Pleasant Valley Corporation

Vice President Human Resources

Join one of the nation's rapidly expanding leaders in Commercial Construction and Facility Management!

PLEASANT VALLEY CORPORATION, a successful and stable, family-owned and operated Commercial Real Estate Firm established in 1976 and headquartered in Medina, Ohio, boasts a dynamic presence across four key divisions: Construction, Facility Management, Property Management, and Real Estate Brokerage. Our comprehensive suite of commercial property services is characterized by effective project management, proactive communication, top-tier workmanship, and cutting-edge solutions.

WE OFFER:

  • An exceptional culture and positive work environment
  • Competitive earnings
  • Comprehensive benefits
  • Personal recognition
  • Individual development opportunities
  • A clear path for career advancement!

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Shift

M-F | 8:30a – 5:00p

Work Location

Onsite – Medina, Ohio

Division

Shared Services

Team

Human Resources

Reports To

Co-CEOs

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Job Purpose

The Vice President of Human Resources provides enterprise-wide leadership for Pleasant Valley Corporation’s people strategy, ensuring the organization has the talent, culture, structure, and systems required to achieve its long-term business objectives. Reporting directly to the CEO and serving as a trusted member of the Executive Team, this role aligns human capital strategies with PVC’s 3-year and 5-year plans, supports business growth across all divisions, and drives a high-performance, values-based culture. The VP of Human Resources is accountable for building a strong, compliant, and forward-thinking HR function that enhances organizational effectiveness, mitigates risk, develops leaders, and delivers measurable value to the business.

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Responsibilities

Executive Strategy & Business Partnership
• Strategic HR Planning: Design and execute 3-year and 5-year HR strategic plans that align with the company mission to drive transformation.

• Divisional Leadership: Contribute to the development of business goals and strategy as an actively participating member of the divisional senior leadership team.

• Executive Advisory: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization.

• Business Growth Support: Support the business through HR bid solutions, people strategy action plans, and client presentations to ensure business development.

Talent Strategy & Talent Management
• Talent Acquisition: Oversee full-cycle recruitment and employer rebranding efforts to attract top-tier talent in competitive markets.

• Integrated Workforce Planning: Guide decisions on talent management, including succession planning, talent assessments, and identifying talent pipelines.

• Talent Scouting: Act as a talent scout using networks to identify, recruit, and vet proposed people for key roles.

• Learning & Development: Oversee individual development plans, performance management frameworks, and continuous learning initiatives..

Culture, Engagement & Coaching
• High-Performance Culture: Foster a 'Top Workplace' environment through initiatives that improve employee satisfaction, engagement, and retention.

• Leadership Coaching: Coach leaders to leverage the skills of their team members and create an environment of high performance.

• Change Management: Lead the organization through change, maintaining awareness of emerging trends and best practices in HR.

Operational Excellence, Risk & Compliance
• Regulatory Adherence: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions.

• Operational Systems: Responsible for HR technology and data management systems to enhance department service delivery.

• Risk Mitigation: Provide ongoing consulting to leaders on HR programs, legislation, and policies, identifying risks and recommending solutions.

• Mobilization Management: Oversight of mobilization and demobilization plans and management of employment risks.

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    Requirements

    • Strategic HR Planning: Design and execute 3-year and 5-year HR strategic plans aligned with the company mission to drive organizational transformation.

    • Divisional Leadership & Business Strategy: Actively participate as a member of divisional senior leadership teams, contributing to the development of business goals and overall strategy.

    • Executive Advisory & Workforce Optimization: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization initiatives.

    • Business Growth & Client Support: Support business development efforts through HR bid solutions, people strategy action plans, and participation in client presentations.

    • Talent Acquisition & Employer Branding: Oversee full-cycle recruitment processes and employer rebranding initiatives to attract top-tier talent in highly competitive markets.

    • Integrated Workforce & Succession Planning: Guide talent management decisions, including succession planning, talent assessments, and identification of long-term talent pipelines.

    • Talent Scouting & Networking: Act as a talent scout by leveraging professional networks to identify, recruit, and vet candidates for critical and leadership roles.

    • Learning & Development Programs: Oversee individual development plans, performance management frameworks, and continuous learning initiatives across the organization.

    • High-Performance Culture & Engagement: Foster a “Top Workplace” environment through initiatives that enhance employee satisfaction, engagement, and retention.

    • Leadership Coaching & Performance Enablement: Coach leaders to effectively leverage team capabilities and create an environment focused on accountability and high performance.

    • Change Management & HR Best Practices: Lead the organization through change while maintaining awareness of emerging HR trends and best practices.

    • Regulatory Compliance & Employment Law: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions.

    • HR Systems & Data Management: Oversee HR technology platforms and data management systems to improve operational efficiency and service delivery.

    • Risk Mitigation & Policy Guidance: Provide ongoing consultation to leaders on HR programs, policies, and legislation, identifying risks and recommending solutions.

    • Workforce Mobilization & Employment Risk Management: Manage workforce mobilization and demobilization plans and proactively address employment-related risks.

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    Competencies

    Purpose Driven and Focused on Value
    • Translate long-term strategy and business objectives into actionable goals for the HR function to drive business growth.

    • Link PVC’s 3-year and 5-year long-range visions to the daily work of the HR team.

    • Maintain a constant connection with internal clients and direct reports, ensuring actions provide tangible business value.

    Achieve Results
    • Focus on high performance to deliver on PVC’s business priorities across construction, facility management, and real estate divisions.

    • Demonstrate decisiveness by knowing when to act, when to delay, and when to deprioritize non-mission-critical tasks.

    • Uphold a strict commitment to financial governance, health, safety, environment, and quality management.

    • Meet objectives consistently under increasingly challenging market circumstances.

    Build Client Partnerships and Collaborate with Stakeholders
    • Partner with internal business unit leaders to ensure HR delivery is embedded as a daily process through competence and accountability.

    • Encourage collaboration across PVC’s diverse divisions to promote diversity of thought and share organizational learning.

    • Utilize multiple communication modes and channels to keep the HR team and executive leadership high-performing and informed.

    Mobilize People
    • Cultivate a 'Top Workplace' culture where everyone is focused on their respective objectives and positive employee experiences.

    • Manage performance effectively by providing constructive and respectful feedback to enable high performance.

    • Maintain a strong commitment to employee growth, opportunity, and clarity in roles and responsibilities.

    Uphold Integrity and Earn Trust
    • Set the standard for organizational behavior and hold team members accountable through coaching and maintenance of high standards.

    • Take personal responsibility for HR decisions and the resulting outcomes.

    • Regulate personal behavior and use high emotional intelligence when faced with conflict, negative responses, or high-stress situations.

    • Build trusting relationships both internally across PVC and externally with industry partners.

    Foster Innovation and Continuous Improvement
    • Inspire the HR team to find new ways to approach organizational problems and detect patterns in systemic reactions.

    • Align HR systems and technology to be more effective, efficient, and responsive to PVC’s business needs.

    • Lead the organization and the HR department through significant change by creating an environment that supports intelligent risk-taking.

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    Do YOU have these qualities?

    Apply now to explore a fulfilling career with Pleasant Valley Corporation!

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