Bartlett Cocke General Contractors
Vice President Human Resources
Bartlett Cocke General Contractors, San Antonio, Texas, United States, 78208
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.
Key Responsibilities
Strategic people leadership & transformation:
Lead the transformation of HR into a strategic People & Culture function that aligns with Bartlett Cocke’s growth strategy, values, and operational realities.
Partnership & advisory:
Serve as a strategic partner to the CEO and officers on matters related to people, structure, organizational effectiveness, culture, and workforce performance.
Team design & capability building:
Build and develop the People & Culture team, ensuring the right structure, roles, and capabilities to support company goals and the People strategy.
Strategy execution:
Own the People strategy and ensure it is embedded across business operations and leadership practices.
Organization design & development:
Lead the organization in designing future-ready structures, roles, and workforce strategies that align with company goals.
Change management & workforce planning:
Guide organizational change, workforce planning, and culture efforts with a focus on long-term impact and employee engagement.
Career pathing:
Oversee career pathing strategies for both salaried and trades roles, ensuring employees see visible opportunities to grow within the company.
Leadership development & learning strategy:
Set the vision for leadership development across all levels, including structured programming for current and emerging leaders.
Learning strategy alignment:
Oversee learning planning to meet workforce needs, compliance requirements, and career development goals.
Culture & engagement:
Lead culture stewardship, engagement programs, and feedback loops; define and promote employer brand and employee value proposition in partnership with Marketing.
Talent acquisition & sourcing:
Oversee efforts to attract and retain top talent for all positions from sourcing to offers.
People operations, compliance & analytics:
Ensure foundational HR practices and compliance obligations are executed reliably; develop policy, benefits, and compensation strategies; own People Analytics; guide scalable systems and data governance.
Qualifications
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.
Proven 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; comfortable engaging with all levels of a construction organization.
Ability to travel throughout the year to regional offices and jobsites as necessary; conferences/industry events; learning & development activities.
Certification from professional organizations such as SHRM and HRCI is preferred.
Seniority level
Executive
Employment type
Full-time
Job function
Human Resources
Industries
Construction
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Key Responsibilities
Strategic people leadership & transformation:
Lead the transformation of HR into a strategic People & Culture function that aligns with Bartlett Cocke’s growth strategy, values, and operational realities.
Partnership & advisory:
Serve as a strategic partner to the CEO and officers on matters related to people, structure, organizational effectiveness, culture, and workforce performance.
Team design & capability building:
Build and develop the People & Culture team, ensuring the right structure, roles, and capabilities to support company goals and the People strategy.
Strategy execution:
Own the People strategy and ensure it is embedded across business operations and leadership practices.
Organization design & development:
Lead the organization in designing future-ready structures, roles, and workforce strategies that align with company goals.
Change management & workforce planning:
Guide organizational change, workforce planning, and culture efforts with a focus on long-term impact and employee engagement.
Career pathing:
Oversee career pathing strategies for both salaried and trades roles, ensuring employees see visible opportunities to grow within the company.
Leadership development & learning strategy:
Set the vision for leadership development across all levels, including structured programming for current and emerging leaders.
Learning strategy alignment:
Oversee learning planning to meet workforce needs, compliance requirements, and career development goals.
Culture & engagement:
Lead culture stewardship, engagement programs, and feedback loops; define and promote employer brand and employee value proposition in partnership with Marketing.
Talent acquisition & sourcing:
Oversee efforts to attract and retain top talent for all positions from sourcing to offers.
People operations, compliance & analytics:
Ensure foundational HR practices and compliance obligations are executed reliably; develop policy, benefits, and compensation strategies; own People Analytics; guide scalable systems and data governance.
Qualifications
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.
Proven 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; comfortable engaging with all levels of a construction organization.
Ability to travel throughout the year to regional offices and jobsites as necessary; conferences/industry events; learning & development activities.
Certification from professional organizations such as SHRM and HRCI is preferred.
Seniority level
Executive
Employment type
Full-time
Job function
Human Resources
Industries
Construction
#J-18808-Ljbffr