Sr. Vice President Human Resources

TITLE:  Senior Vice President, Human Resources  

CLASSIFICATION: Full Time Exempt  

DEPARTMENT: Human Resources 

REPORTS TO: President / CEO  

Position Summary 

The Senior Vice President of Human Resources (SVP, HR) is a strategic executive leader responsible for developing and executing the enterprise-wide people and labor strategy for a multi-state, labor-intensive janitorial services organization. This role ensures alignment between human capital strategy and business objectives, including growth, margin protection, risk mitigation, and client satisfaction. 

The SVP, HR serves as a trusted advisor to the CEO and executive leadership team, providing strategic guidance on workforce planning, labor relations, compliance, and organizational effectiveness across California, Nevada, and Arizona. The ideal candidate combines deep expertise in employment law and employee relations with strong operational leadership in fast-paced, decentralized environments. 

About Contract Service Group (CSG): 

Contract Services Group (CSG) is a family-owned and operated business serving clients since 1973. We provide professional cleaning and facility services across the Southwestern United States, including luxury hotels and resorts, multi-family housing, offices, retail spaces, universities, and municipal facilities.  

Guided by our core values of customer focus, continuous improvement, integrity, and communication, we deliver high-quality service across every facility we serve. Excellence is the standard at CSG. 

Safety is a top priority. We are committed to protecting our team members, customers, and the communities we serve through safe and responsible practices. 

CSG offers competitive wages and a comprehensive benefits package and is proud to be an employer that values fairness, transparency, and its team members. 

Key Responsibilities 

Executive & Strategic Leadership 

• Serve as a trusted advisor to the CEO and Executive Leadership Team on workforce strategy, labor risk, organizational capability, and people-related opportunities. 
• Own the enterprise-wide people strategy, including workforce planning, labor cost management, risk exposure, leadership capability, and succession planning. 
• Align human capital initiatives with operational, financial, and client objectives. 
• Build scalable HR infrastructure to support growth, acquisitions, and operational complexity. 
• Provide executive-level reporting on workforce trends, compliance exposure, and people metrics to include KPI’s and Scorecards. 

Compliance, Labor & Risk Management 

• Ensure full compliance with federal, state, and local employment laws, with a strong emphasis on California labor law, wage and hour regulations, FMLA/CFRA, FEHA, ADA, workers’ compensation, and OSHA requirements. 
• Provide executive oversight of complex employee relations investigations, including harassment, discrimination, retaliation, wage claims, and wrongful termination. 
• Partner closely with internal and external employment counsel to proactively manage litigation risk, agency audits, and claims (DLSE, CRD, EEOC). 
• Develop, maintain, and enforce compliant policies, SOPs, and employee handbooks tailored by state and jurisdiction. 
• Ensure consistent, legally defensible application of policies across all job sites. 

Employee Relations & Workforce Management 

• Provide executive oversight on high-risk employee relations matters, including discipline, terminations, accommodations, leaves of absence, and performance management. 
• Guide operational leaders in managing current non-union workforce. 
• Establish standards for documentation, investigations, and corrective action to reduce risk and ensure consistency. 

HR Operations & Systems 

• Oversee core HR operations including onboarding, job changes, compensation administration, benefits, leaves, and separations. 
• Design HR workflows and approval processes to ensure compliance, accuracy, and operational efficiency. 
• Partner with Payroll, Finance, and Operations to ensure data integrity and alignment across systems. 
• Oversee HRIS and LMS platforms to ensure accurate employee data, compliance tracking, and delivery of required training. 
• Lead ongoing evaluation and enhancement of HR technology platforms. 

Talent, Leadership & Culture 

• Drive leadership development and succession planning across operations and corporate teams. 
• Coach executives, Vice Presidents, Directors, and Managers on effective people leadership, documentation, and compliance-driven decision-making. 
• Champion a culture of accountability, transparency, safety, and continuous improvement. 
• Strengthen manager capability to reduce employee relations risk and improve retention and engagement. 

Training & Communication 

• Oversee development and delivery of compliance and leadership training, including harassment prevention, wage and hour compliance, leave management, documentation standards, and other state-mandated training. 
• Ensure leaders understand their legal responsibilities and the downstream impact of people decisions 

Qualifications & Experience 

• Bachelor’s degree required; Master’s degree, JD, or equivalent advanced degree strongly preferred. 
• 10 years of progressive HR leadership experience, with at least 5 years in a senior or executive role. 
• Extensive experience in multi-state employment law, particularly California. 
• Demonstrated experience partnering with employment law attorneys on complex labor and compliance matters. 
• Experience in janitorial, facilities services, construction, hospitality, or other labor-intensive industries strongly preferred. 
• Proven ability to lead in fast-paced, high-volume, decentralized environments. 
• Bilingual (English/Spanish) required due to workforce composition and employee relations needs. 

Executive Competencies 

• Exceptional executive judgment and risk assessment capabilities. 
• Strong influence and advisory skills with senior leaders. 
• Analytical, data-driven decision-making mindset. 
• High integrity, discretion, and professionalism. 
• Excellent communication, negotiation, and organizational skills. 

Travel & Work Environment 

• Ability to travel to job sites and corporate locations as needed (approximately 10–20%). 
• Work is primarily performed in an office and field environment. 

Equal Opportunity Statement 

Contract Services Group, Inc. is an Equal Opportunity Employer (EOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, protected veteran status, or disability. 

Physical Demands/Environmental Factors: 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

• Works under little to non-supervision 
• 10-20% travels to other site locations 
• Stand, sit or walk for an extended period of time 
• Endure various physical movements throughout the work areas. 
• Reach overhead and below the knees, including bending, twisting, pulling, and stooping.  
• Move, lift, carry, push, pull, and place objects weighing less than or equal to 50 pounds without assistance. 
• Satisfactorily communicate with team members, management, and clients to their understanding. 

Critical features of this job are described under the previous headings. They may be subject to change at any time due to reasonable accommodation or other reasons. This job description does not list all the duties of the job. You may be asked by supervisors to perform other nonessential assignments and duties. You will be evaluated in part based upon your performance of the tasks listed in this job description. 

Contract Services Group, Inc. is an Equal Opportunity Employer (EOE) and supports diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, gender expression, national origin, protected veteran status, or on the basis of disability. 

Job Type: Full Time Exempt 

Target Start Date: Q2, 2026