V.P. of Human Resources

The V.P. of Human Resources (VP of HR) is the curator and administrator of the

staffing and culture of Pinthouse. They work to recruit and build strong teams,

develop team members through continued education, support internal team

building through events and cultural programs, and offer triage for resolving

workplace issues. The VP of HR interfaces with a breadth of internal roles from

new hires to the administrative and founder teams, and they must be both

disciplined and consistent in their approach yet accessible to all.

The five core tenants of the VP of HR role include the following: Recruitment &

Onboarding, Wages & Benefits Definition, Training & Development, Internal

Culture Curation, and Team Liaison.

Prerequisites

The following outlines the core skills and experience prerequisites for the VP of

HR role:

● 7 yrs minimum experience as an H.R. Manager, Director, or VP

● 3 yrs minimum experience in either the brewing or service industry

● Strong communication skills & ability to empathize with others

● Familiarity with the basics of Labor & Employment laws

● Comfort in an evolving business which is scaling resources

● Focus and ability to outline, manage and complete projects

● Ability to work both autonomously and with large groups

● Detail-oriented and process-driven

● Positive disposition and outlook focused on a culture of ownership

● Proficiency with computer software and tools, including: Learning

Management Software, Google Suite, Slack, Proliant (preferred)

Responsibilities

● Recruitment & Onboarding:

o Work with Ops, Brewing, & Admin. teams to define current and

future staffing needs

o Define a hiring program against current and future staffing needs

o Leverage recruiting tools to bring strong candidates into our hiring

pipeline

o Set hiring manager up for success through facilitation of application

response, initial screening, and coordination of interviews

o Own the clear definition of Salary / Wages, Bonus Structure, and

Benefits & Perks for every role and recruitment\0

o Work with hiring manager to onboard new hires, shepherding them

through the paperwork process while ensuring each new hire

receives clear cut expectations and company policies

o Own the definition and audit of onboarding paperwork and training

completion for each candidate

o Establish the company culture from first interview to onboarding,

driving the company story, Mission, Core Values, and Key Business

Drivers at every opportunity

o Craft an onboarding training program and schedule with the hiring

manager for each new hire, ensuring consistent and thorough

training provides a solid foundation for the team member

o Follow up with new hires regularly to help reduce stress and make

them feel welcome at Pinthouse

● Wages & Benefits Definition:

o Build and own the Salary & Wage ranges for all roles within

Pinthouse, working to ensure we are a market leader

o Define the Bonus Program for all eligible employees

o Develop and curate the Benefits & Perks (B&P) program

o Benchmark constantly against market to ensure we are best in

class in offering

o Work with the CFO and Back Office Manager with implementing

biweekly payroll, 401k program, and health insurance

o Manage the programming for communication and training materials

to build strong B&P awareness across both new hires and existing

employees

o Set managers up for success in their one-on-one reviews and

quarterly reviews with clear parameters for compensation

increases, bonus reviews, and PTO

o Ensure all employment rules, compensation plans, bonus structure,

and benefits work within the framework of Texas state and U.S.

federal labor laws

o Develop, roll out, and assess training programs in support of best in

class work environments consistent with company aspirations and

designed to reduce liability against Texas state and U.S. federal

labor laws

● Training & Development:

o Define, implement, and audit the training program

o Build a consistent and engaging training process for new hires and

onboarding managers

o Flesh out a strong recurring training program and establish

benchmarking process for ensuring implementation and continuity

o Work with hiring managers to customize training programs for team

members moving into new roles\0

o Leverage technology tools and our internal marketing team to build

world class training materials with the goal of implementing

professional, digestible, and sticky content

o Support the hiring managers as needed in all aspects of training to

ensure we are not short-changing training in order to focus on

operations triage

● Internal Culture Curation:

o Lead from the front to establish a positive culture built around our

Mission, Core Values, and Key Business Drivers

o Work with Culture Captain to build a program of yearly events and

content in support of both team building and culture

o Define a budget and tool set for calling out Big Wins for team

member and store achievements

o Implement the Big Wins program and ensure we are rewarding the

team for being awesome

● Team Liaison:

o Build a process enabling team members an above store / above

manager outlet for workplace issues

o Work to professionally resolve any workplace issues or stresses,

ensuring we are in compliance with labor laws and workplace

standards while supporting team members as much as possible

o Curate a program of outreach tools to make available to team

members in support of mental and physical health

o Define the tools and resources for managers to utilize in support of

the development or disciplinary process

o Support managers in all phases of the development and

disciplinary process: performance reviews, Performance

Improvement Plan (PIP), warnings, and terminations

o Work with the Back Office Manager in support of TWC or federal

issue resolution

Pay Level:

● Starting Compensation: $110,000.00 / year base pay

● Bonus Allocation: 15% of base salary, with quarterly and annual targets

● Auxiliary Compensation items: Per B&P package

● Compensation Range: $110,000.00 - (TBD) / year base pay (VP Level)

● Pay Advancement: The VP of HR will be reviewed quarterly against

performance and evaluated for compensation increases and bonus

allocation.

● Compensation Review: Annually in the end-of-year performance review.

A 3% annual raise is standard, an additional 2% is recommended if

previous year is exemplary