human resources vice president

Relate Search

<div>
 
 
 Vice President, Human Resources
 
 
 
 
 Northeast, Georgia
 
 
 
 
 Hybrid | 3 Days In-Office
 
 
 
 
 
 
 Relate Search has partnered with a high-growth, privately held organization in its search for a Vice President of Human Resources to serve as a strategic people leader during a period of continued expansion and organizational evolution. Reporting to the CHRO, this role will play a critical part in aligning talent strategy with business objectives while strengthening culture, leadership capability, and employee engagement across the enterprise.
 
 
 
 
 
 This position represents a unique succession opportunity where the Vice President of Human Resources will act as a trusted advisor to executive leadership, lead enterprise-wide people initiatives, and ensure the organization&rsquo;s workforce strategy supports sustained performance, accountability, and long-term growth.
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 Partner with executive and business unit leadership to shape organizational strategy through talent planning, succession management, leadership development, and change initiatives.
 </li>
 <li>
 Lead enterprise HR programs across employee engagement, talent acquisition, performance management, learning and development, and total rewards to support business performance and workforce connectivity.
 </li>
 <li>
 Drive adoption of a modern Human Capital Management (HCM) platform to strengthen workforce analytics, data integrity, and decision-making capabilities.
 </li>
 <li>
 Champion culture, employee experience, and engagement initiatives, leveraging workforce data and feedback to implement measurable, results-oriented improvements.
 </li>
 <li>
 Lead, coach, and develop a geographically distributed HR team while strengthening accountability, capability, and operational effectiveness across the function.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 <ul>
 <li>
 15+ years of progressive Human Resources leadership experience within a complex or growth-oriented organization.
 </li>
 <li>
 Demonstrated success partnering with senior executives to lead organizational change, scale people practices, and align HR strategy with business outcomes.
 </li>
 <li>
 Broad executive-level expertise across core HR disciplines including employee relations, talent management, talent acquisition, leadership development, and total rewards.
 </li>
 <li>
 Strong business and financial acumen with the ability to translate workforce strategy into measurable organizational impact.
 </li>
 <li>
 Bachelor&rsquo;s degree required; advanced degree and/or HR certification (e.g., SPHR, SHRM-SCP) preferred.
 </li>
 </ul>
 
 
 
 
 
 About Relate Search
 
 
 
 Relate Search is a Woman, Minority, and LGBTQIA+ owned executive and professional search firm dedicated to connecting top talent with meaningful opportunity. With deep expertise across Supply Chain &amp; Operations, Technology, Sales &amp; Marketing, Human Resources, and Accounting &amp; Finance, we deliver customized, people-first recruiting solutions that drive lasting impact.
 
 
 
 
 
 
 Equal Opportunity &amp; Diversity Statement
 
 
 
 Relate Search is proud to be an Equal Opportunity Employer. We value diversity and are committed to building inclusive teams where everyone belongs. All qualified applicants are encouraged to apply.
 
</div>

Vice President Human Resources

Vaco by Highspring

<div>
 
 Vice President, Human Resources
 
 
 
 Position Summary
 
 
 The Vice President of Human Resources provides executive leadership for all people-related functions across the organization. This role ensures that human capital strategies align with organizational goals, values, and regulatory requirements while fostering a high-performing, inclusive, and compliant workplace. The VP serves as a strategic advisor to senior leadership and champions a culture that supports employee engagement, development, and organizational effectiveness.
 
 
 
 Key Responsibilities
 
 <ul>
 <li>
 Provide strategic leadership and oversight of all human resources functions, including talent acquisition, compensation and benefits, employee relations, performance management, learning and development, and regulatory compliance.
 </li>
 <li>
 Partner with executive leadership to integrate people strategies into organizational planning, translating business objectives into actionable HR initiatives.
 </li>
 <li>
 Design and implement workforce planning and talent strategies to attract, develop, and retain top talent at all levels of the organization.
 </li>
 <li>
 Oversee the development and administration of competitive compensation and benefits programs that support employee well-being, motivation, and long-term organizational sustainability.
 </li>
 <li>
 Ensure organizational compliance with applicable federal, state, and local employment laws, accreditation standards, and reporting requirements; serve as a key liaison with legal and regulatory entities as needed.
 </li>
 <li>
 Promote and strengthen organizational culture through effective HR policies, employee engagement initiatives, training programs, career development opportunities, and fair employee relations practices.
 </li>
 <li>
 Leverage HR metrics and data analytics to assess program effectiveness, inform decision-making, and drive continuous improvement across people operations.
 
 </li>
 </ul>
 
 Education and Professional Experience
 
 <ul>
 <li>
 Master's degree preferred
 </li>
 <li>
 Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
 </li>
 <li>
 Minimum of 10-15 years of progressive HR experience, including 7-10 years in a senior or executive-level leadership role overseeing the HR function.
 </li>
 </ul>
 
 Skills, and Abilities
 
 <ul>
 <li>
 Strong proficiency with Microsoft Office applications, HRIS platforms, and related HR technologies
 </li>
 <li>
 Exceptional communication, interpersonal, consultation, and coaching skills, with the ability to influence and collaborate effectively across all organizational levels.
 </li>
 <li>
 Demonstrated strengths in strategic thinking, data analysis, project management, and problem-solving.
 </li>
 <li>
 Proven ability to build trust, gain buy-in, and lead change in complex organizational environments.
 </li>
 <li>
 Strong customer- and employee-centered mindset, with a commitment to fostering an inclusive, participative, and respectful workplace culture.
 </li>
 </ul>
</div>

Vice President of Human Resources

Planned Systems International

<div>Essential Functions and Job Responsibilities:
<div>
The Vice President for Clinical Staffing and Human Performance will be responsible for:</div><ul><li>
Overseeing the operations and P&amp;L of PSI&rsquo;s existing clinical staffing portfolio within MQS, MQS2-NG, DHS and VA ICSP. Each clinical staffing project manager will report to the Vice President.</li><li>
Growth of clinical staffing portfolio within MQS2-NG, VA ICSP, DHS and outside these contracts.</li><li>
Overseeing the operations and P&amp;L of PSI&rsquo;s existing human performance portfolio within H2F and SMIP contracts. Each human performance project manager will report to the Vice President.</li><li>
Growth of human performance portfolio beyond H2F and SMIP.</li><li>
Participating in business development efforts for PSI to include Rural Health Transformation Program opportunities.</li></ul>
Company Benefits:
<div>
PSI offers full-time, benefits eligible employees a competitive total compensation package that includes paid leave, and options for employer sponsored group medical, dental, vision, short-term and long-term disability, life insurance, AD&amp;D coverage, legal services, identity theft, and accident insurance. Flexible spending account and health saving account options offer pre-tax savings for qualified medical, dental, and vision expenses. The company sponsored 401(k) retirement plan has an employer contribution match that is immediately vested. We invest in the professional growth of our employees through professional courses, certifications, and tuition reimbursement programs.</div>
EEO Commitment:
<div>
It is company policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits, and termination, are made without regard to race, color, religion, age, sex, sexual orientation, pregnancy, gender identity, genetic information, national origin, citizenship status, veteran status, protected veteran status, disability, or any other characteristic protected by applicable federal, state, or local law.
 
 
Reasonable accommodations for applicants and employees with disabilities will be provided. If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources by emailing HRDepartment@plan-sys.com, or by dialing 703-575-8400.</div></div>

Vice President of Clinical Staffing and Human Performance

Texas A&M University

<div>Job Title
Associate Vice President, Human Resources
Agency
Prairie View A&amp;M University
Department
VP STRATEGY AND TRANSFORMATION
Proposed Minimum Salary
Commensurate
Job Location
Prairie View, Texas
Job Type
Staff
Job Description
-
Important Immigration information:
A Presidential proclamation issued on September 19, 2025, imposes a $100,000 fee on new H-1B petitions filed after September 21, 2025. Please be advised that Texas A&amp;M University will NOT pay this fee. Therefore, if you need immigration sponsorship for your employment, we recommend that you consult with your private immigration counsel at your own expense to ascertain whether your current immigration status would make a potential offer of employment from Texas A&amp;M University subject to this fee.
In addition, on January 27, 2026, Texas Governor Abbot issued a moratorium on the filing of any new H-1B unless approved by the Texas Workforce Commission. Accordingly, if you will now or in the future require sponsorship for employment visa status this moratorium may affect our ability to employ you should you be selected as the final candidate
-
Prairie View A&amp;M University invites applications and nominations for the position of Associate Vice President for Human Resources (AVP&ndash;HR). Reporting to the Senior Vice President for Strategy and Transformation, the AVP&ndash;HR is a senior executive leader and strategic partner responsible for advancing PVAMU&rsquo;s human capital strategy in direct alignment with Journey to Eminence (JTE) 2035.
The AVP&ndash;HR plays a critical role in translating institutional vision into an exceptional employee experience, one that attracts, develops, engages, and retains a high-performing, inclusive, and mission-driven workforce. As a key enabler of PVAMU&rsquo;s strategic goals, the AVP&ndash;HR will champion a culture where staff and faculty, in collaboration with the Office Faculty Affairs, are empowered to grow, innovate, and contribute meaningfully to the university&rsquo;s long-term impact and legacy.
This role is ideal for a forward-thinking HR executive who understands that organizational excellence begins with people and who can lead transformation with empathy, accountability, and strategic clarity.
The AVP&ndash;HR will align human resources strategy with institutional priorities outlined in JTE 2035. The AVP&ndash;HR will strengthen PVAMU&rsquo;s position as an employer of choice in Texas and beyond; build leadership capacity and succession pipelines that sustain excellence; foster an inclusive, engaging, and performance-driven culture; and enable institutional agility through modern HR systems, policies, and practices.
Why Prairie View A&amp;M University?
At Prairie View A&amp;M University, you will find more than a job, you will find purpose. As the Associate Vice President for Human Resources, you will help shape a people-first culture that fuels innovation, excellence, and transformation. You will join an institution where Being You Is Valued , where your leadership will support the growth of others, and where your contributions will leave a lasting imprint on a historic university advancing boldly toward Journey to Eminence 2035.
Responsibilities:
Strategic Leadership &amp; Vision:
<ul><li>Provide enterprise-wide leadership and oversight of all human resources functions in alignment with PVAMU&rsquo;s mission, core values, and JTE‑35 priorities.
</li><li>Serve as a key contributor to institutional strategy, ensuring human capital considerations are embedded in decision-making and transformation initiatives.
</li><li>Serve as advisor and thought partner to executive leadership in leveraging human talent to achieve the university vision.
</li></ul>Talent Acquisition &amp; Employer Value Proposition:
<ul><li>Advance PVAMU&rsquo;s Employer Value Proposition&mdash; Being You Is Valued &mdash;by designing and executing innovative recruitment and retention strategies.
</li><li>Strengthen employer branding to attract exceptional faculty and staff who are aligned with PVAMU&rsquo;s values and future-focused vision.
</li></ul>Employee Experience, Engagement &amp; Well-Being:
<ul><li>Lead the design of a holistic employee experience that supports engagement, belonging, wellness, and professional growth and fulfillment across the employee lifecycle.
</li><li>Champion inclusive practices that empower employees to own their authenticity and contribute at their highest level. 
</li></ul>Learning, Leadership &amp; Organizational Development:
<ul><li>Oversee the development and execution of professional development programs, leadership programs, and career pathways that support continuous learning, performance excellence, and succession planning.
</li><li>Build leadership capacity across the institution to sustain progress toward JTE‑35. 
</li></ul>Policy, Process &amp; HR Innovation:
<ul><li>Partner with senior leadership to modernize HR policies, systems, and service delivery models, leveraging technology and analytics to enhance effectiveness and transparency.
</li><li>Promote data-informed decision-making to support workforce planning and organizational outcomes. 
</li></ul>Performance Management &amp; Workplace Culture:
<ul><li>Provide executive guidance on performance management, employee engagement and relations, and conflict resolution to strengthen trust, equity, and accountability.
</li><li>Reinforce a culture of excellence, integrity, and shared responsibility. 
</li></ul>Compliance, Risk &amp; Governance:
<ul><li>Ensure compliance with federal, state, and Texas A&amp;M University System laws, regulations, and policies while advancing progressive and equitable HR practices.
</li><li>Proactively identify and mitigate institutional risk related to workforce matters. 
</li></ul>Collaborative &amp; Advisory Leadership:
<ul><li>Serve as a trusted advisor to campus leaders.
</li><li>Build strong partnerships across the university to co-create people-centered solutions that advance institutional effectiveness.
</li></ul>Required Education &amp; Experience:
<ul><li>Master&rsquo;s degree.
</li><li>Minimum of ten (10) years of progressive human resources leadership experience, including at least five (5) years in a senior or executive role.
</li></ul>Required Knowledge, Skills &amp; Abilities:
<ul><li>Demonstrated success in talent management, employee engagement, organizational development, and employee relations.
</li><li>Strong working knowledge of federal and state employment laws, regulatory compliance, and HR best practices.
</li><li>Proven ability to lead organizational change and cultivate cultures of collaboration, innovation, and accountability.
</li><li>Exceptional communication, interpersonal, and strategic problem-solving skills, with the ability to engage diverse stakeholders effectively.
</li></ul>Preferred Qualified Qualifications:
<ul><li>Master&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or a related field.
</li><li>Professional certification such as SHRM‑SCP, SPHR, or equivalent.
</li><li>Experience in higher education, the public sector, or other large, complex organizations.
</li><li>Demonstrated ability to align HR strategy with institutional or enterprise-wide strategic plans.
</li><li>Experience leveraging HR technologies, analytics, and dashboards to inform decision-making and measure impact.
</li></ul>Job Posting Close Date:
<ul><li>3/23/2026
</li></ul>Required Attachments:
Please attach all required documents listed below in the attachment box labeled as either &ldquo;Resume/CV or Resume/Cover Letter&rdquo; on the application. Multiple attachments may be included in the &ldquo;Resume/CV&rdquo; or Resume/Cover Letter&rdquo; attachment box. Any additional attachments provided outside of the required documents listed below are considered optional.
<ul><li>Resume or Curriculum Vitae
</li><li>Cover Letter
</li></ul>Application Submission Guidelines:
All applicants are required to apply via our Career Site on or before the closing date indicated on the job posting. Applicant inquiries received via email and websites such as Indeed, HigherEdJobs, etc. will not be considered unless the individual has applied to the available position via the PVAMU Career site.
The required documents listed in the above &quot;Required Attachments&quot; section must be attached to the application prior to the job closing date indicated to ensure full consideration for the application submitted. Please contact the Office of Human Resource on or before the closing date indicated above at 936-261-1730 or jobs@pvamu.edu should you need assistance with the online application process.
Please Note: The salary is determined in accordance with the University&rsquo;s compensation structure and will be commensurate with the candidates&rsquo; education and experience, within the assigned salary range for this position.
Background Check Requirements:
All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution&rsquo;s verification of credentials and/or other information required by the institution&rsquo;s procedures, including the completion of the criminal history check.
Equal Opportunity/Veterans/Disability Employer.</div>

Associate Vice President, Human Resources

Western Washington University

<div><div><div><div><div><div><div><div><div><div><div><div><div><div><div><div>Position Title</div> <div>Assistant to Associate Vice President for Human Resources</div>
</div> 
<div><div>About the University</div>
<div>
Western Washington University, with over 15,000 students in seven colleges and the graduate school, is nationally recognized for its educational programs, students and faculty. The campus is located in Bellingham, Washington, a coastal community of 90,000 overlooking Bellingham Bay, the San Juan Islands and the North Cascades Mountain range. The city lies 90 miles north of Seattle and 60 miles south of Vancouver, British Columbia. Western has additional sites in Anacortes, Bremerton, Everett, Port Angeles, and Poulsbo. Western is recognized nationally for its successes, such as being named one of the top public master's-granting institutions in the Pacific Northwest for 25 years in a row by U.S. News &amp; World Report.

Western Washington University is committed to achieving excellence through advancing inclusive success, increasing our Washington impact, and focusing on transformational education grounded in the liberal arts and sciences and based on innovative scholarship, research, and creative activity. Western's greatest strength is the outstanding students, faculty, staff, and alumni/ae who make up its community. Western supports an inclusive governance structure for all and provides a learning and working environment in which everyone can thrive. In pursuit of this excellence, individual employees are expected to establish and maintain productive and effective inclusive working relationships amongst diverse populations including staff, faculty, administration, student, and external constituents. Further, individual employees are expected to have the ability to operationalize sustainability concepts (economic, societal, environmental) into all aspects of performing their job duties.</div> 
</div> 
<div><div>About the Department</div> <div>Human Resources supports Western's mission, which states that together with our students, staff, and faculty, we are committed to making a positive impact in the state and the world with a shared focus on academic excellence and inclusive achievement. We encourage applications from women, people of color, people with disabilities, veterans, and other candidates from underrepresented backgrounds and with diverse experiences interested in this opportunity.</div>
</div> 
<div><div>About the Position</div>
<div>
The Assistant to the Associate Vice President for Human Resources (AVP for HR) serves as the confidential assistant to the AVP for HR and oversees the day-to-day operations of the AVP&rsquo;s office. Working with minimal supervision and guidance, performs diverse administrative and strategic support functions for the AVP, and assists with requests from the Vice President for Business and Financial Affairs, the President&rsquo;s office, the Cabinet, the Board of Trustees, and other senior executive leaders. Manages highly sensitive and confidential information. Uses judgment within generally established practices and policies to choose methods and techniques for problem-solving. Focuses on service excellence, strategic vision, innovation, and upholds Western&rsquo;s ethics, culture, and values.

This position will be required to be onsite; occasional remote work may be approved.</div> 
</div> 
<div><div>Required Qualifications</div>
<div><ul><li>Bachelor&rsquo;s degree or equivalent combination of education and experience.</li>
<li>Five years of progressively responsible administrative support experience, including senior level administrative support</li>
<li>Demonstrated ability to work independently and to use sound judgment and initiative</li>
<li>Ability to handle highly confidential and sensitive information and materials</li>
<li>Demonstrated excellent and professional customer service skills</li>
<li>Demonstrated intermediate experience working with Microsoft Word, Excel, PowerPoint, and Visio</li>
<li>Demonstrated knowledge of web-based programs and database systems; ability to learn new software quickly and efficiently</li>
<li>Demonstrated effective organizational and time management skills.</li>
<li>Ability to assess needs, identify objectives, and collect/record relevant information for scheduling</li>
<li>Experience in the maintenance of confidential records and knowledge of office management principles and procedures</li>
<li>Excellent organizational, detail-oriented and interpersonal skills with demonstrated ability to navigate successfully in a fast paced, multi-tasking and dynamic organization</li>
<li>Knowledge of budget management</li>
</ul>
</div></div> 
<div><div>Preferred Qualifications</div>
<div><ul><li>Demonstrated Experience working with HR Platforms and Technologies such as Ellucian, Banner Enterprise Resource Planning system, Page Up, online recruitment systems, etc.</li>
<li>Experience working in public higher education</li>
<li>Publisher</li>
<li>NIMS training</li>
</ul>
</div></div> 
<div><div>Conditions of Employment</div> <div>All employees must comply with our Immunization policies, including Proof of Rubeola Measles Immunity within 60-days of hire. Please reach out to HR@wwu.edu if you need information regarding medical or religious exemption and applicable accommodations.</div>
</div> 
<div><div>Salary</div> <div>Hiring range is $76,827 - $88,350/year depending on qualifications and experience. Through longevity position tops out at $99,874/year.</div>
</div> 
<div><div>Benefits Information</div>
<div>
Benefits Overview for Administrative Professional Position.</div> 
</div> 
<div><div>Application Instructions</div>
<div>
Application materials should address your experience related to the position responsibilities and the required and preferred qualifications.</div> 
</div> 
<div><div>Closing Date Notes</div> <div>Position closes 03/23/2026 at 11:55 pm.</div>
</div> 
</div></div><div><div><div><div>Western Washington University (WWU) is an equal opportunity employer. In compliance with applicable laws, WWU does not discriminate on the basis of race, ethnicity, color, national origin, age, citizenship or immigration status, pregnancy, use of protective leave, genetic status, sex, sexual orientation, gender identity, gender expression, marital status, creed, religion, veteran or military status, disability or the use of a trained guide dog or service animal (including a service animal in training) by a person with a disability, or any other characteristic protected by federal, state, or local law, in its programs or activities, including employment, admissions, and educational programs. See WWU&rsquo;s Policies on Prohibiting Discrimination Based on A Protected Class and Prohibiting Discrimination Based on Sex. Inquiries may be directed to the Office of Civil Rights and Title IX Compliance, Title IX and ADA Coordinator, Western Washington University, Old Main 126 (MS 9021), 516 High Street, Bellingham, WA 98225; 360.650.3307 (voice) or 711 (Washington Relay); crtc@wwu.edu

WWU is committed to providing reasonable accommodations to qualified individuals with disabilities upon request. To request this document in an alternate format or to request an accommodation, please contact Human Resources Disability Services, 360.650.3751 or 711 (Washington Relay).

Annual Security and Fire Safety Report: This report is provided pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (&quot;The Clery Act&quot;). It includes statistics for the previous three calendar years concerning reported crimes that occurred on Western's campus; in certain off-campus buildings or property owned or controlled by Western; and on public property within, or immediately adjacent to and accessible from, the campus. The report also includes institutional policies concerning campus security, such as policies concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters. You can obtain a copy of this report in printed or alternate formats by contacting the Office of Student Life at student.life@wwu.edu. The report can be found at: Annual Security and Fire Safety Report.

All new employees must comply with the immunization policy and show employment eligibility verification as required by the U.S. Citizen and Immigration Service before beginning work at WWU. A thorough background check will be conducted on all new hires which includes a sexual misconduct background check.</div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div>

Assistant to Associate Vice President for Human Resources

Ashley Furniture Industries

<div>Job Summary

The VP / SVP of Human Resources - Operations is a strategic, executive-level role responsible for setting and executing the comprehensive HR strategy for Ashley&rsquo;s operational divisions in the United States: Manufacturing (approximately 6,500+ employees), Distribution (approximately 2,000+ employees), and Transportation (approximately 1,500 employees). 


This leader will serve as a key business partner, reporting to the CHRO and working closely with the EVP of Manufacturing and the EVP of Distribution/Transportation to drive operational excellence, foster a high-performance, values-driven culture, and prepare the workforce for the future through strategic talent management and technology adoption, including Artificial Intelligence (AI). This role demands a dynamic, influential, and charismatic leader with superior HR expertise and a proven track record of leading large, complex, and geographically dispersed workforces. 


Key Responsibilities and Accountabilities: 


1. Strategic HR Leadership &amp; Partnership
<ul>
<li>Strategy Development: Develop, communicate, and execute a multi-year HR strategy for Operations that is directly aligned with the overall AFI/ADS business strategy, focusing on productivity, efficiency, safety, and continuous improvement.</li>
<li>Executive Influence: Act as a trusted strategic advisor to the EVP of Manufacturing and EVP of Distribution/Transportation, providing expert counsel on organizational design, workforce planning, employee relations, and change management.</li>
<li>Talent Acquisition &amp; Planning: Partner with the Vice President of Talent Acquisition to oversee and enhance talent acquisition strategies to efficiently recruit, onboard, and retain high-volume, skilled operational employees and drivers, ensuring a robust pipeline for all key roles.</li>
<li>Performance Management: Design and implement performance management systems that drive accountability, recognize excellence, and cultivate a performance-driven culture across all operational functions.</li>
</ul>
2. Culture, Values, and Employee Experience
<ul>
<li>Values Leadership: Champion Ashley's Core &amp; Growth Values throughout the operations workforce, ensuring HR policies and practices reflect the company's commitment to Honesty, Integrity, Passion, Drive, Discipline, Continuous Improvement, and &ldquo;Dirty Fingernail&rdquo; (our Core Values), and Leadership, Customer Centric, and Boundaryless (our Growth Values).</li>
<li>Engagement &amp; Retention: Develop and lead programs to significantly improve employee engagement, satisfaction, and retention in the manufacturing, distribution, and transportation environments.</li>
<li>Charismatic Leadership: Utilize charisma and influence to inspire confidence, build strong relationships with frontline leaders and employees, and effectively navigate complex employee relations and organizational change initiatives.</li>
</ul>
3. Operational Excellence and AI Adoption
<ul>
<li>HR Technology &amp; Innovation: Possess deep knowledge of and champion the adoption of Artificial Intelligence (AI) and other emerging technologies within the HR function (e.g., AI-driven recruiting, predictive analytics for turnover, optimized scheduling, enhanced training modules) to improve efficiency and employee experience.</li>
<li>Data-Driven Decision Making: Utilize HR analytics and metrics (e.g., turnover, cost-per-hire, safety incidents, training effectiveness) to inform decision-making, measure program ROI, and proactively identify operational risks and opportunities.</li>
<li>Total Rewards: Design and manage competitive compensation and incentive programs tailored to the unique labor markets of manufacturing, distribution, and transportation, ensuring programs foster commitment and drive results.</li>
<li>Compliance &amp; Risk: Ensure complete federal, state, and local regulatory compliance across all operational HR practices, mitigating legal and financial risks, especially in areas like DOT regulations and manufacturing safety.</li></ul> 


Core Competencies: 


Strategic HR Knowledge Superiority

Deep, comprehensive expertise across all HR disciplines with proven ability to translate business strategy into executable HR action plans.

Charisma and Executive Presence

An inspiring, approachable, and authentic leader who can build rapport quickly, communicate effectively at all levels, and galvanize large, diverse teams toward a common goal.

Influence and Negotiation

Exceptional ability to persuade, build consensus among executive peers and operational VPs, and effectively manage complex employee relations matters.

Operations Acumen

A strong understanding of the business drivers, processes, challenges, and cultural dynamics within large-scale, high-volume manufacturing, logistics, and transportation environments.

AI and Digital HR Leadership

Demonstrable knowledge of current and emerging AI applications in HR and operations; a forward-thinking mindset for adopting technology to drive efficiency and organizational capability.

Talent Architect

Proven ability to design and implement superior leadership development, succession planning, and performance systems tailored for a blue-collar and driver workforce. 


Required Qualifications
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field. Master's degree preferred.</li>
<li>Minimum of 15+ years of progressive HR experience, with at least 5 years in a Senior Vice President, VP, or CHRO role leading HR for a large-scale, multi-site operational organization (manufacturing, distribution, logistics, or similar industrial environment).</li>
<li>Mandatory experience supporting a workforce of 5,000+ employees, including significant experience with non-exempt, hourly, and driver populations.</li>
<li>Proven track record of success in transforming HR organizations and leading significant change management efforts.</li>
<li>Demonstrable experience with and understanding of leveraging technology, data analytics, and Artificial Intelligence in the HR function.</li>
<li>Travel is required to visit all facilities.</li></ul> 


***If you apply to this posting, please make sure to complete the following Wonderlic assessment. Only applicants who complete the assessment will be considered for the position. 


https://apply.select.wonderlic.com/479NU9/Ashley-Furniture 


This is an onsite, in-office role based in Advance, NC. This is not a hybrid or remote position. Relocation is provided to any out of state candidates willing to relocate. These terms are non-negotiable.</div>

SVP/VP Human Resources, Operations

Hyatt

<div>
 
 Organization- Hyatt Corporate Office
 
 
 
 
 Summary
 
 
 
 
 The Opportunity
 
 
 
 Hyatt Hotels Corporation seeks an enthusiastic Vice President to lead our Corporate HR team. In this role, you will serve as a trusted partner to senior leadership and partner with the corporate functions teams, where you&rsquo;ll be instrumental in continuing to make Hyatt a leading hospitality company. You will be part of a team that is passionate about our purpose, committed to nurturing curiosity and new skills, and building connections across the organization with colleagues, customers, and guests.
 
 
 
 Who We Are
 
 
 
 At Hyatt, we believe in the power of belonging and creating a culture of care, where our colleagues become family. Since 1957, our colleagues and our guests have been at the heart of our business and helped Hyatt become one of the best, and fastest growing hospitality brands in the world. Our transformative growth and the addition of new hotels, brands and business lines can open the door for exciting career and growth opportunities to our colleagues.
 
 
 As we continue to grow, we never lose sight of what&rsquo;s most important: People. We turn trips into journeys, encounters into experiences and jobs into careers.
 
 
 
 Why Now?
 
 
 
 This is an exciting time to be at Hyatt. We are growing rapidly and are looking for passionate changemakers to be a part of our journey. The hospitality industry is resilient and continues to offer dynamic opportunities for upward mobility, and Hyatt is no exception.
 
 
 
 How We Care For Our People
 
 
 
 What sets us apart is our purpose&mdash;to care for people so they can be their best. Every business decision is made through the lens of our purpose, and it informs how we have and will continue to support each other as members of the Hyatt family. Our care for our colleagues is the key to our success. We&rsquo;re proud to have earned a place on Fortune&rsquo;s prestigious 100 Best Companies to Work For&reg; list for the last ten years. This recognition is a testament to the tremendous way our Hyatt family continues to come together to care for one another, our commitment to a culture of inclusivity, empathy and respect, and making sure everyone feels like they belong.
 
 
 We&rsquo;re proud to offer exceptional corporate benefits which include:
 
 
 <ul>
 <li>
 Annual allotment of free hotel stays at Hyatt hotels globally
 </li>
 <li>
 Flexible work schedule
 </li>
 <li>
 Work-life benefits including wellbeing initiatives such as a complimentary Headspace subscription, and a discount at the on-site fitness center
 </li>
 <li>
 A global family assistance policy with paid time off following the birth or adoption of a child as well as financial assistance for adoption
 </li>
 <li>
 Paid Time Off, Medical, Dental, Vision, 401K with company match
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 As our ideal candidate, you understand the power and purpose of our culture of care, and embody our core values of Empathy, Inclusion, Integrity, Experimentation, Respect and Wellbeing. You enjoy working with others, are results driven and are looking for a variety of opportunities to develop personally and professionally.
 
 
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 The Role
 
 
 
 The Vice President, Corporate Human Resources is a key member of Hyatt&rsquo;s global HR leadership team and serves as a trusted partner to senior corporate leaders. This role leads the execution of forward-looking talent strategies that enable long-term business success and organizational effectiveness.
 
 
 The VP, Corporate HR has comprehensive HR business partner responsibility for the Finance, Legal, Human Resources, Growth, and Commercial Services functions. In addition, the role provides oversight of Hyatt&rsquo;s Corporate Headquarters operations, ensuring the workplace environment supports collaboration, engagement, and high performance for colleagues and visitors alike.The position leads a team of five direct reports and an overall organization of approximately 53 colleagues across HR, Facilities, and Culinary functions.
 
 
 Key Responsibilities:
 
 
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 Accountable for the execution of multi-year talent strategies aligned with business priorities.
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 Partner with senior leaders to drive organizational design, workforce planning, and transformation initiatives that enable business priorities and enhance agility and efficiency.
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 Serve as a trusted advisor to senior leaders on corporate functions matters.
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 Deliver development strategies, including succession planning, organizational development, and capability building in the corporate functions
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 Champion a high-performing culture that supports attraction, engagement, and retention.
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 Lead, develop and inspire a high-performing team of HR, and Culinary &amp; Facilities professionals, ensuring excellence in execution and delivery of services
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 Provide senior leadership oversight of Corporate Headquarters operations, delivering a safe, collaborative, and welcoming workplace environment.
 
 
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 Qualifications
 
 
 
 
 Experience Required:
 
 
 
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 The successful candidate will be a proven, enterprise-level HR leader with a track record of impact in complex, matrixed organizations recognized for innovation and excellence.
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 15+ years of progressive human resources experience, including at least 5 years leading teams in complex business environments.
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 Demonstrated success leading functional transformation initiatives, including organizational design, operating model evolution, and change management.
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 Strong generalist HR background with deep expertise in talent management, organizational development, cultural transformation, and executive partnership.
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 Proven ability to balance strategic vision with operational excellence and disciplined execution.
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 Exceptional communication, listening, and influencing skills, with the ability to build trust and alignment across diverse stakeholders.
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 Enterprise mindset with an understanding of cultural diversity across regions and markets.
 
 
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 Experience Preferred:
 
 
 
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 Bachelor&rsquo;s degree in human resources or business-related field.
 
 
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 The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.
 
 
 ________________________________________
 
 
 We welcome you:
 
 
 Research shows that individuals tend to apply to jobs, only if they meet all the listed job qualifications. Unsure if you check every box, but feeling inspired to enhance your career? Apply. We&rsquo;d love to consider your unique experiences and how you could make Hyatt even better.
 
 
 
 The salary range for this position is $202,500 - $270,000. This position is also eligible to earn an annual bonus. The final pay rate/salary offered to the successful candidate will depend on experience, skill level and other qualifications for the role, as well as the location of the performance of work. Pay for the successful candidate will meet local requirements, including the local minimum wage rate.
 
 
 
 We value our relationship with recruitment partners and require that agencies contact us first before submitting any candidates. Hyatt will not be responsible for any fees and obligations associated with unsolicited submissions unless a formal agreement is in place.
</div>

Vice President, Corporate Human Resources (Onsite/Hybrid opportunity)

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