VP, Human Resources

About DAT

DAT is an award-winning employer of choice and a next-generation SaaS technology company that has been at the leading edge of innovation in transportation supply chain logistics for 45 years. We continue to transform the industry year over year, by deploying a suite of software solutions to millions of customers every day - customers who depend on DAT for the most relevant data and most accurate insights to help them make smarter business decisions and run their companies more profitably. We operate the largest marketplace of its kind in North America, with 400 million freights posted in 2022, and a database of $150 billion of annual global shipment market transaction data. Our headquarters are in Denver, CO, with additional offices in Missouri, Oregon, and Bangalore, India. For additional information, see www.DAT.com/company.

Job Application Deadline: 11/25/24

The Position:

DAT Freight & Analytics is seeking a strategic and visionary Vice President of Human Resources to drive the maturation and transformation of our HR function. People are truly DAT's most valuable asset and what propels our company to succeed and grow.  We are looking for a strong leader that can help us to continually create a climate of motivation and inspire our people to learn, grow and build careers at our company. Reporting directly to the CEO, this executive leader will play a pivotal role in shaping our people strategy to attract, develop, and retain top talent, aligning with DAT's core values of innovation, integrity, and customer commitment.

As the VP of HR, you will be responsible for fostering a culture of inclusion, engagement, and high performance that empowers our teammates to thrive. Through a deep understanding of the SaaS industry and a passion for building exceptional teams, you will collaborate closely with the executive team to develop and implement comprehensive HR initiatives that support our ambitious growth plans.

Key Responsibilities:

Expert Knowledge, Strategic Partnership, and Cross-Functional Leadership:

• Demonstrate deep expertise in human resources management and a comprehensive understanding of DAT's organizational functions and their interactions.
• Serve as a strategic advisor and partner to executive leadership, providing counsel on talent strategies that enable the achievement of overall business objectives and core values.
• Foster collaborative relationships with leaders across departments, developing solutions to complex organizational challenges that impact multiple functions or the broader firm.
• Act as a key member of the Executive Team, contributing to strategic discussions and driving solutions to challenges faced by business owners.
• Champion the creation of a great work environment and culture, advocating for employees' well-being, diversity, equity, and belonging.

Strategic Planning and Execution: 

• Develop medium-term (3 to 5 years) strategic plans and initiatives for the HR function, aligning with DAT's overall business strategy and objectives.
• Translate DAT's long-term organizational strategy into a comprehensive human capital management strategy, ensuring alignment across the HR function and broader organization.
• Provide strategic input and recommendations to shape the company's long-term vision and direction, particularly in areas related to talent management and organizational development.

Operational Leadership:

• Assume overall leadership and accountability for the HR function.
• Oversee the effective execution of HR strategies, policies, and programs, ensuring alignment with organizational goals and regulatory compliance.  
• Supervise and mentor HR professionals, fostering a high-performing, collaborative, and customer-centric team culture.
• Lead the development of DAT's performance management process and framework.
• Work with business leaders to build out a compensation framework and career levels across all locations.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field; advanced degree strongly preferred.
• Minimum of 15 years of progressive HR leadership experience at the executive level, with a proven track record of success in high-growth and large-scale organizations, preferably in the SaaS industry.
• Comprehensive knowledge of HR best practices, employment laws, and regulations, with a deep understanding of their impact on organizational operations.
• Strong strategic thinking and analytical skills, with the ability to translate data into actionable insights and recommendations for cross-functional initiatives.
• Exceptional leadership, communication, and interpersonal skills, with the ability to influence and collaborate across all levels of the organization.
• Demonstrated experience in leading and managing HR teams, fostering a culture of collaboration, and driving organizational change.
• HR-related certifications, such as SHRM-SCP, SPHR, or equivalent, are strongly preferred.

Why DAT?
DAT is an award winning employer of choice.

For starters, we have a hybrid work environment, but we also know what makes a great workplace. We have a time-tested and resolute set of operating values predicated on integrity, mutual respect, open communication, and executing with excellence. These values inform our strategic vision as much as any one of our products does. We’ve been an employer of choice in the Portland metropolitan area for four decades, and within one year of opening our Denver office, DAT was #26 on Built In Colorado’s 100 Best Places to Work In Colorado.

• Medical, Dental, Vision, Life, and AD&D insurance
• Parental Leave
• Up to 20 days of paid time off starting in year one
• An additional 10 holidays of paid time off per calendar year
• 401k matching (immediately vested)
• Employee Stock Purchase Plan
• Short- and Long-term disability sick leave
• Flexible Spending Accounts
• Health Savings Accounts
• Tuition Reimbursement Program
• Employee Assistance Program
• Additional programs - Employee Referral, Internal Recognition, and Wellness
• Free TriMet transit pass (Beaverton Office)
• Competitive salary and benefits package
• Work on impactful projects in a cutting-edge environment
• Collaborative and supportive team culture
• Opportunity to make a real difference in the trucking industry
• Employee Resource Groups

This position is not eligible for Visa sponsorship.

For Colorado-based candidates, in compliance with Colorado's Equal Pay for Equal Work Act, the minimum salary for this role is $235,000 + benefits. The maximum compensation for this role can vary significantly depending on your job-related skills and experience. DAT considers factors such as scope and responsibilities of the position, candidate's work experience, education and training, core skills, internal equity, and market and business elements when extending an offer.

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)