experience.
• 5+ years leadership experience.
• Working knowledge of Human Resources Information Systems (HRIS) and applicant tracking systems.
• Working knowledge of Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, Teams).
• Demonstrated expertise in Talent and Development administration in one or more of the following areas: talent development, performance management, learning and learning systems, inclusion and diversity, employee engagement
• Deep understanding of and experience in a fast-growing enterprise with multi-site operations
• Successfully driving Talent and Development activities and goals in support of continuous growth and advancement
• A proven ability to lead multiple teams as a strategic and tactical resource in coordinating department initiatives, programs, procedures, and policies
• Building scalable Talent and Development programs capable of growing with the organization
• Thorough knowledge of and direct experience with development of competitive talent programs, initiatives and best practices for leader and professional development, learning and learning systems, inclusion, diversity and equity, top/critical talent identification, succession planning, employee engagement, and performance management
• Demonstrated ability to develop, plan, and manage department budgets
• Proven ability to add value and increase organizational effectiveness, efficiency and profitability through the alignment of human assets to contain costs and improve financial performance
• Excellent acumen for assessing talent initiatives utilizing data analytics and metrics to drive progress and measure results
• Possess a working knowledge and understanding of federal, state and local employment laws and regulations
• Proven leadership abilities inclusive of successful change management, mentoring, career development, training, succession planning, holding people accountable, and conducting yearly reviews
• Mastery of the ability to manage complex situations, delegate authority, lead and inspire your team, drive innovative thinking, instill collaboration, drive success, challenge status quo and demonstrate ability to adapt to dynamic situations
• Proven experience and skills in team building, conflict resolution, briefing, presentation, and strategic thinking
• Strong communication skills, including the ability to clearly express concepts in verbal and written forms; ability to tailor conversations to adapt to varying audiences
• Ability to navigate change and uncertainty, make defensible decisions in ambiguity and own those decisions
• Demonstrated passion for ideation and innovation, as well as motivating others to act by creating a shared sense of vision or purpose
• Exemplary, inclusive, adaptable oral and written communication skills; with experience communicating complex information with clarity to diverse audiences across the organization

Preferred Knowledge, Skills, and Abilities:

• Active SHRM-CP/SCP or PHR/SPHR/GPHR Certification
• Experience with Viewpoint Vista and BirdDogHR (Arcoro) preferred, but not required
• Experience with Learning Management Systems. Experience with system implementations or migrations
• Previous experience working in the Construction is preferred but not required
• Previous experience working in a union environment preferred but not required
• Skills in assessing external competition by gathering data from multiple, often disparate, qualitative and quantitative sources and synthesizing it into meaningful reports and presentations
• Possess leadership acumen to perform as a true strategic partner to top company executives; ability to establish presence and demeanor to interface and work collaboratively with leaders and skill to make significant contributions
• Experience with mergers, acquisitions, and integration
• Proven long-term and strategic perspective that extends beyond the immediate initiatives; visualizes and articulates a clear direction
• Ability to track projects through known project plan templates (such as a utilizing Gantt Chart; Agile Project Management, etc.)
• Passion for learning and helping people grow
• Proven ability to build a scalable, high-impact, mission-driven function
• Training Program Facilitation, Organization Development and Organizational Design experience
• Proficient in learning development tools and well-versed in leveraging technology for program management and delivery
• Experience consulting with business leaders and stakeholders, with a proven track record of establishing relationships and the experience being a strategic partner
• Proven problem-solving trifecta of analytical, creative, and strategic skills
• Extraordinary, service-oriented project management, program delivery and change management skills

Other:

• Must have a valid driver s license.
• Must be able to work 8+ hour workdays, Monday through Friday.
• Must be able to pass a pre-employment drug test and background check.
• Must be able to travel up to 25%.
• This position is based on site in Rogers, MN.

Supervisory Responsibility:

• Supervises Total Rewards Manager and HR Manager/Business Partner

Physical Demands:

The physical demands described are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee frequently communicates with employees and clients and must be able to exchange accurate information. Additional functions include stand and/or sit in a stationary position for extended periods of time; 50%+, use a computer/laptop in an office environment with natural and/or fluorescent lighting, navigate between office building floors, attend off-site meetings on occasion, and lift up to 20 lbs. unassisted.

Work Environment:

The work environment characteristics described here are representative of those employees encountered while performing the essential functions of this job. Employee is exposed to minimal noise level. Most often in a typical office environment.

VEIT does not accept recruiting agency solicitations.