Chief People Officer (CPO)

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Purpose – The Chief People Officer (CPO) is responsible for developing and executing a human resources strategy that aligns with the overall goals and priorities of the organization. Specific emphasis on the overall business plan, policy development and administration, strategic organizational direction, talent development, succession planning and compensation. The CPO provides strategic leadership by articulating HR needs and plans to the executive leadership team, management team and the board of directors while developing and implementing sound policies that enhance the overall effectiveness of the HR function. The CPO commits to promote and protect the best interests of the organization and its owners by serving as a trusted advisor, ensuring the confidentiality and protection of business and personal information.

Duties / Responsibilities –

Establish and implement HR strategies that effectively promote and support the company’s mission and vision.

Ensure complete and ongoing compliance with regulatory requirements related to :

401(k) Trustee obligations regarding Plan administration, eligibility, annual audit and findings process including IRS 5500 ERISA compliance

Lead legal compliance efforts, and serve as the key liaison for the company with insurance and external legal partners related to all legal activities related to employment practices

Develop and administer sound and HR business policies that enhance the reputation and operation of the Company

Identify, implement and direct technology-based solutions that support the delivery and processing of team member needs related to payroll, benefits, PTO and personal information

Ensure compliance with legal and regulatory records retention guidelines – both electronic and hardcopy

Lead and direct annual processes related to compensation adjustments, bonus programs and performance management

Mitigate risk to the organization by evaluating and assessing involuntary terminations through due diligence, fact finding and objective analysis

Develop HR plans and initiatives to support the achievement of the overall business operations objectives.

Lead organizational efforts to maintain a position as Employer of Choice through ongoing review and updates to our Total Rewards Program through evaluation of competitive data including survey information, employee engagement survey data, industry trends and evolving technologies

Function as a strategic business advisor to the executive / senior management of each business unit, or specialty group, regarding key organizational and management issues.

Work with the company's executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.

Develop comprehensive strategic recruiting and retention plans to meet the human capital needs strategic goals.

Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.

Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally.

Required Skills / Abilities –

Excellent interpersonal and conflict resolution skills.

Strong background with regulatory compliance requirements – DOL, FLSA, FMLA

Thorough knowledge of employment-related laws and regulations.

Knowledge of and experience with varied human resource information systems.

Strong analytical and problem-solving skills.

Excellent verbal and written communication skills.

Excellent organizational skills and attention to detail.

Strong supervisory and leadership skills.

Proficient with Microsoft Office Suite or related software.

Education and Experience –

A minimum of 15 years of HR experience, with at least five years of HR executive leadership HR experience required.

A BS / BA degree from an accredited college / university; MBA or MA / MS in human resources or related field preferred.

SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.

Physical Requirements –

Prolonged periods of sitting at a desk and working on a computer.

Must be able to lift up to 15 pounds at times.

An Equal Opportunity Employer

At LPX Group

and our subsidiary companies (Bluegrass Testing, Louisville Paving and Construction, Material Transfer

and Pace Contracting), we take pride in being an Equal Opportunity Employer and, as such, we do not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment, development and promotion opportunities are decided on the basis of qualifications, merit and business need.

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