HR​/Recruitment Head, Operations Manager

We are a leading commercial HVAC material supplier. Our goal is to effectively promote HVAC equipment sales in the commercial construction market while delivering exceptional service to our customers.

• Hiring Process:
• Own job postings, candidate screening, reference checks and interview coordinating with managers.
• Develop job postings matching the needs of each department. (Estimating, Bid Coordinators, PMs, Sales, business development etc.)
• Create welcome gifts personalized to each department and new hire.
• Onboarding:
• Manage 30/60/90 day training checklists
• Make sure new hires have all the resources they need prior to start date, so that they hit the ground running first week.
• Coordinate with department Managers on this to get everything ready
• Tracking progress and providing feedback to leadership
• Training:
• Coordinate with department leads to schedule technical and software training, pertaining to new hire role, making sure there are no gaps in resources.
• Benefits and eligibility:
• Making new hires aware of their potential benefits provided, Isolved employee market place discounts, Qualifying life events changes.

• Training Library Management: (Microsoft Teams) Maintain updated SOPs, product guides, and software manuals. (Rebar, Orgzit, Cookware, Edge, Specs etc.)
• LMS Build-Out: Support team working on building CAVH’s training modules (Rebar SOPs, estimating guidelines, manufacturer training, PM guide, Sales Training etc).
• Vendor Training Coordination: Schedule and track product training sessions, manufacturer visits. (Loren Cook, Titus, Pottorff, etc.). Coordinate with department leads to schedule ongoing training specific to department needs.
• Employee Growth Tracking: Maintain training completion records; highlight skills gaps or readiness for advancement prior to end of year reviews or quarterly reviews with department leads.

• Policy Development:
• Maintaining employee handbook (attendance, PTO, In-Office, hybrid schedules, standards, equipment policies).
• Certain policies may need to be developed to get compliance within the company/department and that will in turn create a better work flow.
• Compliance Oversight:
• Ensure compliance with labor laws, OSHA, and HR best practices. (Making sure, HR education videos are being completed, sexual harassment, prohibited conduct, privacy and confidentiality etc.)
• Employee Relations: Act as neutral point of contact for employee concerns; elevate patterns to leadership. In turn taking appropriate disciplinary action for employees who violate policies.
• Documentation: Manage confidential employee files, performance notes, and signed policy acknowledgments.

• Performance Process Ownership: Build and track 90-day (onboarding reviews), quarterly, and annual reviews.
• Improvement Plans: Document and track performance improvement steps when needed.
• Career Path: Document and communicate career ladders for each department ex. (Associate Estimator, Estimator → Senior Estimator → Leadership)
• Retention Tracking: Conduct stay interviews, exit interviews, and report on turnover trends.

• CAVH Culture Programs: Support pod structure, Kahoot Fridays, Top Golf events, team outings, birthdays/anniversaries.
• Recognition: Support incentive programs (Kahoot prizes, company milestones, people shoutouts).
• Communication: Roll out company updates (Office schedules, policy changes, company development)

• Leadership Support: Collaborate with department leaders to support employee experience and team morale.
• Org Chart & Salary Tracking: Keep updated headcount, org chart, keeping up to date on current position salary ranges, and regions.
• Reporting: Provide leadership with staffing reports (headcount growth, turnover, training progress).
• Vision Alignment: Support company’s G.R.O.W.T.H. mindset by building people-focused systems.
• Scaling Infrastructure: Develop HR processes that grow with the company (hiring pipelines, standardized training, succession planning).
• Culture Bridge: Act as a liaison between leadership and employees.

• Plan employee events,…