Area HR Leader

Welcome to Verdantas, where innovation meets sustainability, and your career finds purpose!

At Verdantas, we’re redefining environmental consulting and sustainable engineering through our use of cutting-edge modeling and digital technology and our genuine commitment to people. Our work spans high-growth sectors like water resources, resilient land use, energy transformation, and civil infrastructure.

Our commitment to excellence, across more than 90 offices, is championed by a team of over 2,000 experts, scientists, engineers, geologists, and technical specialists, embedded in a people-focused culture, prioritizing the well-being of our employees, clients, and the communities we serve. We partner with clients to deliver smart, data-driven solutions to complex environmental and infrastructure challenges. We don’t just solve problems; we help shape a more sustainable future.

Join a people-first culture that values your well-being, empowers your growth, and amplifies your impact. At Verdantas, your career goes beyond the expected, and your work helps build a better world.

Ready to shape the future of resilient communities?

Position Summary
This position leads Human Resources operations across multiple states with a focus on west region states of California, Washington, and Oregon. This individual will partner closely with operational Area Leaders, Department Leaders, and senior business leaders to support workforce planning, organizational design, talent development, succession planning, employee engagement, leadership effectiveness, and business growth. They will serve as a trusted advisor to leadership on organizational structure, talent strategy, complex employee relations, performance management, compensation, change management, and workforce challenges.

The position requires someone who can lead HR integration efforts associated with acquisitions. This individual works closely with acquired and existing teams to support successful transitions, employee engagement, retention, and long-term business success.  A strong understanding of organizational structures and the ability to recommend solutions that support business growth, operational efficiency, employee development, and leadership succession are needed.

Essential Duties and Responsibilities
•Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth.
•Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth.
•Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development.
•Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines.
•Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization.
•Support recruitment efforts by partnering with Talent Acquisition and business leaders
•Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning.
•Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance.
•Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions.
•Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies.
•Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes.
•Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts.
•Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies.
•Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration. Travel to acquired and existing office locations as needed to build relationships, support leaders and employees, facilitate integration activities, conduct investigations, deliver training, and provide onsite HR support.

Qualifications
•Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent combination of education and experience may be considered.
•10+ years of progressive Human Resources experience supporting operational and business leaders in a multi-state environment
•Must have strong working knowledge of California employment law, wage and hour regulations, prevailing wage requirements, leave laws, and related compliance obligations is required.
•Strong knowledge of organizational structures, organizational design, workforce planning, succession planning, talent management, and change management practices.
•Demonstrated expertise in employee relations, workplace investigations, leadership coaching, performance management, talent development, and conflict resolution.
•Experience supporting geographically dispersed employee populations and multiple office locations.
•Experience supporting mergers, acquisitions, integrations, or organizational restructuring initiatives preferred.
•Proven ability to build trusted relationships with senior leaders and influence decisions through strategic HR partnership.
•Strong analytical, problem-solving, communication, consulting, and relationship-building skills.
•Ability to manage competing priorities while operating effectively in a fast-paced, growth-oriented environment.

Travel Requirements
•Ability and willingness to travel up to 25% of the time to support leadership teams, employee populations, acquisitions and integration activities, training programs, investigations, employee engagement initiatives, and other business and HR priorities across assigned regions.
•Regular onsite presence at office locations may be required to support leader coaching, employee relations matters, organizational changes, training initiatives, cultural integration efforts, and relationship-building activities with newly acquired teams.
 

Salary Range:

$125,000-$150,000

Benefits: