Senior Vice President of Human Resources

Description

Reporting the Chief Financial Officer (CFO), the SVP of Human Resources provides guidance and strategic oversight of the Company’s human resources operations and people and culture strategy, in alignment with the Company’s mission, vision, and values.

The SVP of Human Resources is an active business partner to the leadership team, a management representative to the Company, as well as an employee advocate. Responsibilities include all HR policies, processes, and strategy implementation to optimize organizational culture, preserve Company legacy, drive employee engagement, and the overall performance of the Company.

The position will be responsible for the day-to-day HR functions including Talent Acquisition and Management, HR Operations and Payroll/Benefits, and regulatory compliance with employment and labor law.

The SVP sets the tone for the employee experience of the human resource function to support the achievement of the organizational growth strategy, while ensuring alignment with the Company’s values of Integrity, Trust, Impact, and Legacy.

This leader fosters a culture of transparency and collaboration that honors the Company’s history and builds on it for sustainable success.

DUTIES AND RESPONSIBILITIES:

• Establish and ensure the effective execution of human resources philosophies, programs, projects, and policies encompassing employment, talent acquisition and management, compensation and benefits, employee relations, workforce planning and development, employee health services, leadership development, employee engagement, and payroll and benefits administration with a deep commitment to cultural alignment and legacy preservation.
• Provide leadership, direction, and guidance to the HR team, modeling values-based leadership and collaboration.
• Ensure compliance with Federal and State employment laws and practice ensuring a safe and healthy environment for employees while upholding a workplace built on trust and respect.
• Design and implement best practices that enhance the culture, meet the needs of internal clients, and facilitate the achievement of the organization’s goals of becoming an employer of choice and maintaining a long-term people strategy that honors the Company’s founding values.
• Serve as a thought partner and trusted counsel to the Executive Leadership Team, providing day-to-day support and strategic advice on people-related matters, as well as coaching and feedback when appropriate with commitment to transparency and shared accountability.
• Anticipate and understand the competitive landscape, market forces, industry trends, and developments that impact and drive meaningful engagement of team members while staying grounded in the values and legacy that differentiate the Company.
• Orchestrate internal communications to promote effective employee awareness of organizational initiatives and updates, ensuring openness, and consistency in message delivery.
• Build and maintain trusted relationships across all departments to ensure effective collaboration and alignment of HR initiatives with business objectives.
• Act as a strategic liaison between departments to support cohesive operations and the integration of HR practices throughout the organization.
• Foster interdepartmental communication to identify operational needs, uncover shared challenges, and co-create employee-centered solutions.
• Leverage the collective experience, skills, and insight of the HR team to deliver best-in-class services, systems, and deliverables that meet evolving organizational needs.
• Develop annual HR departmental budget to ensure appropriate allocation of resources to support operations and meet organizational goals.
• Ensure a comprehensive approach to the measurement of employee engagement with a leading approach to total rewards and team member experience aligned with a culture of recognition, and long-term commitment.
• Perform related duties as required.
• Perform all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards.
• Provide all current and prospective team members with an excellent customer service experience by consistently demonstrating the Company’s core and leader behaviors each and every day.
  
  
  

Requirements

TYPE OF SUPERVISORY RESPONSIBILITIES

This position has full scope and authority for employment actions, including coaching, candidate selection, training and development, performance management, work assignments, and counseling actions.

The SVP of Human Resources will strive to uphold the mission, vision, values, and legacy of the organization. This includes serving as role models for staff and acting in a people-centered, service excellence-focused, and results-oriented manner with transparency, empathy, and collaboration at the forefront.

SCOPE AND COMPLEXITY

While performing the day-to-day HR functions with staff, the HR Leader will also lead and execute strategic plans for the company’s human resources department.

This position works independently without supervision and serves as a strategic influence, key leader, and advisor to the Chief Financial Officer, a member of the Executive Leadership Team.

This position will drive the development and execution of human resources strategy for the organization’s existing operations and future growth while nurturing the company’s core identity and values-based culture.

Minimum Qualifications

• Bachelor's degree in HR, Organizational Psychology, Business, or related field (Master's preferred)
• HR certification preferred (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)
• 10-12 years of progressive HR experience, including 5-7 years in leadership roles including experience in strategic HR
• Experience in real estate development a plus
  
  
  

MANAGEMENT & LEADERSHIP COMPETENCIES:

• Culture Stewardship – Champions a workplace culture rooted in the Company’s values and committed to maintaining its legacy.
• Collaborative Leadership – Encourages shared success and open dialogue; builds trusted relationships across the organization.
• Business Acumen – Applies knowledge and understanding of the operational functions of an organization.
• Decision Making – Makes high-level decisions in a timely manner, sometimes under tight deadlines and pressure.
• Delegation– Appropriately allocates decision making authority and/or task responsibility to others, while maximizing the use of individual resources to increase organizational effectiveness.
• Sets goals - Set and drive goals that are measurable, aligned, realistic and time specific.
• Building Effective Teams – Builds and manages effective teams of people within the organization, shares wins and success such that each team member feels valuable and appreciated, and guides teams to establish and achieve goals.
• Interdepartmental Alignment: Actively collaborates with other departments to ensure HR services are well-integrated and responsive to cross-functional needs.
• Team Empowerment: Leverages team experience and input to continuously improve HR systems, services, and strategic value.
  
  
  

CORE COMPETENCIES: ALL Employees

• Team Oriented: The ability to work effectively with others and to add value within the dynamics of the Company’s group endeavor. Tangible behaviors include trust, healthy conflict, active commitment, peer-to-peer accountability and a focus on the results.
• Establish healthy and respectful working relationships with all shareholders and customers sharing knowledge and support, contributing to team goals, and collaborating to solve problems.
• Legacy Mindset: Thinks long-term, protects organizational heritage, and contributes to a lasting impact.
• Transparency: Demonstrates openness in communication and decision-making; fosters trust across the organization.
• Communication Skills: Effective communication skills include professionalism, active listening, adaptability, and collaboration.
• Problem Solving: Ability to accurately analyze situations and reach productive decisions based on informed judgment that relies on knowledge, experience, facts and data.
• Initiative: Ability to proactively identify and address customer needs, anticipate potential issues, and take action to resolve problems within the framework of the Company’s processes and procedures; demonstrates a willingness to go above and beyond standard duties to ensure positive experience.
• Accountability: Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient and cost-effective manner.
  
  
  

CORE VALUE BASED COMPETENCIES:

Integrity

• Acts with honesty and ethical judgment, even under pressure
• Accepts responsibility for actions and communicates transparently
• Upholds professional and organizational standards in all interactions
  
  
  

Trust

• Builds strong, respectful relationships across all levels
• Demonstrates consistency, reliability, and follow-through
• Maintains confidentiality and handles sensitive information with care
  
  
  

Impact

• Takes initiative to drive meaningful, results-oriented work
• Aligns personal goals with organizational priorities
• Influences and inspires others to contribute to shared success
  
  
  

Legacy

• Honors the Company’s history and values in decision-making
• Acts as a steward of culture while planning for the future
• Mentors others and contributes to long-term organizational success
  
  
  

PHYSICAL DEMANDS:

Requires sufficient personal mobility and physical reflexes, to permit the employee to function in a general office environment and accomplish tasks and duties at outlined above.

WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet.

About Metronational

MetroNational is a private, family-owned real estate investment, development, and management company located in Houston whose core interest is the Memorial City mixed-use development. The cornerstones of its business philosophy are teamwork, loyalty, integrity, and professionalism, which have led to winning several awards:

• Houston Chronicle Top Work Places
• Houston Business Journal Healthiest Employers
• Houston Business Journal Best Places To Work
• Cigna Well-Being Award
• American Heart Association Fit-Friendly Worksite
• Mother-Friendly Worksite