SVP, Human Resources

at  Reliant Capital

Join our dynamic team as the Senior Vice President of Human Resources and be at the forefront of shaping our company’s culture and success from the ground up. This is an exciting opportunity for a forward-thinking, business-driven HR leader to establish a robust HR function and strategies that foster a positive culture, motivate employees, and contribute to Reliant’s overarching business goals. In this role, you will oversee all aspects of HR operations, including recruitment, total rewards, learning and development, payroll, and compliance.
This position reports to the Chief Financial Officer, and is a full-time on-site position located in Reliant’s Brentwood offices, with periodic travel to our Phoenix office, and other locations as we expand. Join us on this exciting journey of growth and innovation, where your contributions will make a meaningful impact on our success.

QUALIFICATIONS

• Bachelor’s degree in HR or related field; Master’s preferred.
• 8+ years HR experience, 3+ years in supervisory role.
• SPHR and/or SHRM-CP certification preferred.
• Strong knowledge of employment laws and HR best practices.
• Excellent leadership and communication skills.
• Strong attention to detail and organizational skills.
• Experience in utilizing and integrating HRIS tools.

• Develop and maintain effective HR strategies aligned with business goals.
• Create and oversee Performance Management initiatives.
• Provide guidance on HR-related matters and manage employee relations.
• Administer benefits and leaves of absence.
• Deliver training programs to enhance employee skills.
• Define recruiting strategies that attract high-quality candidates.
• Create job postings, post jobs, screen candidates, and coordinate interviews.
• Ensure a high-quality candidate experience.
• Maintain compliant recruiting processes and educate hiring managers.
• Design and implement effective onboarding programs.
• Ensure multi-state compliance with employment laws and regulations.
• Anticipate regulatory requirements based on headcount and make policy updates and recommendations.
• Define HR metrics and create insights to use for business decisions and HR initiatives.
• Monitor the employment market and adjust HR strategies as needed.
• Design new roles and respective job descriptions.
• Create role maps/levels, career tracks, and succession plans.
• Process payroll accurately and confidentially.
• Design and leverage HRIS technology and tools to create highly functional workflows and automations, maximizing efficiency, accuracy, and security.
• Create and maintain documented HR processes and best practices.
• Professionally manage external HR vendors.