Director of People Experience

Overview

Van Meter Inc. values its employee-owners as a key competitive advantage and has fostered a workplace culture where leaders are expected to cultivate strong teams and uphold core company values. The Director of People Experience will play a crucial role in scaling the organization's talent, leadership capabilities, and overall effectiveness during this period of rapid expansion while preserving the recognized work culture that defines Van Meter.

Key Responsibilities

• Develop and implement organizational talent strategies and workforce planning.
• Lead recruiting initiatives to build robust candidate pipelines aligned with growth demands.
• Oversee HR Business Partner functions and support leadership effectiveness.
• Manage succession planning and enhance organizational capabilities.
• Drive leadership development programs and foster career growth.
• Enhance performance management processes and ensure accountability.
• Promote initiatives that improve organizational health and uphold company culture.

Impact Objectives

• Strengthen the talent pipelines and prepare the workforce for future growth needs.
• Increase the consistency and quality of leadership across all levels.
• Build a strong internal bench for critical roles to ensure continuity.
• Refine performance management and career development to support meaningful dialogue among employee-owners.
• Maintain and scale company culture during business expansion.

Who Should Apply

• Experienced leaders with a substantial background in talent management, workforce planning, recruitment, and organizational effectiveness.
• Professionals adept at converting business strategies into actionable talent strategies to fuel sustainable growth.
• Individuals capable of working collaboratively with senior leadership to establish trust and promote a people-first culture.

Candidate Profile

• Strategic thinker with the ability to connect long-term talent decisions to business outcomes.
• Pragmatic executor skilled at turning concepts into scalable, measurable initiatives.
• Confident influencer able to engage executive leaders and challenge norms appropriately.
• Humble listener committed to learning and building on existing successes.
• Passionate about fostering great teams and unlocking individual potential.

Qualifications

• A Bachelor’s degree in Human Resources, Business, Organizational Development, or a related discipline is required; a Master’s degree or advanced HR certification (such as SPHR or SHRM-SCP) is highly preferred.
• Between 10 and 15 years of progressively responsible experience in talent management or HR leadership, preferably in a mid-to-large scale multi-site organization with revenues ranging from $500 million to over $2 billion.
• Demonstrated skill in crafting and leading enterprise-wide talent strategies encompassing acquisition, workforce planning, succession, performance management, and leadership development.
• Proven track record of scaling organizations effectively by building internal talent pools and external pipelines to support accelerated growth plans.
• Extensive experience directing HR Business Partner and recruiting teams, with a focus on elevating these groups to strategic advisors.
• Deep knowledge of organizational capability development, including identifying and nurturing high potentials and aligning succession planning to business needs.
• Experience collaborating with executive management to translate corporate strategy into workforce and talent plans, identifying gaps and investment priorities.
• Strong background in organizational design, team dynamics, and change management during growth or transformation phases.
• Competency in using data, analytics, and labor market insights to inform talent decisions, assess organizational health, and success metrics for hiring, retention, and development efforts.
• Ability to sustain a people-centric talent strategy that ensures optimal employee-owner placement for both immediate and future business success.