VP of Human Resources

Introduction

At Dobbs Truck Group, a part of our mission is to create relationships and a healthy work environment for our employees. We are always looking for qualified, customer-oriented individuals at Dobbs Truck Group.

Dobbs Truck Group operates 25 commercial truck dealerships through two operating companies – Dobbs Peterbilt and Western Truck Center. These dealerships represent some of the best commercial truck brands including Peterbilt, Volvo, Mack, Autocar, and Hino and include locations in Arkansas, California, Louisiana, Mississippi, Oregon, Tennessee, and Washington.

The Vice President of Human Resources is a member of the senior leadership team and is responsible for leading HR operations, employment practices, and talent programs. This leader partners closely with the CEO and executive team to ensure the organization has the leadership, workforce, and workplace practices needed to support business performance and continued growth.

The Vice President leads the full HR function for a geographically dispersed organization of approximately 800 employees across seven states. Responsibilities include organizational development, talent acquisition, learning and development, employee relations, compensation, benefits, leave administration, workers’ compensation, safety, employment compliance, and HR technology.

This role requires an experienced and practical HR executive who can support business objectives through practical HR execution while remaining closely connected to operations. This is a hands‑on HR leadership role focused on execution, consistency, compliance, talent sourcing, and practical support for operations rather than serving as a primary advisor on overall company strategy.

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific duties does not exclude them from the position if the work is similar, related, or a logical assignment to the role.

• Work with company and operational leaders to ensure HR priorities support operating goals, staffing needs, and compliance requirements.
• Provide practical HR guidance to leaders on workforce planning, employee relations, staffing, policy application, and employment risk.
• Lead workforce planning to ensure the company has the structure and capabilities needed to meet current and future business demands.
• Guide leaders through organizational growth, restructuring, leadership transitions, acquisitions, integrations, and other significant changes.
• Establish company-wide HR priorities and use workforce data to measure progress, identify risks, and support business decisions.

• Develop, implement and manage policies and processes for attracting, selecting, developing, and retaining talent across the organization.
• Oversee recruiting and onboarding practices, with particular focus on skilled technicians, operational leaders, sales professionals, and other critical roles.
• Coordinate practical training programs that help managers apply company policies, improve employee supervision, and support consistent execution across locations.
• Establish performance management practices that reinforce clear expectations, meaningful feedback, employee development, and accountability.
• Use employee feedback, turnover trends, and other workforce information to identify and address cultural and retention concerns.
• Establish the company’s learning and development strategy and oversee employee training programs, including leadership development, compliance training, onboarding, and other company-wide learning initiatives.

• Provide leadership and sound judgment in complex employee relations matters, workplace investigations, corrective actions, and employment separations.
• Ensure employment decisions are fair, consistent, appropriately documented, and aligned with company policy and applicable law.
• Maintain employment policies and practices that are practical for the business and compliant with federal, state, and local…