Career Center

Organization

Founded in 1930, the National Ready Mixed Concrete Association (NRMCA) is the leading industry advocate. Our mission is to provide exceptional value for our members by responsibly representing and serving the entire ready mixed concrete industry through leadership, promotion, education and partnering to ensure ready mixed concrete is the building material of choice.

The Portland Cement Association (PCA), founded in 1916, is the premier policy, research, education and market intelligence organization serving America's cement manufacturers. PCA members represent 93 percent of U.S. cement production capacity and have facilities in all 50 states. The Association promotes safety, sustainability, and innovation in all aspects of construction, fosters continuous improvement in cement manufacturing and distribution, and generally promotes economic growth and sound infrastructure investment.

Position Summary

This is a position that will be responsible to the National Ready Mixed Concrete Association (NRMCA) and Portland Cement Association (PCA). Reporting to the NRMCA President, the Executive Vice President of Human Resources will be a strategic HR business partner for the employees of both Associations. You will be a hands-on working HR leader and will develop and manage programs and practices within the organization as well as monitor the structure, process, people and rewards needed to help our employees and members meet their business goals. This role will also contribute to sound strategic decisions about the influences of HR in the workplace.

Major Responsibilities -

The Executive VP, Human Resources will assume ownership of existing day-to-day operations, including, but not limited to:

• Directing all the people functions of the associations in accordance with the policies and practices of the NRMCA and PCA, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations
• Develop and deliver content to support member organizations people initiatives and support overall industry goals
• HRIS, talent management, compensation and benefits administration, performance management, employee relations, etc.
• Manage internal systems;
• Understand risk management controls, have budget experience and manage multiple locations;
• Ensure compliance in all aspects of HR including safety, OSHA, AAP and others;
• Foster NRMCA and PCA's commitment to a culture of diversity and inclusion.

Specific responsibilities for this role include:

• Serve as a strategic business partner, influencer, and change agent responsible for implementing people initiatives and cultural change across the companies;
• Build trust and credibility with senior leaders that leads to improved organizational effectiveness by developing deep knowledge of the business model and the industries;
• Anticipate, respond, and shape the future direction of the company/department based on industry knowledge to build the organization's capabilities for tomorrow;
• Oversee your budget and budget of the annual performance management process, change management, engagement survey and action plan, anti-harassment training and initiatives, all employee relations investigations and situations, and a host of other tools and HR initiatives;
• Develop process for identifying, maintaining and growing a candidate talent pool to access when we are hiring and a robust interview process that includes position profiles and identifying qualities needed in a successful candidate. Have past performance of utilizing assessments and forming interview teams to determine best candidates as well as determining optimal salary range, negotiating salary and implementing an onboarding process;
• Streamline and generate efficiencies in ways of working; a full deep dive into our processes and policies;
• Establish long and short term objectives and strategies for the function;
• Work with management to define employee development needs in order to implement talent and development plans and programs to meet the organization's strategic goals and objectives. Lead activity related to detecting, assessing and developing critical talent and leaders, including succession planning. Programs should be authored with an eye on opportunities to offer to our membership as a HR module for their business;
• Evaluate and improve current Performance Review Process, including implementing specific templates and schedules for Workplans and Performance Reviews with specific measurable goal-setting;
• Develop a Performance Issue process to ensure proper communication and equitable resolution between Associations and employees;
• Lead all employee relations efforts;
• Maintain knowledge of international HR policies, programs, laws and issues;
• Provide organizational design consultation;
• Manage other areas such as relocation, employee health and safety, and community relations;
• Anticipate future consequences and trends in workforce planning accurately to bring creative ideas to the organization and industry. Recognize strategic opportunities for change. Master complexity and finds ways to simplify approach.

Qualifications

• Bachelor's degree in Human Resources required, or equivalent, Master's degree highly desired;
• SPHR strongly desired;
• A track record of working in a not for profit, membership organization;
• 12-15 + years of experience as an HR Business Partner/ Generalist supporting multiple client groups;
• Proven track record of strategic people development aligned with a company's growth objectives;
• Expert in specific areas of talent attraction, development, coaching, retention and succession planning ;
• Expert communication know-how; solid verbal, written and interpersonal skills to engage and mobilize company to embrace and deliver Goals, Vision and Strategy. Demonstrated collaborative skills, both internally and externally;
• A warm, approachable demeanor;
• A demonstrated history of strong results with exceptional project management and organization skills, coupled with the ability to translate business strategies into actionable people strategies;
• Ability to communicate effectively to senior leaders, executive presence;
• A history of developing strategic HR plans and policies;
• Proven experience managing complex employee relations issues;
• Experience implementing and overseeing Performance, Engagement and Succession management program;
• Ability to travel up to 25-30%.

Additional Information

This position description describes the general nature of the position. The above information is not intended to be a complete list of all responsibilities and cover every aspect of the position. Additional responsibilities and elements of the description may be added, changed or deleted by management at any time either in writing or verbally.

Revised: 4/22