Ten or more years of progressive HR leadership experience.
At least five years as the senior people leader in a large, complex organization.
Proven track record in building HR functions during rapid growth phases.
Experience collaborating with boards on executive compensation and succession planning.
Direct involvement in new-market entry and large-scale workforce transitions.
Strong commercial acumen and familiarity with HR technology and analytics.
Post-secondary education in HR, business, or a related field; CPHR designation preferred.
Responsibilities
Build a People & Culture function for a $3 billion enterprise.
Lead organization design and executive compensation strategies.
Translate divisional strategic plans into actionable people plans.
Establish a consistent hiring process and enhance employer branding.
Map succession risks and develop leaders for senior roles.
Launch a performance management program defining effective leadership.
Manage people aspects of new markets, acquisitions, and workforce transitions.
Benefits
Opportunity to shape a growing organization and its culture.
Work closely with executive leadership and advisory board.
Engagement in strategic decision-making at a high level.
Potential for significant impact on organizational success and employee satisfaction.
Focus on safety and best practices across all operations.
Full Job Description
The Role
Reporting to the President and working closely with the executive team and the advisory board, you will lead People, Culture & Safety across Rohit Group and both of its operating platforms. You will build the people organization for the company we are becoming, from organization design, executive talent and compensation through to workforce planning, talent acquisition, succession, performance and leadership development, so that our division leaders can make sound people decisions themselves and Rohit becomes a place where ambitious people want to work.
Rohit is entrepreneurial and moves quickly, and our systems have not always kept pace with our growth. An early part of the work is putting a strong team in place to run the core of the function reliably, from payroll and benefits to hiring and people data. If you have led a people function through this stage of growth before, at a scale equal to or larger than ours, and know how to bring order without slowing the business down, we would like to hear from you.
What You Will Do
Build a People & Culture function equal to a $3 billion enterprise, with a strong team running payroll, benefits, UKG and day-to-day service reliably.
Lead organization design, executive compensation, long-term incentives and executive succession, advising the President, Executive and Divisional leaders and the advisory board.
Translate every divisional strategic plan into a people plan, deciding with leaders where to hire, where to develop and where to automate.
Build one consistent hiring process, a stronger employer brand, and candidate pipelines for critical roles before they open.
Map succession risk across the enterprise, name successors for every senior role and develop leaders ready for larger mandates.
Launch a performance management program and a clear definition of what makes a great Rohit leader.
Lead the people side of new markets, acquisitions, joint ventures and partnerships, from diligence through integration, along with large workforce transitions.
Sustain COR certification and best-in-class safety in every region where we operate.
What You Bring
Ten or more years of progressive HR leadership, including at least five as the senior people leader of an organization of comparable or greater scale and complexity.
Experience building a people function through rapid growth, including the team that runs its core operations, with results you can point to.
Experience working with a board or advisory board on executive pay, long-term incentives and executive succession.
Proven success in succession planning, leadership development, performance management and HRIS implementation.
Multi-province employment experience and direct involvement in new-market entry, acquisition or joint-venture integration, or large-scale workforce transition.
Commercial acumen, comfort with HR technology and people analytics, and an interest in how AI is changing HR work.
The credibility to advise the President, Executive and Divisional leaders and an advisory board.
Post-secondary education in HR, business or a related field; the CPHR designation is strongly preferred.
What You Are Measured On
Success in this role will be measured against five outcomes:
A stable, trusted People & Culture function. A strong team runs payroll, benefits and people data reliably, and the function's time moves from administration to strategy.
Talent ready before the business needs it. Critical roles are filled quickly and well from pipelines built in advance.
Succession coverage. Every senior role has a named, developing successor, and no critical role depends on one person.
Leaders who own their people decisions. Clear guardrails, one definition of good leadership, and a performance program that leaders use.
Growth readiness and safety. New markets and teams start with a people plan, and everyone on our sites goes home safe.
