At Basepoint Building Automations, we’re driven by innovation, collaboration, and the belief that technology should make buildings — and the people in them — perform at their best.
We are Problem-solvers. Innovators. Builders. Collaborators. Technicians. Engineers. Thinkers. Learners. Leaders. We’re passionate about turning complex systems into simple, sustainable solutions that make a real impact.
We believe in teamwork, continuous learning, challenging projects, and celebrating success together. Sound like you? We’re looking for a Vice President of Human Resources in our Des Moines office.
Job Summary
Leadership role responsible for overseeing all human resource functions that includes both union and non-union employees. This position requires a strategic thinker who can develop and implement HR policies and practices that align with the organization’s goals while ensuring compliance with labor laws and fostering a positive and productive work environment. Responsible for managing talent acquisition, compensation and benefits, labor relations, HR compliance, organizational design, performance management, HR data analytics, education and safety, payroll and time & attendance, employee relations, and HR technology.
Supervisory Responsibilities
- Lead, mentor, and manage HR team ensuring they have the resources and support necessary to excel in their roles.
- Conduct regular performance evaluations, provide feedback, and identify development opportunities for your team.
- Oversee the Director of Education and Safety, providing strategic direction and support for all education and safety initiatives across the organization.
- Complete SLT weekly, quarterly, and annual planning meetings
- Leads and develops the HR functions of talent acquisition, compensation & benefits, labor relations, HR compliance, organizational design, performance management, HR data analytics; workplace safety, payroll and time & attendance, employee relations and HR technology
- Partners with Learning and Development department in the training & development of employees
- Company budgeting and staffing.
Responsibilities
- Oversee and optimize the recruitment process to ensure it is effective in attracting and retaining top talent through the development and execution of strategic sourcing methods, maintenance of robust relationships with outside agencies and educational institutions, and ensuring the onboarding process is seamless for new hires.
- Provide strategic oversight and direction to the Education and Safety function, ensuring integration of safety protocols with educational programs and alignment with overall organizational objectives
- Collaborate with senior leadership team to create workforce plans that align with the company’s growth objectives.
- Oversee and ensure the accuracy and efficiency of the payroll process to guarantee that all employees are paid correctly and on time. Collaborate with the Payroll Manager to continuously improve payroll processes, address any issues promptly.
- Design and administer comprehensive compensation and total rewards programs that are competitive, cost-effective, and aligned with the company’s financial goals. Conduct regular market analysis to ensure compensation remains competitive and equitable.
- Oversee the benefits strategy to ensure that it remains competitive and meets the needs of all employees. Optimize benefits offerings, ensure compliance with regulations, and maintain positive relationships with benefits providers. Manage annual enrollment process to include communication and enrollment assistance.
- Ensure positive labor relations and compliance with collective bargaining agreements.
- Ensure the organization’s HR policies are up-to-date and compliant with federal, state, and local employment laws. Regularly review and update the employee handbook and ensure all HR practices align with legal requirements and industry best practices.
- Partner with senior leadership to design and implement organizational structures that support the company’s strategic objectives. Manage a performance management system that promotes employee development, aligns individual performance with company goals, and drives business results..
- Utilize HR data analytics to drive informed decision-making and improve HR processes, ensuring HR team effectively tracks and reports key HR metrics and uses the data to identify trends and make recommendations for improving HR practices.
- Lead the organization's comprehensive education and safety programs through direct oversight of the Director of Education and Safety. Ensure compliance with OSHA regulations and safety standards while developing strategic educational initiatives that support employee development, regulatory compliance, and organizational learning objectives.
- Enhance and maintain employee comprehension of the ESOP by developing and implementing ongoing educational programs, communication strategies, and feedback mechanisms to ensure that the value of employee ownership is consistently integrated into the company culture.
- Foster a positive work environment through effective employee relations strategies. Lead initiatives to improve employee engagement and retention, and promote a culture of respect, inclusion, and collaboration across the organization.
- Lead the implementation and management of HR technology solutions, including HRIS, to streamline HR processes and improve efficiency ensuring HR team is fully trained and systems are optimized for efficiency.
- Partner with the Education and Safety department in the training and development of employees, ensuring alignment between safety training, compliance education, and broader organizational learning initiatives.
- Serve as back-up to HR Generalist role.
Essential Key Performance Indicators (KPI)
- Employee Turnover Rate: Measures overall employee retention and effectiveness of recruitment and onboarding.
- Employee Engagement Score: Reflects the overall satisfaction and engagement of employees, covering benefits, workplace culture, and organizational effectiveness.
- Compliance Rate: Indicates adherence to labor laws, collective bargaining agreements, and internal HR policies.
- Operational Efficiency: Assesses the effectiveness of HR processes, including payroll accuracy and the implementation of HR technology.
- Strategic Alignment: Measures how well HR initiatives align with and support the company's strategic goals and growth objectives.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field
- PHR or SPHR certification preferred.
- 10 or more years proven experience in HR leadership roles, with a strong background in recruitment, compensation, benefits, and workforce planning.
- Proficiency in using HR technology and data analytics to drive decision-making and measure the impact of ESOP initiatives.
- Prior experience collaborating with senior leadership and other departments to support organizational goals.
- Strong analytical skills to assess HR metrics and trends and develop solutions to address challenges.
- Alignment with the company’s values and culture, with a commitment to fostering a positive work environment and promoting employee engagement.
- Construction industry experience is a plus
Physical Requirements
- Ability to travel including to office and work sites.
- Level 1: Sedentary Work.
- Prolonged periods of sitting at a desk and working on a computer.
- Occasional walking and/or standing on uneven and/or unimproved surfaces
Why Basepoint Building Automations:
Basepoint was built on the belief that the best companies are owned by the people who show up every day to do the work. As an employee-owned building automation company, we approach every project with a long-term mindset, shared accountability, and pride in doing the work right. Our people are owners, which means higher standards, stronger teamwork, and a long-term mindset. When the company succeeds, we all succeed—and that shows up in how we work every day. When you join Basepoint, you’re not just taking a job, you’re helping build something you own.
