Job Details

We're looking for a Head of Teamaker Experience

Steven Smith Teamaker – an Inc. 5000 growth company with an international customer base – is looking for a high-performance professional to lead its Human Resources organization.

Our Company

Founded in 2009 by the legendary teamaker Steven Smith - who earlier founded Stash & Tazo - Smith has evolved to become one of the fastest growing beverage companies in the nation by consistently delivering our promise to “Enrich Lives, one exceptional tea experience at a time”. Our business is enabled by our integrated, omni-channel business model and operated by 100 Teamakers who thrive within our “Head, Heart and Hustle” culture.

The company sources >300 plant-based materials from 30 countries and produces >45 million servings a year in its Portland TeaWorks which are available through an omni-channel network of E-Commerce, Tasting Rooms, Restaurants and Retail locations in the US, Canada and Asia. As part of Nextworld Evergreen portfolio, a San Francisco based Private Equity firm providing growth equity to conscious consumer brands, Smith has consistently generated >25% Net Revenue growth over 7+ years, is EBITDA positive, and has a pipeline of customer and product initiatives to further accelerate profitable growth.

The Role

The head of Teamaker Experience leads the company's human resources functions, ensuring the cultivation of a high-performing and exceptional company culture. They drive HR strategies that align with the company's mission and values, fostering a positive and inclusive work environment. This role requires strategic leadership, a deep understanding of HR processes, and the ability to collaborate effectively with senior leadership to support organizational growth and employee development.

Key Responsibilities

Human Resource Strategy

• Partner with senior leadership to align HR strategies with the company's overall business goals and objectives.
• Lead or contribute to various HR projects, including diversity and inclusion efforts, employee satisfaction surveys, and organizational change programs.
• Lead the people-side of organizational changes, such as mergers, acquisitions, restructuring, or significant shifts in business strategy. Provide support to employees during periods of change, offering resources and communication to reduce uncertainty and improve morale.

Employee Relations:

• Act as a neutral party in resolving employee relations issues, offering guidance to both employees and management.
• Design and implement employee engagement strategies, including surveys, feedback sessions, and recognition programs.
• Advise managers on performance improvement plans, corrective actions, and disciplinary procedures to ensure compliance with company policy.

Performance Management:

• Lead the optimization of performance appraisal systems, including goal setting, feedback sessions, and employee development.
• Identify employee training needs and coordinate learning and development initiatives to ensure employees have access to growth opportunities.
• Collaborate with leadership to identify high-potential employees and develop succession plans for key roles.

Policy Development and Enforcement:

• Develop, revise, and enforce company policies related to HR, ensuring they align with legal requirements and organizational needs.
• Communicate policy changes to employees and ensure consistent implementation across all departments.

Organizational Development:

• Develop and implement strategies aimed at retaining top talent, including career progression paths, mentorship programs, and fostering a positive work environment.
• Contribute to strategic workforce planning, organizational structure development, and talent management initiatives.
• Support managers in improving team dynamics and organizational effectiveness.

Employee Recognition Programs:

• Develop and implement programs to recognize and reward employee achievements, fostering a culture of appreciation and motivation.
• Track and manage recognition initiatives, including awards and employee milestones.

Compensation and Benefits Analysis:

• Conduct salary and compensation analyses to ensure competitiveness with industry standards and company methodology.
• Collaborate with leadership to adjust compensation strategies and benefits offerings in alignment with organizational objectives.

Analytics and Reporting:

• Utilize HR metrics to provide insights into turnover, retention, and employee engagement.
• Prepare and present management reports on workforce data to support decision-making, such as strategic planning or compliance audits.

Internal Communications:

• Develop and manage internal communications to ensure employees are informed about company news, policy updates, and HR matters.

Process Improvement and Systems Optimization:

• Identify opportunities to streamline HR systems and process for continuous improvement for maximum efficiencies.
• Stay up to date on industry trends and recommend new or improved benefit programs that support employee engagement and retention.

Talent Acquisition & Recruitment Strategy:

• Lead the talent acquisition process to ensure Smith Tea attracts and retains top talent, including developing employer branding strategies and overseeing recruitment marketing efforts.
• Collaborate with hiring managers to design and execute effective recruitment plans.
• Oversee a comprehensive and engaging onboarding program to ensure new hires are effectively integrated into the company culture and their roles.

Crisis Management & Business Continuity:

• Play a key role in responding to workplace crises (e.g., employee emergencies, natural disasters, public relations issues) and ensuring employees are supported through difficult times.
• Support the HR aspects of the company's business continuity plan, ensuring the workforce is prepared for emergencies and interruptions.

Qualifications:

Education:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.

Experience:

• A minimum of 7-10 years of experience in human resources, with at least 3 years in a leadership or director role.
• Experience within a rapidly growing business environment, operated by a range of hourly workers
• Proven experience in employee relations, performance management, compensation and benefits, and HR strategy.
• Experience managing or implementing HR systems and HRIS platforms.

Technical Skills:

• Advanced proficiency in Microsoft Office Suite (especially Excel) for reporting, data analysis, and document preparation.
• Strong knowledge of HR software tools and payroll systems.
• In-depth understanding of federal, state, and local employment laws, tax regulations, and benefits programs.
• Experience with benefits administration platforms and managing open enrollment processes.

Soft Skills:

• Exceptional attention to detail with the ability to handle multiple priorities and meet deadlines.
• Excellent verbal and written communication skills for interacting with employees, vendors, and senior management.
• Strong critical thinking and problem-solving abilities, especially in conflict resolution and compliance-related matters.
• Customer service-oriented with a focus on delivering a positive experience to employees.
• High level of confidentiality and discretion in handling sensitive employee information.
• Ability to work both independently and collaboratively in a dynamic, fast-paced environment.

Personal Attributes:

• Strong organizational and time management skills.
• Proactive, solution-driven, and able to adapt to changes.
• Professional demeanor with the ability to manage sensitive situations with tact and diplomacy.
• Resilient under pressure and capable of managing stress, particularly during peak payroll or benefits periods.
• Collaborative, with a positive attitude and a strong team-oriented mindset.

Working Conditions:

• Full-time, permanent position.
• Office-based role with flexible working hours based on organizational needs and deadlines.
• Occasional remote work may be allowed according to company policies.

Location: Portland, Oregon

About Smith:

• Purpose: ENRICH LIVES, one exceptional tea experience at a time
• Business: Makers of artisanal teas, including Hot Teas, Iced Teas, Concentrates and Powders
• Business Model: Global Supply Chain, Integrated Manufacturing, Sales, Marketing, Distribution;
• Channels: E-Commerce, Tasting Rooms, Retail, Food Service
• Geography: US, Canada, Korea, Japan
• Scale: $20-25 million in Net Revenue; >30% CAGR over past 3 years; EBITDA Positive
• Employees: 100
• Values: Growth, Curiosity, Care, Interdependence, Integrity
• Culture: Head, Heart, Hustle
• Recognition: Inc. 5000, FT 500 (Americas), PBJ 100, PBJ Manufacturer of the Year, EY Entrepreneur of the Year (Finalist)
• Principal Investors: NextWorld Evergreen (www.nextworldevergreen.com)
• Compensation: competitive, and commensurate with experience and performance
• Benefits: Fully paid health care, generous PTO, 401(k) with match, and plenty of free tea