Vice President of Human Resources & Safety
Job Summary
The Vice President of Human Resources and Safety is responsible for setting long-term HR and safety strategy and aligning workforce plans with business goals. They lead talent management, succession planning, leadership development, and executive coaching while overseeing HR governance, policy, process improvement, and major change initiatives.
Key Responsibilities
Workforce Strategy & Cultural Communication
Strategic Mission Alignment: Collaborate directly with the executive team to define the company’s long-term goals and values, finding practical ways to support the business through smart staffing and people management.
Company-Wide Communication: Design and lead the communication plan for driving cultural improvements, ensuring company values, business objectives, and corporate strategies are clearly understood by all department heads, directors, and managers.
Companywide Partnership: Build strong partnerships with the entire company across multi-states proactively.
Plan and execute team-building and operational strategies that support multi-year business goals.
Company Reputation & Recruitment: Develop and recommend a strong company brand and reputation to help attract top-tier talent to the organization.
Department Governance & Managing Change
Talent Management Program: Lead the rollout, design, and management of a dedicated talent development program and directly guide the new Talent Management Manager.
Leading Through Change: Guide the company through major business transformations—including new software rollouts (ERP, HR systems) and organizational updates—to keep operations running smoothly at both the corporate and branch levels.
Process Improvement: Continually improve day-to-day HR practices to make them more efficient, focusing on the entire employee experience from hiring and training to retirement and benefits.
Coaching and Mentorship: Provide professional leadership development, mentoring, and coaching for leaders across the company, specifically focusing on helping frontline supervisors grow into executive roles.
Financial, Compensation & Total Rewards Strategy
Pay & Benefits Strategy: Research, design, and implement competitive company-wide pay structures, health and wellness benefits, executive incentive programs, and performance review processes.
HR Metrics & Reporting: Establish clear performance metrics for the HR and talent teams, using data to check how competitive the company is in the job market and ensure overall organizational health.
HR Team Leadership: Provide direct leadership and support to the senior HR management team, serving as the final point of escalation for complex pay, benefits, and employee relations issues.
Safety Culture & Legal Compliance
Safety First Culture: Cultivate and drive a premier, company-wide "Safety First" workplace culture, setting proactive safety milestones to reduce risks across all operations.
Regulatory Compliance: Ensure total company compliance with all employment, benefits, insurance, safety, OSHA, EPA, and other local, state, and federal laws.
Risk Management: Maintain an expert-level knowledge of changing employment laws and safety regulations to protect the business across its multi-state footprint.
Experience/Requirements
Leadership & Management
Project Ownership: Minimum 15 years of human resource management experience with a heavy focus on business strategy, employee development, and growth.
Demonstrates the business savvy and clear communication style needed to get genuine buy-in and enthusiastic support for people initiatives across all levels, from executive leadership to frontline employees.
Proven experience leading and mentoring a team of more than 10 people.
Strategic Insight & Problem Solving
At least 10 years of experience managing human resources and designing core company programs with a proven track record of building and scaling teams across a diverse, multi-location organization.
Acts as an enterprise thought leader with the unique capability to seamlessly translate complex, ground-level workplace issues into proactive, high-level HR strategy.
Team Development & “Hire-to-Retire” Strategy
Proven experience building effective training, development, and career lifecycle programs.
Partners directly with the Talent Management Manager to bring company programs to life, creating a smooth path for employees from their first day through retirement.
Serves as the main architect for leadership training, succession planning, and mentorship programs that build a strong internal pipeline.
People-First Leadership & Emotional Intelligence
High emotional intelligence (EQ) combined with a supportive, people-first leadership style.
Proven ability to adapt easily, influence others positively, and use empathy to improve company culture, navigate sensitive workplace dynamics, and mentor talent across multiple locations.
Safety Leadership & Direction
Proven ability to lead and provide clear, high-level strategic direction to the company’s safety program and the dedicated Safety Manager.
Requires a strong practical and legal understanding of how federal, state (OSHA/EPA), and local safety regulations affect daily work and company productivity.
Able to build a proactive, legally compliant “safety-first” culture rather than just checking off compliance boxes.
Change Agent
Proven success in an executive role, leading complex organizations through significant operational growth, culture shifts, corporate restructurings, and comprehensive change management initiatives.
About the Organization
Restoration Management Company, Northern California's largest emergency service / restoration company is a growing, profitable, privately held company headquartered in Livermore, California. Established in 1985, Restoration Management Company has been providing reliable, year round emergency service, 24-hours-a-day for water, smoke and environmentally damaged property - to commercial, industrial, and residential clients. We offer: Full-time positions; Opportunity for advancement; Competitive benefits (medical, dental, vision, EAP, 401k and matching, and life insurance); PTO; Paid holidays; Competitive salaries; EOE Statement We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law.