Vice President, Culture

Job description

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you’re looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: During an era of rapid geographic and operational growth , the VP of Culture will serve as the strategic steward of our company's identity, narrative, culture, and employee connection . Reporting directly to the SVP of People, Culture and Community, this individual will help ensure that as the organization scales, employees remain connected to who we are, what we value, and where we are going. Working in close partnership with the VP of People, business leaders, and other enterprise functions, the VP of Culture will translate our values and employee insights into meaningful experiences, communications, programs, and cultural touchpoints across the organization. By overseeing a multidisciplinary team—including Marketing, Communications, and Employee Experience—this leader will ensure that the promise of our brand matches the reality of our workplace. This role will connect our internal culture with our external brand, ensuring the stories we tell authentically reflect the experience we aspire to create for our employees and the communities we serve. The VP of Culture and VP of People will operate as highly collaborative peers. The VP of People leads the organization’s people strategy, talent practices, organizational capabilities, and people infrastructure, while the VP of Culture leads culture strategy, employee connection, narrative, and cultural activation. Together, they will ensure our people practices and cultural experience reinforce one another as the organization grows. WHAT YOU’LL DO: 1. Employee Experience (EX) & Engagement Strategy Culture Strategy: Develop and lead an enterprise culture and engagement strategy that strengthens connection to the company's values, purpose, and identity across a geographically dispersed workforce. Journey Mapping: Collaborate with the VP of People to design the end to end employee lifecycle. Partnering closely with the VP of People and People functions to identify and enhance culturally significant moments across the employee journey, ensuring key experiences—from joining the company through career milestones and transitions—reflect our values and strengthen employee connection. Data-Driven Insights: Oversee the Employee Experience Specialist and partner with the People team on employee listening efforts. Identify cultural themes, sentiment, and opportunities and translate those insights into engagement, communication, and cultural initiatives. The Culture Feedback Loop: Use EX data and employee insights to guide the focus of the Marketing and Communications teams, ensuring corporate messaging is responsive to employee sentiment and reinforces organizational priorities and culture. Collaboration on Recognition: Partner closely with Total Rewards and People leaders to bring recognition programs to life through meaningful experiences, storytelling, celebrations, and culturally relevant moments. Total Rewards maintains ownership of recognition philosophy, program design, and governance. 2. Narrative & Brand Harmonization Unified Storytelling: Align the priorities of Marketing and Communications to build a cohesive internal and external narrative that builds a powerhouse brand engine . Ensure we are sharing authentic stories of employee fulfillment, growth, business accomplishments, and community impact. Internal Communications: Lead the strategy for enterprise employee communications, partnering with the People team and business leaders to ensure employees understand organizational priorities, significant changes, and how their work connects to the broader company strategy. Scale Protection: Develop proactive communication channels and cultural touchpoints to keep a rapidly growing, geographically decentralized workforce connected, heard, and aligned. Brand Stewardship: Directly oversee the Director of Marketing to ensure that our visual brand, digital presence, storytelling, and office environments consistently reflect our culture of excellence. Employer Brand Partnership: Partner closely with Talent Acquisition and People leadership to translate the Employee Value Proposition into compelling employer-brand storytelling and candidate-facing content, while ensuring the external employment promise authentically reflects the employee experience. 3. Belonging, ERGs & Community Purpose Belonging & Programmatic Culture: Direct company-wide initiatives that foster a genuine sense of connection, respect, inclusion, and shared purpose across a diverse, multi-site workforce (craft labor, field management, and corporate teams). Employee Resource Group (ERG) Leadership: Provide executive oversight, structure, and strategic alignment for company ERGs, ensuring these networks empower employees, provide business insights, and drive meaningful community connection. Philanthropic Foundation Integration: Work closely with the philanthropic arm of the company to connect community impact and employee participation to our culture, values, and Employee Value Proposition. Cultural Programming: Establish scalable traditions, rituals, experiences, and moments of connection that reinforce company values while allowing for meaningful local expression across business units and geographies. 4. Change Communications & Organizational Partnership Change Communications: Partner with the VP of People and business leaders to develop communication and engagement strategies that help employees understand and navigate significant organizational change. Culture Through Growth: Identify cultural risks and opportunities associated with rapid growth, geographic expansion, acquisitions, leadership transitions, and evolving ways of working. Leadership Activation: Equip leaders with messaging, tools, cultural frameworks, and practical resources that help them reinforce company values and maintain connection within their teams. Organizational Partnership: Work closely with the VP of People and People leadership team to ensure culture and communications strategies align with talent, organizational effectiveness, leadership development, workforce, and employee-relations priorities. 5. Team Leadership & Cross-Functional Collaboration Leadership & Mentorship: Lead and integrate a diverse team of creative, analytical, and operational professionals (Marketing, Comms, and Employee Experience), fostering a highly collaborative, zero-silo environment. Operational Partnership: Build a highly collaborative partnership with the VP of People and People leadership team, ensuring culture and communications strategies complement and reinforce the organization's people strategy, talent practices, and organizational priorities. Enterprise Partnership: Build strong relationships across People, Operations, business units, executive leadership, and other enterprise functions to ensure culture is embedded throughout the organization rather than operating as a standalone program. Executive Counsel: Serve as a trusted advisor to senior leadership on culture, employee sentiment, communications, brand, and organizational connection. WHAT YOU’LL NEED TO BE SUCCESSFUL: Culture & Employee Experience Leader: Demonstrated expertise developing culture and employee engagement strategies within complex organizations, with an ability to translate values and employee insights into tangible experiences and programs. The Brand & Narrative Visionary: Strong marketing or communications instincts; understands how to translate internal data into compelling visual and written narratives that support recruitment, retention, and business goals. Employee Listening & Insight: Experience using employee feedback, engagement data, and qualitative insights to identify cultural trends and inform communications, programming, and leadership action. Change Communications Leader: Experience helping organizations navigate significant change through clear communication, stakeholder engagement, leader activation, and employee connection. Cross-Functional Team Development: Proven track record of working beyond departmental boundaries to build, influence, and elevate high-performing teams across the broader organization—fostering cross-unit collaboration, breaking down operational silos, and driving collective execution across both field and office environments. Operational Diplomat: High EQ. Able to collaborate across functional boundaries, turning high-level cultural theory into practical, localized playbooks for business unit leaders. Growth Leader: Experience guiding a complex, multi-site, or matrixed organization through rapid headcount expansion without losing its defining strengths, while intentionally evolving the culture required for its next stage of growth. WHAT YOU BRING TO US: Bachelor’s degree in Human Resources, Organizational Development, Communications, Marketing, Business Administration, or a related field (Master’s degree or equivalent experience highly valued). 15+ years of progressive professional experience, with at least 5 years at an executive or VP level leading multidisciplinary brand, communications, HR, culture, or employee experience teams. Demonstrated experience partnering closely with senior People/HR leaders and business executives. Experience in a high-growth corporate environment with decentralized business units is preferred. Experience working across both field-based and corporate employee populations is highly valued. What Success Looks Like in Year One Culture & Engagement Strategy Established: A clear enterprise culture and engagement strategy is established, with defined priorities, measures, and mechanisms for strengthening connection across business units and employee populations. Employee Experience Partnership Established: People and Culture have established clear ownership and a shared approach for enhancing key moments across the employee journey, with cultural touchpoints intentionally integrated into the broader employee experience. Employee Listening Activated: Employee sentiment and feedback are consistently translated into actionable cultural, communications, and engagement priorities, with clear partnership across Culture, People, and business leadership. Harmonized Team Output: Marketing, Communications, Employee Experience, People, and the Foundation operate as an integrated ecosystem, with clear ownership and coordinated execution across shared priorities. Connected Workforce: Employees across field and corporate environments demonstrate stronger connection, belonging, understanding of company priorities, and alignment with company values as the organization grows. Stronger Culture Through Growth: The organization preserves its defining cultural strengths while intentionally evolving the culture needed to support its next stage of growth. WORKING CONDITIONS: General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. YOU Matter – Our Benefits ESOP – Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays 3 days of paid sick leave each year 3 days of paid Bereavement leave each year 3 days of paid Jury Duty Medical, Dental, Vision Insurance Bonding Leave Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $0.00-$0.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate’s pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.