Columbia Distributing Selects New Chief People Officer
180one is pleased to announce our recent partnership with Columbia Distributing and the resulting placement of their new Chief People Officer!
In 2008, Columbia Distributing, Mt. Hood Beverage, and Gold River Distributing united to form Columbia Distributing as we know it today. With this merger and the 2018 acquisitions of Marine View Beverage and General Distributors, Inc., our company is now one of the Top 5 largest beer/wine distributors in the US. Size is not our only distinction, however, as Columbia Distributing boasts an extensive selection of beverages, including craft beer, wine and spirits.
Columbia Distributing’s success lies in the teamwork of the roughly 3,000 employees spread throughout 27 locations in Oregon and Washington, who every day come together to execute on a common vision.
Congratulations to Jewett Cameron Company, and the 180one Search Team on a successful executive placement!
Vice President of People Services ABOUT THE COMPANY Every Decision. Every Detail. Every Day. Locally owned since 1886, Lewis Crutcher Lewis is a commercial construction company committed to making a positive impact for their clients and the community they build in. At Lewis, where every employee is an owner, their people are empowered to make decisions – big and small – to meet the goals of their clients. They understand that in construction even the smallest of details affect the integrity of the work and the safety of their sites. That’s why their teams are tenacious when it comes to getting it right, day in and day out, to deliver quality buildings that stand the test of time. With personal fulfillment as one of their six core values, Lewis has a collaborative and supportive culture committed to the success and development of their people. A few notable projects which highlight their expertise in delivering high-quality, innovative projects for their clients include: The Rainier Square Tower in downtown Seattle; the Oregon Zoo Elephant Lands and the Cedarbrook Lodge . ABOUT THE ROLE The VP of People Services will serve as a strategic partner to the executive team, aligning people strategies with organizational goals to drive growth, innovation, and cultural excellence. This role will lead the charge in creating a supportive, inclusive and collaborative workplace across all levels of the organization. With a focus on scaling talent acquisition, retention, and development programs, the VP of People Services will leverage data-driven insights and innovative approaches to enhance workforce planning, performance management, and overall organizational health. In addition to driving strategic priorities, this role will act as a trusted coach and mentor, empowering the People Services team to support employees and leaders effectively. They will prioritize people over processes, ensuring a culture that values empathy, authenticity, and connection. This role requires a visionary leader who can navigate the complexities of a multi-state and unionized environment while designing actionable solutions to HR challenges and continuously adapting to evolving business needs. PRIMARY FUNCTIONS & ESSENTIAL RESPONSIBILITIES Strategic Leadership : Serve as a key advisor to the CEO and executive leadership, aligning people strategies with organizational goals and fostering a culture of performance and inclusion. Align People Strategies: Collaborate with executive leadership to develop and implement People Services and Learning and Development strategies that support business objectives, drive growth, and enhance organizational effectiveness. Foster Inclusive Culture: Champion inclusion initiatives to create a workplace where all employees feel valued, engaged, and empowered to perform at their best. Support Decision-Making: Provide data-driven insights and recommendations on workforce trends, talent acquisition, compensation, and retention to inform strategic planning and executive decision-making. Drive Performance Excellence: Partner with leadership to design and execute initiatives that build leadership capacity, enhance team performance, and cultivate a culture of accountability and innovation. Utilize the Lewis Leadership Development Program’s (5) Pillars and corresponding competencies as guidelines. Performance and Talent Management : Develop and oversee the implementation and execution of an evolved performance management process. Further integrate learning and development programs to create a wholistic approach to talent management. Enhance Performance Processes: Develop and manage performance management systems that align individual and team goals with organizational priorities, ensuring continuous improvement and accountability. Integrate Learning and Development: Implement strategies to seamlessly connect performance management with learning and development programs, fostering a comprehensive and continuous approach to talent growth and retention. Support CEO in the ongoing development and implementation of the Lewis Leadership Development Program (LLDP). Support Leadership Development: Support the identification and cultivation of high-potential talent through targeted learning and development and succession planning programs. Utilize Data-Driven Insights: Leverage performance metrics and feedback to refine learning and development programs, address skill gaps, and drive organizational excellence. Employee Engagement: Develop and implement employee engagement strategies to reinforce Lewis’ Purpose, Values and Culture. Consult on elements of effective communication (w/ VP of MarComm), recognition programs (w/ CEO), and opportunities for growth and connection (w/ Department & Operations Leaders) to enhance employee satisfaction, and drive engagement. Reinforce Purpose and Values: Develop engagement initiatives that align with Lewis’ Purpose, Values, and Culture, fostering a sense of belonging and shared mission among employees. Drive Employee Satisfaction: Implement programs to enhance satisfaction and morale through effective communication, meaningful recognition, and responsive leadership. Foster Connection and Growth: Create opportunities for employees to build relationships, develop professionally, and contribute to organizational success through tailored engagement strategies. Measure and Improve Engagement: Utilize surveys, feedback tools, and data analysis to monitor engagement levels and refine strategies to address evolving workforce needs. Total Rewards and Compliance : Ensure Lewis provides competitive compensation and benefits programs, maintains compliance with employment laws, and promote an equitable and inclusive workplace. Administer Competitive Rewards: Design and manage compensation and benefits programs and systems to attract, retain, and motivate top talent while aligning with market benchmarks. Ensure Legal Compliance: Monitor and enforce compliance with federal, state, and local employment laws, ensuring HR practices meet regulatory standards. Navigate Complex Union Agreements: Collaborate with leadership to address significant employment matters related to multi-geography operations and other scenarios not covered by existing union agreements, ensuring compliance and alignment with organizational goals. Promote Equity: Develop policies and programs that foster pay equity and transparency across all levels of the organization. Evaluate and Adapt Programs: Regularly assess the effectiveness of total rewards offerings, leveraging employee feedback and market data to make improvements that align with Lewis' goals and values. Department Leadership Attracts, develops, and retains a professional, high-performing People Services team in alignment with Lewis current needs and future strategic plan. Provides leadership and management direction; cultivate strong collaboration and teamwork within the team; ensure high performance through skill development, formal and informal coaching, growth assignments, and performance feedback. Provides guidance and support to ensure team develops and manages effective cross-functional relationships in a multi-stakeholder environment. SKILLS, KNOWLEDGE, QUALIFICATIONS AND EXPERIENCE Bachelor’s degree or equivalent required. Minimum 15 years of HR experience, and minimum of five years of leading HR teams. Ability to lead a functional group to high-performance; ability to think strategically and operationalize the strategy into the daily tactics of the organization. Strong strategic planning, problem solving, and client orientation skills combined with a proven record of leading change in an ambiguous and complex environment. Consultative and analytical mindset, with the ability to influence leaders and achieve results, including in areas without direct responsibility. Ability to provide quantitative and qualitative data/analysis to drive decision-making; excellent stakeholder and program/project management experience. Strong comfort with technology and proven ability to implement modern People Services and Learning technologies and solutions. Demonstrated ability to effectively communicate with, and influence, all levels of management and employees; ability to engender trust and respect of employees at all levels. Excellent verbal and written communication skills; highly organized, self-starter; and demonstrates good judgment in protecting confidential information and uses discretion in discussing sensitive issues. Good negotiation, communication and conflict-resolution skills; ability to represent Lewis in negotiations with external agencies, vendors and partners. Interested in Learning More? 180one is a retained search firm and has been engaged by Lease Crutcher Lewis to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
Each year, 180one presents our Year in Review, sharing our insights into the overall executive talent market and recapping the work we performed on behalf of our clients throughout the year. To explore what we saw in years’ past, check out the Year in Review section of The Water Cooler.
Director of Finance WHO WE ARE Oregon Food Bank (OFB) believes that no one should be hungry. Its mission is to eliminate hunger and its root causes. They believe that food and health are basic human rights for all. It recognizes that hunger is not just an individual experience; it is also a community-wide symptom of systemic barriers to employment, education, housing and health care such as systemic racism, sexism, and cissexism. That’s why OFB works systemically to achieve its mission to end hunger: by fostering community connections to help people access nutritious food, and by building community power and strengthening networks of support and the safety nets to eliminate the root causes of hunger for good. OFB works to build community power to dismantle systems and policies that drive hunger and poverty. Oregon Food Bank is an Equal Opportunity Employer, and they strongly encourage applications from candidates who can increase the diversity of the organization and strengthen the capacity to eliminate hunger. They believe strongly in the power of lived experience — and actively seek individuals who have experienced hunger and its root causes to join their team. The organization is stronger because of the leadership of people who have faced food insecurity in their own lives and/or hail from historically under-represented communities. Learn more about our commitment at oregonfoodbank.org/equity . WHO YOU ARE You care deeply about community, about people experiencing hunger and hold them in the center of all that you do. You are committed to apply equity as a process and an outcome of your work to disrupt systemic social patterns that promote hunger such as racism, sexism, and cissexism. You have a strong affinity with OFB’s 10 Year Vision and are profoundly excited to achieve this vision for and with our community. POSITION SUMMARY As the Director of Finance, you will contribute to the organization’s success by leading the finance team in support of an ambitious strategic plan and annual operating budget of approximately $100 million. You are a deeply knowledgeable and experienced finance professional who is passionate about building highly effective, values-driven mission-critical financial systems. You have led fiscal teams and improved processes. You wake up in the morning eager to build and belong to an effective team, find and tell the story within the numbers, and to participate in making the best decisions to meet our mission. You are known for your ability to think strategically and holistically while driving tactics and projects to fruition, but you also have the ability to get into the details from time to time. You have confidence in your skills and knowledge and the humility to reflect, listen to understand, and be changed. You are self-directed yet flexible and excel in a mission- and deadline-driven environment. You care deeply about people experiencing hunger and hold them in the center of all that you do. Most importantly you demonstrate transparency, equity and inclusivity in all that you do and work with your heart and soul to improve the world. PRIMARY RESPONSIBILITIES Provide knowledgeable, informed, strategic and values-driven leadership as a member of the organization’s leadership and the Director of the Finance department. Be the leader on all things financial for OFB, providing key data for decisions to OFB’s Leadership Team (LT) and the Board and key information for private and government grant funders. Present regular financial reports. Provide analysis, research, and trends evaluation. Provide leadership, direction, evaluation and professional development for the Finance Department. Develop and oversee an equity focused work culture that inspires creative problem solving, learning and team building. Represent these teams at the leadership table. Partner with the Senior Controller to manage and coordinate the annual audit process (including Single Audit preparation for federal funding), preparation of audited financial statements and notes in accordance with GAAP. Oversee schedule preparation of materials for annual Information Return (IRS Form 990). Recommend and implement improvements based on audit findings. Oversee the organization’s annual budgeting and financial forecasting for short and long term planning, including cash management in partnership with the Vice President and Associate Director of Strategic Finance. Oversee accounting systems, practices, policies and investments Maintain relationships with key financial partners, including banking, investment, audit and risk management advisors. Serve as an active and collaborative member of the Leadership Team, contribute to organization-wide strategy. Actively model and demonstrate care, vulnerability, perspective and shared accountability as a colleague and supervisor; contribute to a spirit of trust and high morale for the organization; drive results for high impact; and evaluate efficacy and productivity. SKILLS AND EXPERIENCE A minimum of 10 years of applicable audit, accounting, financial operations, and business management experience, including a minimum of 5+ years of demonstrated finance and accounting team leadership experience. Expertise in the management of full-cycle month-end and year-end close management, external and internal audits, financial statements reporting and analysis. At least five years’ experience as a senior manager, with responsibility for staff supervision, development, planning, and budgeting. Adept at unifying and motivating teams to action in a fast-paced environment. An appreciation of, and enthusiasm for, involving staff in understanding and using fiscal knowledge to enhance their programs, decisions and professional growth. Experience working cooperatively within and across teams; belief in the value and power of participatory decision-making. Outstanding interpersonal skills: good listener and thoughtful respondent; positive influencer; flexible communicator who can adapt to fit cultural context and circumstances. PREFERRED QUALIFICATIONS Non-profit experience preferred. A licensed U.S. Certified Public Accountant (CPA). A master’s or advanced degree in accounting, finance, or related field Audit experience as an auditor with a CPA/audit firm. Experience in building up an accounting team and establishing day-to-day operations enforced by internal controls. Professional, volunteer, or personal experience within food banking, hunger relief programming, and/or community food systems work, or any type of non-profit or social services work. Financial management experience in 501 c3 and 501 c4 structures is a plus. Bilingual and/or multi-cultural. Lived experience of inequity/oppression and connections to marginalized communities. Passion for eliminating hunger and its root causes, including poverty and systemic inequities Interested in Learning More? 180one is a retained search firm and has been engaged by Oregon Food Bank to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan /971.256.3076/ lisa@180one.com
