Vice President, People & Culture

Position Summary

The Vice President of People & Culture is a new executive leadership position created to lead Bartlett Cocke's transformation from traditional HR functions into a strategic People & Culture organization that drives business outcomes, strengthens organizational health, and supports employee growth across field, Trades, and office teams. The leader will be responsible for building the team, structure, and strategy that aligns the employee experience with the company's values, business goals, and long-term talent needs.

The VP of People & Culture will serve as a trusted thought partner and advisor to the officers. S/he will guide the design and delivery of scalable, people-centered programs related to talent strategy, workforce planning, culture, leadership development, total rewards, organizational effectiveness, and more. The VP will oversee People & Culture's Learning & Development, Talent Acquisition, Employee Experience, and People Operations and lead the transition from current to future state that positions Bartlett Cocke as the most sought-after employer for builders in Texas.

• Lead the transformation of HR into a strategic People & Culture function that aligns with Bartlett Cocke's growth strategy, values, and operational realities.
• Serve as a strategic partner to the CEO and the officers on all matters related to people, structure, organizational effectiveness, culture, and workforce performance.
• Build and develop the People & Culture team, ensuring the right structure, roles, and capabilities are in place to support company goals and the People strategy.
• Own the People strategy and ensure it is embedded across business operations and leadership practices.

• Lead the organization in designing future-ready structures, roles, and workforce strategies that align with company goals.
• Guide organizational change, workforce planning, and culture efforts with a focus on long-term impact and employee engagement.
• Oversee career pathing strategies for both salaried and trades roles, ensuring employees see visible opportunities to grow within the company.

• Set the vision for leadership development across all levels of the company, including structured programming for current and emerging leaders.
• Oversee learning strategy and planning, ensuring alignment with workforce needs, compliance requirements, and career development goals.
• Promote mentorship, coaching, and continuous learning as integral parts of the employee experience.

• Serve as the lead steward of company culture, setting expectations, reinforcing core values, and driving culture-aligned leadership behaviors.
• Oversee employee engagement programs and feedback loops that connect the voice of employees with leadership decision-making.
• Define and promote employer brand and employee value proposition in partnership with Marketing.
• Provide executive oversight of efforts to attract and retain top-tier talent for all positions from sourcing to negotiating offers.

• Ensure foundational HR practices and compliance obligations are executed reliably and consistently.
• Oversee policy development, benefits strategy, and compensation practices to ensure fairness, competitiveness, and alignment with Bartlett Cocke's culture.
• Own the People Analytics strategy, ensuring the team uses data to guide decision-making, measure impact, and anticipate workforce needs.
• Guide the development of scalable systems and data governance practices that support operational excellence across all People & Culture functions.

• 15+ years of progressive leadership experience in People/HR roles, including experience building or transforming People & Culture functions.
• Strong strategic orientation with the ability to connect business goals to people strategies.
• Demonstrated success in organization design, change leadership, and leadership development.
• Experience leading and coaching cross-functional People/HR teams.
• Skilled in culture stewardship, engagement strategies, and aligning leadership practices with organizational values. Highly credible and approachable leader, comfortable engaging with all levels of a construction organization.
• Ability to travel throughout the year to regional offices and jobsites throughout the company as necessary; conferences / industry events; learning & development opportunities, etc.
• Certification from professional organizations such as SHRM and HRCI is preferred.