New Opportunity: Vice President of People Services
Vice President of People Services
ABOUT THE COMPANY
Every Decision. Every Detail. Every Day. Locally owned since 1886, Lease 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
180one is pleased to announce our recent partnership with Pike Street Capital and the successful placement of a new Board Member for Superior Duct Fabrication, a Pike Street portfolio company! Superior Duct Fabrication is a leading provider of commercial and industrial HVAC duct systems, known for its high-quality fabrication, reliability, and customer service. The company serves a wide range of industries, delivering complex ductwork solutions with precision and speed. In 2023, Pike Street Capital, a Seattle-based private equity firm focused on industrial growth companies, acquired Superior Duct Fabrication as part of its strategy to invest in scalable, high-performing manufacturing businesses. Pike Street partners with management teams to accelerate growth and build long-term value through operational improvements and strategic leadership. As part of this effort, Pike Street Capital partnered with 180one to recruit a new board member to help guide Superior Duct’s continued expansion and success. Congratulations to Pike Street Capital, Superior Duct Fabrication, and the 180one Search Team on a successful board placement!
Let’s face the music, or the new reality that attracting executives to move across the country for an opportunity has become increasingly difficult for a variety of circumstances. As businesses look to recruit top talent at executive levels, understanding the shifts in migration trends before you launch a search, better yet, as you plan a position, might be the difference of landing a great candidate in a reasonable amount of time, or dragging out a search for the unicorn who can’t be found. Let’s look at some of the factors and trends together that might shape how your organization moves forward in conducting a national executive search. Understanding the 2024 Relocation Landscape The 2024 Allied Migration Report paints a picture of a U.S. population increasingly seeking affordable living spaces, a better work-life balance, and more favorable economic conditions. Despite a 20% overall decrease in interstate relocations from 2022 to 2024, the main driver of those relocating is the alignment of their personal and professional goals. The report also underscores the shift toward midsize cities and suburban areas as more desirable destinations. This trend is being driven by a combination of rising housing costs in major cities, economic uncertainty, and a greater demand for improved quality of life. Companies looking to relocate candidates must consider a range of factors to ensure that they are not only attracting talent but also providing a work environment that matches these evolving preferences. Here are 5 key aspects that companies should score themselves against to determine how desirable their location is for the market. Depending on how one scores, it can help highlight the probability of relocating or needing to adjust the candidate profile to match candidates in the current geographic market not needing relocation. 1. Housing Affordability and Living Costs One of the most significant motivators for relocation in 2024 is housing affordability. In 2023, soaring housing costs in urban centers like San Francisco, Los Angeles, and Chicago pushed many people to consider smaller cities and suburban areas where the cost of living is lower. When relocating candidates, it's crucial for employers to consider how the cost of housing in their city or region will impact the candidate’s overall financial well-being. If your company is in a higher cost area, providing a sign-on bonus towards housing can be one lever to pull to cover the gap. 2. Remote Work and Flexible Work Arrangements The rise of remote work in the wake of the pandemic continues to shape relocation patterns. With many employees now able to work from anywhere, some candidates are looking for jobs that allow them to live in more affordable or attractive locations while still benefiting from a competitive salary. The ability to work from home (or a hybrid model) has made relocation less about proximity to the office and more about finding a place that offers a better quality of life. For employers, it’s essential to evaluate whether the role can be offered remotely or with flexible work arrangements. If the company is headquartered in a high-cost city but allows employees to work from anywhere, the business might be able to attract candidates from more affordable regions while offering competitive salaries. On the other hand, if the position requires in-office attendance, it’s important to highlight the benefits of relocating to that city—such as lifestyle factors, community offerings, and career advancement opportunities. 3. Job Market and Industry Opportunities Candidates are increasingly moving to regions where job markets are thriving, particularly in industries like technology, renewable energy, healthcare, and finance. The 2024 Allied Migration Report noted that states with growing job markets are experiencing strong inbound migration. How would classify your region’s overall job market? Candidates want to know that if they were to relocate, and for some reason down the road they leave the organization – what other opportunities exist for them locally. If there are no other reasonable and likely options related to their industry, or expertise - this can pose another hurdle that needs to be addressed. It’s essential to evaluate whether the region offers the kind of industry opportunities that will keep the candidate’s career trajectory on track. 4. Tax Policies and Financial Incentives Tax policies are a key factor influencing relocation decisions in 2024. States with no income tax have seen an increase in inbound migration, with people moving to these states in search of more disposable income. The economic uncertainty and high inflation rates in 2024 have made individuals more conscious of their financial situations, and tax-friendly states are becoming increasingly attractive. Employers looking to relocate candidates should consider the tax implications of moving employees to specific regions. 5. Quality of Life and Lifestyle Considerations Beyond financial factors, candidates are also considering lifestyle factors when deciding where to relocate for work. According to the 2024 Allied Migration Report, many people are moving to regions that offer a better balance of work and life, which includes access to quality healthcare, good schools, recreational activities, and a desirable climate. For employers, this means understanding the lifestyle preferences of potential candidates and emphasizing how the region supports these needs. What’s the Score? So how did your region score? How will it impact how you go to market with the position? Did you adjust the candidate profile to mirror what exists in the local candidate market, or is your region highly desirable to attract the unicorn? As migration patterns evolve, companies that adapt their candidate profiles and expectations to these shifting dynamics will be well-positioned to thrive in an increasingly mobile workforce.
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
