DIRECTOR OF PEOPLE SERVICES- OREGON

We are seeking a bold and strategic Director of People Services to lead the People function for our Oregon Division, partnering closely with the Division President and senior leadership team. This role is both visionary and hands-on—responsible for shaping and executing a people strategy that drives business success, enhances employee experience and culture.

The ideal candidate is a confident and courageous HR leader who brings a strong point-of-view, is comfortable challenging assumptions, and thrives in a dynamic, collaborative, project-based environment. This leader will be deeply embedded in the business, serve as a trusted coach and advisor to senior leaders, and partner in growing the organization.

As an employee-owned company (ESOP), Lease Crutcher Lewis is deeply committed to empowering every employee to think and act like an owner. Our values—safety, value, quality, profitability, trust & respect, fulfillment—are the foundation of how we work and lead. The Why Lewis tenets guide our culture and decision-making, emphasizing meaningful relationships, continuous learning, and a shared commitment to building exceptional outcomes together. The Director of People Services will be a key steward of these principles, ensuring they are embedded in every aspect of employee experience.

About Us:

At Lewis, where every employee is an owner, our people are empowered to make decisions – big and small – to meet the goals of our clients. We are passionate about our work and driven to build quality buildings that stand the test of time. With fulfillment as one of our six core values, Lewis has a collaborative and supportive culture committed to the success and development of our people.

Primary functions & essential responsibilities

Lead and Align the People Services:

• Partner with the Oregon Division President and leadership team to define and implement a people strategy aligned with business objectives.
• Bring a strong voice to the table-challenge ideas constructively and influence decision with data, insight, and conviction. 
• Drive organizational design, workforce planning, and talent development initiatives.
• Serve as a strategic advisor on culture, engagement, leadership development, and the Lewis Everyone Commitment.

Be in the Business:

• Develop a deep understanding of the construction industry and project-based work to tailor people strategies that support field and office teams.
• Collaborate with project leaders to align workforce planning with project timelines and client needs.
• Stay close to the work-attend job sites and team meetings to remain connected to the day-to-day realities of the business.

Oversee People Operations:

• Lead core HR functions including employee relations, compliance, benefits and performance management.
• Ensure HR policies and practices are consistent, equitable and aligned with company values.
• Collaborate with People Services team members across divisions to ensure alignment and leverage shared resources.

Enhance Employee Experience:

• Champion a culture of belonging, recognition and continuous learning.
• Develop and implement programs that support employee engagement, retention, and career growth.
• Foster a consistent and positive employee experience across all project sites and office locations.

Be a Change Agent:

• Lead change management efforts during periods of organizational growth or transformation.
• Advocate for innovation in people practices, leveraging data and insights to drive continuous improvement.
• Influence without direct authority and inspire others to embrace change initiatives.

Be an employee Advocate:

• Serve as a voice for employees, ensuring their perspectives are heard and considered in decision-making.
• Promote transparency, consistency, and open communication across all levels of the organization.
• Support employee well-being through thoughtful policies and programs.

Act as a Trusted Advisor and Thought Partner:

• Provide candid, constructive coaching to managers and senior leaders on leadership, team dynamics, and employee development.
• Be a thought partner to the Division President and Directors- offering insight and perspective to help navigate complex organizational challenges.
• Facilitate leadership development and succession planning to build a strong internal talent pipeline.

 

In Order to Succeed in this role 

• Bachelor’s degree or equivalent required.
• Minimum of 15 years of HR experience and a minimum of five years partnering with Senior Leaders.
• Ability to think strategically and operationalize th