Vice President, Culture

About this role

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.

Salary: $290- $355K

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 comm

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