Vice President Human Resources

Vice President of Culture & Retention / VP of Human Resources

Industry: Professional & Commercial Landscape Services

Reports To:

Chief Executive Officer

Compensation: $120K - $135K Annual Salary + Bonus

A rapidly growing professional and commercial landscape services organization is seeking a Vice President of Culture & Retention to build, protect, and scale a high-performance people system across a labor-intensive, field-based business.

This executive leadership role is accountable for ensuring the organization’s core values—Quality, Relationships, Respect, Teamwork, Integrity, and Profitability—are lived daily through leadership behaviors, systems, and decisions. Reporting directly to the CEO, the VP of Culture & Retention is a key member of the Executive Leadership Team, with enterprise-wide ownership of HR, Culture, Training, and Retention.

• Executive-level ownership of culture, people systems, and retention in a high-growth organization.
• Direct partnership with the CEO, Operations, and Finance to drive performance and profitability.
• Opportunity to scale people systems for a 150+ employee, field-based workforce.
• Strong values-driven organization where culture is taken seriously and protected.
• Ability to make visible, lasting impact across leadership effectiveness and employee experience.

• Lead, coach, and develop the HR, Culture, and Training team.
• Establish priorities, quarterly goals, and measurable outcomes for the People function.
• Ensure all people initiatives align with company vision, core values, and EOS Traction.
• Build strong cross-functional partnerships with Operations and Finance.
• Design and execute a long-term people strategy aligned with growth and business objectives.
• Align workforce planning, organizational structure, and leadership capacity with operational needs.
• Establish, improve, and enforce scalable HR systems, processes, and rhythms.
• Track and analyze people metrics to proactively identify risks and opportunities.

• Own employee relations strategy, including investigations, conflict resolution, and issue management.
• Ensure consistent application of policies, procedures, and performance standards.
• Advise leaders on performance management, corrective action, and employment decisions.
• Ensure compliance with employment laws, regulations, and internal standards.

• Set enterprise training and development strategy in partnership with Culture & Training leadership.
• Ensure onboarding, role-based training, and leadership development programs scale effectively.
• Measure training impact and align development efforts to performance outcomes.
• Build succession plans and leadership bench strength across the organization.

• Design and oversee compensation, benefits, and incentive programs aligned to company philosophy.
• Ensure pay practices are competitive, fair, and tied to performance and profitability.
• Lead annual compensation planning, bonus programs, and benefits renewals.
• Communicate total rewards clearly to connect performance, growth, and reward.
• Champion and protect company core values across all people-related decisions.
• Embed culture into hiring, onboarding, performance management, and recognition.
• Lead engagement, retention, and recognition strategies that reinforce accountability and teamwork.
• Identify and address cultural gaps proactively, even during growth or pressure.

• 5+ years of progressive leadership experience in HR, People Operations, Culture, or Talent.
• Experience in construction, landscape, field services, manufacturing, or labor‑intensive environments strongly preferred.
• Proven success leading a multi‑discipline People function (HR, training, culture, retention).
• Demonstrated ability to scale people systems in organizations with 150+ employees.
• Strong partnership experience with Operations and Finance in performance‑driven businesses.
• Hands‑on expertise in employee relations, investigations, performance management, and compliance.
• Experience designing or overseeing compensation, incentive, and retention programs.

• Strong retention of high performers and leaders.
• Clear leadership expectations at every level.
• Culture remains visible, reinforced, and protected during growth.
• Leaders own and resolve people issues.
• Employees understand what success looks like and how to grow.

Precision Talent Partners, LLC values diversity and is proud to be an Equal Opportunity Employer. We are committed to creating an inclusive workplace where all employees feel respected, supported, and empowered to contribute. This description reflects management’s assignment of essential functions and does not restrict the tasks that may be assigned. Employment is at-will, and this job description does not constitute a contract of employment.