Director, Program Management ABOUT THE COMPANY In 2024, Northwest Pump celebrated its 65th year of service. Since our founding, we’ve grown from humble beginnings into a trusted name in the petroleum and industrial industry. Through the decades, our commitment to quality, integrity and our valued customers has remained the foundation of everything we do. Northwest Pump provides a wide range of distribution and service capabilities to fueling and industrial customers across the Western United States. The Company’s 350 employees serve nearly 6,000 customers across its growing 20 branch locations. Northwest Pump’s people-first culture is highly regarded for providing a broad product portfolio, consultative services, and leading fill rates. In late 2024, NW Pump joined forces with H.I.G. Capital to bring you even better support and customer service. H.I.G. is a global alternative investment firm with $66 billion of capital under management. This acquisition not only validates the company’s strength but also reflects its continued potential for growth under new ownership. ABOUT THE POSITION Reporting to the VP of Supply Chain Management, the Director, Program Management is the central architect for a series of high-impact initiatives aimed at unifying a rapidly growing distribution business. Following multiple acquisitions of service companies, you will drive the business transformation required to harmonize processes, modernize the systems landscape, and achieve operational scalability. This role requires a blend of strategic planning and hands-on execution to manage cross-functional workstreams from inception through stabilization. DUTIES & RESPONSIBILITIES Serve as the primary bridge between Finance, Operations, IT, Sales, Service, and HR to ensure all departments are aligned on transformation goals and interdependent milestones. Define comprehensive project scopes, detailed tasks, and realistic timelines for integrating acquired service entities into the core distributor model. Support IT in the transition of legacy workflows and disparate systems into a unified enterprise platform, ensuring data integrity and minimal business disruption. Proactively identify project risks and bottlenecks. Develop mitigation strategies and drive immediate resolutions to keep programs on track. Maintain a regular communication cadence with executive leadership, providing transparent reporting on program status, KPls, and value realization. Champion a "unified culture" by developing training materials and SOPs that help newly acquired teams adopt standard business processes. QUALIFICATIONS  Bachelor's degree specializing in business administration, Supply Chain, or a related field; or equivalent combination of education and experience. PMP certification preferred. 10+ years of experience in program or project management, ideally within post­merger integration (PMI) or large-scale business transformation environments. Robust understanding of ERP systems and project management/collaboration tools like Microsoft Project, SharePoint, etc. Exceptional ability to lead without authority and negotiate across departmental boundaries to achieve consensus. Effective at communicating, verbally and in writing, with all levels of stakeholders and coworkers Interested in Learning More? 180one has been retained by Northwest Pump to manage this search. If interested in learning more about the opportunity, please contact Nicole Brady at 503-699-0184 or via email at nicole@180one.com .

Vice President & Chief Human Resources Officer ABOUT THE COMPANY With roots dating back to 1938, The Papé Group is the West’s leading supplier of capital equipment solutions. Today, Papé operates across nine states with over 4,000 team members, proudly representing premier brands including John Deere, Kenworth, Hyster, Ditch Witch, and more. What sets Papé apart is its commitment to long-term relationships, both with customers and employees. As a fourth-generation, family-led business, Papé believes in the value of a handshake, the importance of service, and the impact of leadership that stays close to the work. ABOUT THE POSITION Reporting to the CEO of the Papé Group and residing in Eugene, Oregon, the VP & Chief Human Resources Officer (CHRO) serves as the organization’s senior leader responsible for developing and executing a people strategy that supports business performance, operational excellence, and a strong employee experience across a geographically dispersed, multi-site workforce. This leader will bring exceptional integrity, discretion, loyalty, and sound judgment, while building trust and credibility at every level of the organization—from frontline employees to executive leadership. The VP & CHRO will balance the operational needs of the business with employee engagement and workforce stability, ensuring the organization remains compliant, competitive, and well-positioned for growth. This role leads all HR functions, including labor relations, safety, recruiting, benefits, payroll, HRIS, onboarding, training, and performance management, while also serving as a key strategic partner in mergers and acquisitions and regular interactions with the company’s board. Essential Duties and Responsibilities Strategic Leadership & Culture Lead the continued development and execution of the company’s enterprise-wide HR strategy in alignment with business objectives, operational needs, and long-term growth plans. Serve as a trusted advisor to the CEO and executive leadership team on workforce planning, organizational effectiveness, leadership development, and employee relations. Champion a culture of integrity, accountability, respect, and performance while ensuring employees feel heard, supported, and engaged. Establish and maintain consistent HR practices across multiple locations and states while allowing for local operational needs. Compliance, Risk Management & Employment Law Ensure legal compliance across all employment-related areas, including wage and hour laws, payroll practices, employee classification, leaves of absence, and workplace policies. Partner with legal counsel and internal stakeholders to mitigate risk and ensure consistent application of employment law across 17 states. Oversee safety program alignment and compliance, ensuring workplace safety expectations are embedded into operational leadership and accountability. Lead investigations and resolution of complex employee relations matters with professionalism, confidentiality, and fairness. Total Rewards, Benefits & Retirement Plans Oversee benefits strategy and administration, including medical, dental, vision, disability, leave programs, and wellness offerings. Lead negotiation and management of benefits contracts and vendor relationships to ensure competitive offerings and cost effectiveness. Provide executive oversight for the company’s 401(k) plan, including vendor relationships, fiduciary compliance, plan governance, and employee communication. Partner with finance and executive leadership to manage labor and benefit costs while supporting retention and workforce stability. HRIS & HR Operations Develops and executes the HR technology strategy in collaboration with the CIO and CFO. Responsible for the HRIS vendor relationship, including selection, contract negotiation, implementation, optimization, and performance management. Ensure HR processes are efficient, scalable, compliant, and aligned across recruiting, onboarding, payroll, performance management, and reporting. Use metrics and workforce analytics to guide decision-making and improve outcomes. Talent Acquisition, Onboarding & Workforce Planning Oversee recruiting strategy and execution for hourly, salaried, leadership, and specialized roles across a multi-state footprint. Ensure onboarding processes are consistent, high-quality, and designed to improve early retention and productivity. Build workforce planning processes that support operational demands, business growth, and succession planning. Training, Leadership Development & Performance Management Recommend, select, and implement training programs for supervisors and managers, including: compliance training (harassment prevention, wage/hour, safety, union-related training) leadership and soft skills training (communication, coaching, accountability, conflict resolution) Establish leadership development practices that strengthen frontline leadership capability and reinforce company standards. Ensure performance management processes are practical, consistently applied, and drive accountability and employee development. Serves as a key advisor in helping guide and develop members of the emerging fifth generation, supporting thoughtful career pathing, leadership development, and integration into the business in alignment with company values and performance expectations. Mergers & Acquisitions (M&A) Lead HR due diligence and integration planning for mergers, acquisitions, and organizational growth initiatives. Evaluate workforce risks, compensation and benefits alignment, union implications, compliance exposure, and retention strategies. Drive integration of HR policies, culture, systems, and talent while maintaining business continuity and employee trust. Labor Relations & Union Negotiations Lead union strategy, labor relations, and negotiations, including preparation, bargaining, grievance management, and contract administration for approximately 100 employees. Maintain productive relationships with union representatives while protecting business continuity and operational flexibility. Provide guidance and coaching to leaders on union-related issues, discipline, and compliance with collective bargaining agreements. Team Leadership & Department Management Lead and develop a high-performing HR organization with functional responsibility for: Safety Recruiting Payroll Benefits HRIS Onboarding Performance Management Employee Relations Establish clear expectations, accountability, and development pathways for HR team members. Manage departmental budget, vendor performance, and service-level expectations. CANDIDATE PROFILE The ideal candidate brings a proven track record of executive leadership, strategic decision-making, and operational excellence within complex, growth-oriented organizations. Key qualifications include: Executive-level HR leadership experience in a multi-location, multi-state organization. Demonstrated success in building credibility with frontline employees and leaders at all levels. Strong working knowledge of employment law, wage and hour compliance, payroll practices, and workplace safety standards. Proven experience negotiating and managing vendor contracts, including HRIS, benefits providers, and retirement plan partners. Strong leadership training and development experience for supervisors and managers (compliance and soft skills). Robust M&A experience, including HR due diligence, integration, and organizational change management. High degree of integrity, discretion, loyalty, and sound judgment. Excellent communication, relationship-building, and conflict resolution skills. Preferred SPHR, SHRM-SCP, or similar credentials. Labor relations experience, including union contract negotiation and administration. Experience in distributed operations such as manufacturing, construction, industrial services, transportation, equipment, logistics, or other field-based environments. Demonstrated success scaling HR operations in a high-growth or acquisition-driven environment. Interested in Learning More? 180one is an executive search firm and is assisting Papé Group in this search. If interested in learning more about the opportunity, please contact Tom Haley / 503-334-1350 /  tom@180one.com  .