Job Opportunities API

Key Responsibilities: Recruiting & Onboarding • Hiring Process: • • Own job postings, candidate screening, reference checks and interview coordinating with managers. • Develop job postings matching the needs of each department. (Estimating, Bid Coordinators, PMs, Sales, business development etc.) • Create welcome gifts personalized to each department and new hire. • Onboarding: • • Manage 30/60/90 day training checklists • Make sure new hires have all the resources they need prior to start date, so that they hit the ground running first week. • Coordinate with department Managers on this to get everything ready • Tracking progress and providing feedback to leadership • Training: • • Coordinate with department leads to schedule technical and software training, pertaining to new hire role, making sure there are no gaps in resources. • Benefits and eligibility: • • Making new hires aware of their potential benefits provided, Isolved employee market place discounts, Qualifying life events changes. Training & Development • Training Library Management: (Microsoft Teams) Maintain updated SOPs, product guides, and software manuals. (Rebar, Orgzit, Cookware, Edge, Specs etc.) • LMS Build-Out: Support team working on building CAVH’s training modules (Rebar SOPs, estimating guidelines, manufacturer training, PM guide, Sales Training etc). • Vendor Training Coordination: Schedule and track product training sessions, manufacturer visits. (Loren Cook, Titus, Pottorff, etc.). Coordinate with department leads to schedule ongoing training specific to department needs. • Employee Growth Tracking: Maintain training completion records; highlight skills gaps or readiness for advancement prior to end of year reviews or quarterly reviews with department leads. Policies, Compliance & Employee Relations (Working closely with VP of Finance) • Policy Development: • • Maintaining employee handbook (attendance, PTO, In-Office, hybrid schedules, standards, equipment policies). • Certain policies may need to be developed to get compliance within the company/department and that will in turn create a better work flow. • Compliance Oversight: • • Ensure compliance with labor laws, OSHA, and HR best practices. (Making sure, HR education videos are being completed, sexual harassment, prohibited conduct, privacy and confidentiality etc.) • Employee Relations: Act as neutral point of contact for employee concerns; escalate patterns to leadership. In turn taking appropriate disciplinary action for employees who violate policies. • Documentation: Manage confidential employee files, performance notes, and signed policy acknowledgments. Performance Management • Performance Process Ownership: Build and track 90-day (onboarding reviews), quarterly, and annual reviews. • Improvement Plans: Document and track performance improvement steps when needed. • Career Path: Document and communicate career ladders for each department ex. (Associate Estimator, Estimator → Senior Estimator → Leadership) • Retention Tracking: Conduct stay interviews, exit interviews, and report on turnover trends. Culture, Engagement & Retention • CAVH Culture Programs: Support pod structure, Kahoot Fridays, TopGolf events, team outings, birthdays/anniversaries. • Recognition: Support incentive programs (Kahoot prizes, company milestones, people shoutouts). • Communication: Roll out company updates (Office schedules, policy changes, company development) Strategic Planning • Leadership Support: Collaborate with department leaders to support employee experience and team morale. • Org Chart & Salary Tracking: Keep updated headcount, org chart, keeping up to date on current position salary ranges, and regions. • Reporting: Provide leadership with staffing reports (headcount growth, turnover, training progress). • Vision Alignment: Support company’s G.R.O.W.T.H. mindset by building people-focused systems. • Scaling Infrastructure: Develop HR processes that grow with the company (hiring pipelines, standardized training, succession planning). • Culture Bridge: Act as a liaison between leadership and employees. Culture & Engagement: • Plan employee events, engagement activities, and recognition programs that foster team connection. • Promote a positive, inclusive culture aligned with CAVH’s mission and values. Ideal Candidates: • Bachelor’s degree in Human Resources, Business Administration, or related field required. • 3+ years of experience HR-related role • Advanced skills in Microsoft Office (Word, PowerPoint), Outlook, and HRIS systems. • Strong organizational, interpersonal, and communication skills. • Demonstrated discretion with confidential and sensitive information. • Familiarity with employment law, benefits administration, and HR policy writing. • Highly self-motivated with the ability to manage multiple priorities. • Bonus: SHRM member or HR certification. Benefits: • Competitive salary plus commission/bonus structure • Comprehensive medical, dental, vision, short-term and long-term disability insurance. • 401(k) with company match • Paid time off and holidays • Professional development and training opportunities Work Environment: ·       In office role with occasional travel to CAVH office locations Reporting Structure: ·       This role reports directly to the CEO, with dotted-line collaboration to the VP of Finance and Operations team. About CAVH HVAC We are a leading commercial HVAC material supplier.   Our goal is to effectively promote HVAC equipment sales in the commercial construction market while delivering exceptional service to our customers.