Grinnell Chamber

VP of Human Resources

Full time
Posted: 01/04/2022
Grinnell, IA
Human Resources


2nd Adventure Group is committed to creating a culture where every team member can have the opportunity to connect with their passions. The newly created Vice President (VP) of Human Resources is a senior leadership position critical to this aspired vision and the future direction of 2nd Adventure Group. The VP of Human Resources will live, work, and lead in alignment with the organization's values, vision, mission, and strategy to serve as a model for all others to follow. The VP of Human Resources will create and lead an environment for all 2nd Adventure Group team members to maximize their own extraordinary potential and performance in a way which fundamentally changes how 2nd Adventure Group's team members live and work, for the better. The VP of Human Resources is responsible for developing and delivering the 'People Strategy' which will drive leadership development, organizational culture, workforce planning, talent management, succession planning, and performance management. The VP of Human Resources will provide counsel, guidance, and direction to the executive leadership team and the board of directors. As a high-growth organization centered on a shared services model, the VP of Human Resources will build scalable systems and processes to support the future growth of our business and our people.

Key Responsibilities:

The VP of Human Resources will lead 2nd Adventure Group in creating a human resources environment that further connects team members to organizational purpose. Demonstrable experience is preferred in at least three of the areas of key responsibility:

  • Leadership Development: Establish a leadership development framework, program, and culture for the organization with a focus on evolving leaders from being transactional to transformational. This will include driving the creation of leadership development plans, strategies, and programming. This will result in highly effective transformational leaders who can successfully develop organizational strategies and direct execution through development and empowerment of their teams.
  • Organizational Culture: Be the driving voice in effectively cultivating and communicating organizational culture in alignment with the company's vision and purpose. Connection to our purpose, our team members, and our customers are key outcomes required for developing the high-engagement, high-performance culture at our organization. Successfully integrating new organizations into the broader organizational culture is key.
  • Coaching and Mentoring: Provide values-based leadership coaching and mentoring to ensure our team members are moving towards their personal and professional goals.
  • Strategy Development: Ensure continued evolution of organization structure, leadership development, and organizational culture during regular strategy development. Key outcomes include actively participating in key strategic discussions and leading communication across the organization. Identifying talent gaps and areas for additional talent investment for both current performance and future growth are key.
  • Workforce Planning: Direct strategic workforce planning to ensure optimal staffing for both present day performance and for aggressive future growth. Functions as a leading voice in establishing workforce plans for each department or key area and lead the development of a strategic workforce plan for the organization.
  • Talent Management: Provide overall leadership and guidance to the organization by overseeing talent acquisition, career development, and training across key geographies. Develop comprehensive strategic recruiting and retention plans to meet the human resources needs of each department or key area.
  • Succession Planning: Work with the company's executive leadership team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.
  • Performance Management: Ensure team members have clarity in how the value of their work aligns with the purpose and future direction of the organization. Develop and direct comprehensive compensation and benefits plans that are competitive and cost-effective.
  • Industrial Relations: Serve as a leading representative for the organization with key external stakeholders. Provide high-level strategic advice through identifying key industrial relations issues, challenges, risks, and opportunities. Oversee the handling of complaints and grievance procedures and direct the investigation and resolution of critical industrial relations issues in a timely and effective manner.


Required Skills/Abilities/Expectations for Success:

  • Ability to take on a challenge, create and embrace change and inspire others.
  • Commitment to making an impact in a highly successful company positioned within a growth market.
  • Exceptional strategic thinking and planning skills are a must.
  • Exemplary verbal and written communication skills.
  • Excellent interpersonal and conflict resolution skills.
  • Possesses organizational skills and attention to detail.
  • Strong analytical and problem-solving resourcefulness.
  • Robust leadership and influencing skills.
  • Skilled in workforce, team dynamics, and talent management strategies.
  • Knowledge of leadership development and change management programs.

Education and Experience:

  • Minimum of 15 years of experience in human resources development, with at least five years at the executive level.
  • Leading executive management through development and coaching curricula.
  • Integrating key emotional intelligence and coaching capabilities across an organization.
  • Implementing company initiatives around culture and talent development.
  • Driving organization development efforts in a fast-growing environment.
  • Leading human resources activities through mergers and acquisitions is preferred.
  • BS/BA degree from an accredited college/university; MBA or MA/MS in human resources, executive leadership, or related field preferred.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.

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