Head of People and Culture

Based in Downtown Nashville, SiLo started in 2020 with a mission of “Redefining the brokers role and capabilities in the supply chain.” SiLo is a founder - funded, debt free company that has been able to grow since 2020 to an office of 56 people, growing in all key metrics year over year by being focused on being easy to do business with and following our north star of responsible growth. Despite the current freight market and macroeconomic climate SiLo has continued to be able to sustain growth. SiLo is a people first, partner first, and performance driven culture that embraces our core values in all that we do that enables us to not only grown our external partnerships, but also allows us to grow and promote our people from within to provide an opportunity for individuals to learn, apply, grow and challenge themselves to stretch their potential. We are able to execute on this by providing a robust training program while also promoting a culture of constructive feedback that flows in both directions in the organizational chart. We firmly believe that feedback is a gift and embrace feedback from all directions and individuals that allows us to get 1% better each day.

We are laser focused on 3 things:

1) OUR MISSION - Redefine the broker’s role and capabilities in the supply chain. For Shippers (our Clients), that means proving that we can consistently execute and provide solutions on their most complex and time-critical shipment needs.

• For Carriers (our Service Deliverers), they can rely on us earning their trust that our actions to support them will be equal to those for our Shippers. If our Carrier partners aren’t winning, nobody is winning.
• For our SiLo team (You!) You’ll never be asked to do anything other than execute our mission for our Shippers and Carriers through a performance based culture built around diversity, inclusion and objective merit-based rewards.

2) OUR CORE VALUES - these values will be the sole determining factor of whether we fit you and you fit us. We don’t have long lists of rules or volumes of policies. We rely on our team members to be professionals in every sense of the word by consistently embodying our core values across engagements with all our Partner stakeholders.

3) YOUR SUCCESS - We believe that it is our leaders responsibility to set each team member up for success. We execute on this by setting expectations, clearly laying out the resources available to each team member to reach those expectations and transparently letting each team member know, on a consistent basis, where they stand to the expectations. It is our job to put each team member in the right seat and we are committed to hiring team members who are curious, humble, team players who are driven by executing, knowing that through that execution they will have the ability to earn above the industry average in pay. We also offer each team member the opportunity to hold equity, in the form of units, as an incentive to owning and understanding that their individual success, leads to their teams success and ultimately the company’s overall success.

You can find us at www.shipsilo.com and check out our Careers page video.

We are seeking to hire a new key member to SiLo's Leadership Team as the Head of People and Culture. With currently 56 total team members and adding more through the end of this year, this role is key to our overall continued growth and financial success.

This role is requires a daily, in office presence.

Responsibilities:

• Consistently embody the Company’s core values of Partnership, Accountability, Diligence, Adaptability, and Trust. All we do with our teams are embedded in these values and a key element of this role’s north star.
• This role is a Player/Coach/Organization Leader all in one and will report to the Company’s Chief Operating Officer. Initially, there will be 1 direct report to this role (Recruiter/HR Generalist).
• Maintain high level understanding/awareness/learning of SiLo’s business elements and rhythms (Business model, Revenue generation, Operations, Culture, and Organization).
• Working in coordination with the Leadership Team to develop and execute the organization’s people strategy, particularly as it relates to Culture, Performance Management, Diversity and Inclusion efforts, Management/Leadership skill development, current and future talent needs, Recruiting, Retention, Succession Planning, Benefits, and Compensation.
• Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions/issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, employee related investigations, policy violations, values and culture alignment, etc.
• Understands capability and utilization needs of external resources such as legal and HR consulting. Can determine appropriateness of circumstances where such external resources may be necessary and make such recommendations effectively to Leadership.
• Manages and conducts syncs and reviews with both new hires and existing employees on a regular basis and shares with department heads to ensure that employees are being supported and set up for performance success by the organization.
• Manages documentation of all employee files, including but not limited to, employment agreements, documentation of any employee incidents along with all promotion and advancement documentation.
• Leads the annual process of benefits review and selection (primarily Medical, Dental, Life, etc.) and plays a role in those benefit administration processes. Works with current and prospective benefit vendors and providers. Trains and supports employees utilization of self service tools in the benefits area. Is part of the 401k committee to assist in the evaluation and management of those related processes.
• Manages the talent acquisition process, which will include recruitment, resume review, interviewing, and hiring of qualified job applicants; collaborates with all management and supervisory staff to understand skills and competencies required for openings.
• Analyzes trends in compensation. Researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Advises and may oversee/participate in employee certain meetings (investigations, corrective actions, employee discharge, etc).
• Maintains compliance with federal, state, and local employment laws and regulations.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Qualifications:

• Comfortable, competent and willing to dive in as Player/Coach/Organization Leader on a daily basis
• 3+ years experience with high level Senior HR Leadership responsibilities required.. Progressive roles as a Manager, Sr. HRBP, Sr. Mgr., or Director will be considered.
• Must have deep experience or strong working knowledge of Benefits, Compensation, Recruiting, Employee Relations, Skill Development, and Diversity/Inclusion.
• Highest level of Emotional IQ required - this will be the key foundation to overall professional maturity, sound judgment, good instincts, action orientation, balancing employee and business advocacy, values committment, and understanding what’s “the right thing to do” in all people related matters.
• Required experience with a high performance culture based on quality leadership reviews/discussions, frequent feedback/exchange, consistent support/coaching, and decisive action. Experience in a Sales/Account Management focused environment is a plus..
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent skills with G-Suite, Microsoft Office Suite and HR related software.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability and commitment to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Familiarity/experience with HR platforms such as Gusto, Employee Navigator, Human Interest for 401k, and Ameriflex all a plus but not required.
• Human Resources Certifications including SHRM-CP, SHRM-, PHR, SPHR are preferred.

Competitive earnings based on experience and skill set with company equity included in compensation package.