senior hr leader

Northwest Permanente, P.C

<div>Overview:
<div>
The Executive Human Resources Leader provides organization-wide leadership for Northwest Permanente&rsquo;s (NWP) human resources strategy, operations, and governance in support of a physician-led, integrated medical group. This role serves as the senior-most operational HR leader and a key strategic advisor to clinical and non-clinical leadership. 
 
The Executive Human Resources Leader translates organizational and people strategies into actionable, sustainable solutions that enable clinical excellence, workforce sustainability, and organizational effectiveness within a highly regulated healthcare environment. This role works closely with the Chief People Officer (CPO) to inform, influence, and operationalize people priorities. 
 
Serving as a strategic business partner, the Executive Human Resources Leader provides oversight for all HR functions, including total rewards, payroll, talent acquisition, engagement, inclusion, graduate medical education, HRIS, wellness, HR consulting, training, and professional development. This role leads the long-range people and workforce planning with particular emphasis on clinician workforce sustainability, talent management, employee relations, total rewards, organizational effectiveness, and compliance.
 
 
As a new addition to the HR organization, the final title, scope, and reporting structure for this role may be determined based on experience, organizational needs, and alignment with enterprise leadership expectations.</div><div> 
</div><div>Key Responsibilities - 
 
Strategic HR Leadership &amp; Organizational Alignment</div><ul><li>
Lead the design, implementation, and ongoing evolution of NWP&rsquo;s people strategy in alignment with organizational priorities, operational goals, and long-range business plans.</li><li>
Serve as a trusted strategic advisor to the CPO, executive, clinical and non-clinical leadership on workforce, culture, and organizational capability matters.</li><li>
Collaborate with regional and national HR partners to ensure consistency with broader Kaiser Permanente or Permanente Medical Group frameworks while meeting Northwest Permanente-specific needs.</li><li>
Partner closely with the CPO to prepare organizational people strategy recommendations, executive-level insights, and materials for Executive Council and Board consideration.</li><li>
Drive organizational alignment by embedding people strategy into operational planning, decision-making, and change initiatives across the organization.</li></ul><div>
Human Resources Strategy &amp; Operational Governance</div><ul><li>
Establish and leverage HR performance metrics and dashboards that inform executive decision-making, and organizational health.</li><li>
Lead talent management strategies, including succession planning, leadership development, performance management, and employee engagement.</li><li>
Oversee the design and governance of compensation, benefits, and total rewards programs to ensure market competitiveness, internal equity, and fiscal sustainability.</li><li>
Serve as an organizational steward of ethical, inclusive, and legally compliant HR practices, ensuring risk mitigation and regulatory adherence.</li><li>
Provide executive oversight of complex employee relations matters, including high-risk investigations and conflict resolution.</li><li>
Act with delegated organizational authority on high-impact employment risk and compliance decisions.</li></ul><div>
Organizational Effectiveness &amp; Change Leadership</div><ul><li>
Lead organizational development and change initiatives that strengthen leadership capability, accountability, and culture.</li><li>
Support clinician and non-clinician workforce sustainability through strategic workforce planning, engagement, and talent retention initiatives.</li><li>
Act as a thought partner to leaders navigating growth, transformation, and changing workforce needs.</li></ul><div>
Team Leadership</div><ul><li>
Direct and optimize HR functions and resources, including budget oversight, leadership of 50+ direct and indirect reports, and alignment of HR structure and programs with organizational priorities.</li><li>
Align HR structure, resources, and capabilities with organizational priorities and evolving needs.</li><li>
Drive consistent, high-quality internal customer experience across the organization.</li><li>
Foster a culture of collaboration, accountability, inclusion, compliance, and continuous improvement within the HR function and across the organization.</li></ul><div>
Education, Certifications and Related Experience - 
 
Minimum Requirements:</div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field required.</li><li>
Minimum of 15 years of progressive HR leadership, ideally within a healthcare system or a highly credentialed professional services environment (e.g., law or academia).</li><li>
Minimum of 5 years partnering with senior leaders and overseeing enterprise-level people strategies.</li><li>
Proven success leading complex, organization-wide HR initiatives, including workforce planning, organizational design, leadership development, and compliance.</li><li>
Experience leading multi-functional HR teams, including Talent Acquisition, Total Rewards, HR Consulting, and Learning &amp; Development.</li><li>
Deep knowledge of employment law and HR compliance, preferably in healthcare settings.</li><li>
Demonstrated sound judgment in complex, high-risk situations, and ambiguous situations.</li><li>
Exceptional executive communication, influence, and relationship-building skills.</li></ul><div>
Preferred Requirements:</div><ul><li>
Master&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>
10 years of experience partnering with C-suite executive leaders.</li><li>
10 years demonstrated experience serving as a principal HR leader with enterprise-wide authority.</li><li>
Senior-level HR certification (e.g., SHRM-SCP, SPHR) preferred.</li></ul><div></div><div> 
Company Overview 
Northwest Permanente is the largest self-governed, physician-led, multi-specialty group with over 1,500 physicians, surgeons, and clinicians caring for over 600,000 members in Oregon and Southwest Washington. Kaiser Permanente is one of the nation's preeminent health care systems, a benchmark for comprehensive, integrated, value-based, and high-quality care. 
 
Equal Opportunity Employer 
Northwest Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.</div></div><div></div>

Executive Human Resources Leader

The Midtown Group

<div>
 
 We are actively interviewing for the full time job.
 
 
 
 
 
 
 About the Role
 
 
 
 As a senior leader within the HR Department, you will work closely with the VP of Human Resources to champion the entire employee life cycle.
 
 
 
 
 
 This role is critical in aligning HR strategy with broader corporate goals, overseeing everything from talent acquisition and employee engagement to compliance, benefits administration, and performance management. If you are an experienced HR professional who thrives in a dynamic environment and excels at both high-level strategy and vital daily operations, this is a phenomenal opportunity to make a lasting impact.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 
 Strategic Leadership:
 
 Collaborate with executive leadership to align HR strategies with corporate staffing, recruiting, and retention objectives. Provide guidance to supervisors and managers on complex employee relations issues.
 </li>
 <li>
 
 Talent Acquisition &amp; Onboarding:
 
 Lead the full-cycle recruiting process, including ATS management, job postings, interviewing, and background checks. Conduct comprehensive new-hire onboarding, ensuring accurate HRIS data entry and leading initial compliance training (Customer Service, Harassment, GDPR).
 </li>
 <li>
 
 Employee Engagement &amp; Performance:
 
 Oversee retention programs, internal communications, and corporate events. Manage the employee performance platform, ensuring data accuracy, reviewing evaluations, and guiding managers on setting SMART goals.
 </li>
 <li>
 
 Benefits &amp; Payroll Administration:
 
 Administer employee benefits programs including orientations, Open Enrollment, Employee Navigator, and FMLA documentation. Serve as the primary backup for the Payroll &amp; Benefits Coordinator, assisting with bi-weekly payroll and ensuring precise reporting to the accounting department.
 </li>
 <li>
 
 Compliance &amp; Operations:
 
 Maintain strict compliance with federal, state, and local employment laws, as well as general HR best practices. Develop, review, and implement updated office procedures and HR policies.
 </li>
 <li>
 
 Reporting &amp; Records Management:
 
 Maintain highly accurate personnel files and HRIS records. Prepare and analyze monthly turnover reports for regional and U.S. offices.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Requirements
 
 
 <ul>
 <li>
 
 Education:
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a closely related field required.
 </li>
 <li>
 
 Experience:
 
 7&ndash;10 years of progressive HR leadership experience, encompassing payroll administration, benefits, employee relations, and team engagement.
 </li>
 <li>
 
 Technical Skills:
 
 Advanced proficiency in Microsoft Office (particularly Excel) and extensive experience navigating HRIS platforms and benefits administration tools.
 </li>
 <li>
 
 Certifications:
 
 PHR or SPHR certification is highly preferred.
 </li>
 <li>
 
 Soft Skills:
 
 Exceptional attention to detail, strong organizational abilities, and the capacity to prioritize competing deadlines. Outstanding interpersonal and communication skills with a proven track record of working effectively in a team-oriented environment.
 </li>
 </ul>
 
 
</div>

Senior Human Resources Manager

Lions Automobilia Foundation

About the CompanyPrice Transfer, Inc. is a trusted leader in transportation, logistics, and supply chain services headquartered in Rancho Dominguez, California. With decades of operational experience, Price Transfer has built a strong reputation for reliability, safety, and operational excellence while supporting customers across California and the United States.Price Transfer operates in collaboration with affiliated companies that together support complex logistics, warehousing, and transportation services. Through strong operational partnerships and a shared commitment to service, these organizations deliver integrated logistics solutions while maintaining high standards of compliance, safety, and customer service.At Price Transfer, we recognize that our employees are the foundation of our success. Our organization is committed to building a culture rooted in accountability, teamwork, and continuous improvement while ensuring a safe and compliant workplace for all employees.MissionTo deliver dependable transportation and logistics solutions while maintaining the highest standards of safety, compliance, and operational excellence.VisionTo build a high-performing organization where strong leadership, structured processes, and engaged employees drive sustainable growth and exceptional service.Core Values:Safety First The safety and well-being of our employees and partners is our highest priority.Integrity We operate with honesty, transparency, and accountability.Teamwork Success is achieved through collaboration and mutual respect.Excellence We continuously improve our processes, services, and operations.Responsibility We take ownership of our work and support one another to achieve shared goals.Position Summary:The Human Resources Manager serves as a key operational leader within the Human Resources department and reports directly to the Human Resources Director. This role is responsible for overseeing the day-to-day execution of Human Resources operations while supporting the broader strategic vision established by executive leadership.The HR Manager will lead daily HR operations, mentor and train HR staff, partner closely with operational and safety teams, and ensure consistent implementation of policies, procedures, and employment law compliance across the organization.This role requires an experienced HR professional who is both strategic and hands-on&mdash;someone willing to be &ldquo;boots on the ground&rdquo;, actively learning operational processes and supporting managers and employees across departments. The position plays a critical role in strengthening the organization&rsquo;s HR structure by developing policies, improving processes, mentoring HR staff, and reinforcing consistent HR practices.By managing daily HR operations and supporting departmental leadership, this role enables the Human Resources Director to focus on higher-level strategic initiatives, organizational development, workforce planning, and long-term process improvements.Essential Functions:HR Operational Leadership<ul><li>Oversee the daily operations of the Human Resources department and ensure consistent HR support across the organization.</li><li>Provide leadership, mentorship, and professional development to HR team members.</li><li>Establish clear departmental workflows, documentation standards, and accountability measures.</li><li>Ensure consistent application of company policies, procedures, and HR best practices.</li></ul>Strategic HR Partnership<ul><li>Partner with the Human Resources Director to support implementation of the company&rsquo;s HR strategy and organizational initiatives.</li><li>Translate leadership vision into practical HR programs, policies, and operational improvements.</li><li>Support organizational restructuring, workforce planning, and department alignment initiatives.</li></ul>Employee Relations &amp; Workplace Investigations<ul><li>Serve as a senior HR resource to managers regarding employee relations matters, workplace concerns, disciplinary actions, and performance management.</li><li>Conduct and oversee confidential workplace investigations involving employee complaints, policy violations, safety incidents, or workplace conflicts along with the HR Generalist and Team.</li><li>Ensure investigations and documentation meet legal, compliance, and organizational standards.</li></ul>Compliance &amp; Employment Law<ul><li>Maintain strong knowledge of federal and California employment laws and ensure organizational compliance with the Fair Labor Standards Act, Americans with Disabilities Act, Family and Medical Leave Act, California Family Rights Act, and applicable provisions of the California Labor Code.</li><li>Support ADA interactive process discussions and workplace accommodations.</li><li>Assist with employee leave management and documentation review.</li><li>Ensure HR documentation and recordkeeping practices meet compliance standards.</li></ul>Policy Development &amp; HR Infrastructure<ul><li>Develop, implement, and update HR policies, procedures, and Standard Operating Procedures (SOPs).</li><li>Evaluate existing HR programs and recommend improvements to strengthen structure, consistency, and compliance.</li><li>Support development of HR governance frameworks and documentation systems.</li></ul>HR Team Development &amp; Training<ul><li>Train and mentor HR team members to strengthen knowledge, professionalism, and HR service delivery.</li><li>Provide coaching to managers on HR policies, documentation standards, and performance management practices.</li><li>Support leadership development initiatives and internal training programs.</li></ul>Operational Leadership &amp; Partnership<ul><li>Maintain a strong onsite presence across operational areas, building relationships with employees, supervisors, and leadership to support workforce needs and organizational goals.</li><li>Develop a working knowledge of warehouse, transportation, and administrative operations to effectively support managers and employees.</li><li>Provide ongoing coaching and training to managers and supervisors at all levels on HR policies, employee relations, performance management, documentation, and leadership practices.</li><li>Participate in and support regular operational leadership meetings, including bi-weekly or monthly management meetings, to provide HR guidance and address workforce challenges.</li><li>Partner closely with operational leaders to ensure consistent application of company policies, workplace expectations, and compliance standards.</li><li>Assist managers in addressing employee concerns and workplace issues in real time while reinforcing consistent documentation and policy application.</li><li>Support cross-functional collaboration between HR, operations, safety, and executive leadership to strengthen workforce alignment and organizational effectiveness.</li></ul>Safety Leadership &amp; Partnership<ul><li>Partner closely with the Safety Department to support workplace safety initiatives and reinforce compliance with standards established by the Occupational Safety and Health Administration and the California Division of Occupational Safety and Health.</li><li>Assist with planning and participation in emergency preparedness drills, including evacuation procedures and other workplace emergency response protocols.</li><li>Support engagement with the company&rsquo;s Emergency Response Team (ERT) to reinforce training, communication, and readiness. Support the coordination and documentation of quarterly safety trainings and safety communication initiatives across departments.</li><li>Participate in Safety Committee meetings and help follow up on safety initiatives and action items.</li><li>Assist with incident response coordination, documentation, and communication between HR, Safety, and operational leadership.</li><li>Promote a proactive safety culture by encouraging employee participation in hazard reporting, safety awareness, and compliance with safety procedures.</li></ul>HR Process Improvement<ul><li>Identify opportunities to streamline HR processes and improve efficiency across the department.</li><li>Support HR technology implementation and HRIS optimization initiatives.</li><li>Participate in continuous improvement initiatives that strengthen HR infrastructure.</li></ul>Reception &amp; Administrative Oversight<ul><li>Oversee front office and reception operations to ensure a professional and organized environment for employees, visitors, and partners.</li><li>Ensure administrative functions support efficient communication and coordination across departments.</li></ul>Skills &amp; Competencies<ul><li>Deep knowledge of California employment law and HR compliance practices.</li><li>Strong employee relations and workplace investigation experience.</li><li>Demonstrated ability to lead and mentor HR teams.</li><li>Experience developing HR policies, procedures, and compliance frameworks.</li><li>Ability to work effectively with operational and executive leadership.</li><li>Strong communication, conflict resolution, and coaching skills.</li><li>Strong organizational and problem-solving capabilities.</li><li>Ability to maintain confidentiality and exercise sound professional judgment.</li><li>Experience supporting HR operations in logistics, transportation, or operational environments preferred.</li></ul>Minimum Qualifications<ul><li>Fluent bilingual communication in English and Spanish to effectively support employee relations, training, and communication with a diverse workforce.</li><li>Minimum 10+ years of progressive Human Resources experience.</li><li>Minimum 5+ years in a senior HR leadership or HR management role in California.</li><li>Experience supporting HR operations within logistics, warehouse, transportation, or operational environments strongly preferred.</li><li>Strong knowledge of California employment law and HR compliance practices.</li><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field preferred.</li><li>Professional certification such as SHRM-SCP, SPHR, SHRM-CP, or PHR or equivalent preferred.</li></ul>Physical Requirements<ul><li>Ability to sit, stand, and walk for extended periods.</li><li>Ability to travel between office and operational areas within company facilities.</li><li>Ability to occasionally navigate warehouse environments including stairs, loading docks, and operational areas.</li><li>Ability to bend, stoop, kneel, or crouch occasionally when conducting workplace observations or reviews.</li><li>Ability to lift or carry up to 20 pounds occasionally.</li><li>Ability to visually observe workplace environments and identify potential safety concerns.</li></ul>Work EnvironmentThis role operates in a combination of office and operational environments. The HR Manager will regularly interact with employees, managers, and leadership across departments and may occasionally enter warehouse or operational areas in accordance with company safety protocols.Reporting StructureThis position reports directly to the Human Resources Director and partners closely with operational leadership and the Safety Department to support workforce initiatives, compliance, and organizational success.Equal Opportunity Employer StatementWe are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, or any other protected status in accordance with applicable federal, state, and local laws.Pay: $110,000.00 - $135,000.00 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Flexible spending account</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Referral program</li><li>Vision insurance</li></ul>Work Location: In person

Human Resources Manager

Magnet

<div>
 
 
 Employer Overview
 
 
 
 A leading Construction and Real Estate development company with a strong legacy spanning more than two decades, operating across prime locations in West Cairo, East Cairo, and the North Coast. The organization is recognized for delivering award-winning residential, commercial, retail, and mixed-use developments, creating integrated communities that serve tens of thousands of residents. It is publicly listed and operates under robust corporate governance standards, with a strong focus on sustainability, quality, and long-term value creation.
 
 
 
 
 
 
 Job Summary
 
 
 
 The
 
 Chief Human Resources Officer (CHRO)
 
 will lead the company&rsquo;s people strategy, culture, and organizational effectiveness agenda. The role partners closely with the CEO and executive leadership to drive talent, performance, and workforce strategies that support business growth and operational excellence.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Develop and execute a comprehensive HR strategy aligned with the company&rsquo;s business objectives and growth plans.
 </li>
 <li>
 Act as a strategic partner to the CEO and executive leadership on organizational design, workforce planning, and talent strategy.
 </li>
 <li>
 Lead talent acquisition, succession planning, leadership development, and employer branding initiatives.
 </li>
 <li>
 Oversee performance management, compensation, benefits, and rewards frameworks.
 </li>
 <li>
 Drive culture, engagement, and change management initiatives across the organization.
 </li>
 <li>
 Ensure compliance with labor laws, governance standards, and HR policies.
 </li>
 <li>
 Lead HR transformation, digitalization, and HR systems implementation.
 </li>
 <li>
 Manage employee relations, organizational risk, and workforce sustainability.
 </li>
 <li>
 Build and lead a high-performing HR leadership team.
 </li>
 <li>
 Provide regular people analytics, insights, and recommendations to executive management and the Board.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 MBA or a Master&rsquo;s degree in HR Management.
 </li>
 <li>
 Professional HR certifications (e.g., SHRM-SCP, SPHR, CIPD).
 </li>
 <li>
 Minimum of 15&ndash;20 years of progressive HR experience.
 </li>
 <li>
 Proven experience as a CHRO, HR Director, or equivalent senior leadership role.
 </li>
 <li>
 Strong background in large organizations, in real estate, construction, or project-based industries.
 </li>
 <li>
 Experience working within listed companies or organizations with strong governance frameworks is highly desirable.
 </li>
 <li>
 Strategic thinking and strong business acumen.
 </li>
 <li>
 High integrity, professionalism, and confidentiality.
 </li>
 <li>
 Influential leadership and strong stakeholder management skills.
 </li>
 <li>
 Change leadership and resilience in complex environments.
 </li>
 <li>
 Excellent communication and decision-making abilities.
 </li>
 <li>
 HR strategy and workforce planning.
 </li>
 <li>
 Talent management and succession planning.
 </li>
 <li>
 Organizational design and development.
 </li>
 <li>
 Performance management and rewards.
 </li>
 <li>
 Labor law compliance and employee relations.
 </li>
 <li>
 Change management and HR transformation.
 </li>
 <li>
 People analytics and HR governance.
 </li>
 <li>
 Advanced proficiency in HRIS and people analytics tools.
 </li>
 <li>
 Strong command of Microsoft Office (Excel, PowerPoint).
 </li>
 <li>
 Ability to influence Board and executive-level decisions.
 </li>
 <li>
 Strong judgment in sensitive and complex HR matters.
 </li>
 <li>
 Ability to translate people data into strategic business actions.
 </li>
 </ul>
</div>

Chief Human Resources Officer

Advance Auto Parts

<div><h2 class="jobSectionHeader">Job Description</h2>
The Vice President of Field Human Resources is a strategic, enterprise-level HR executive responsible for building, leading, and optimizing a high‑performing Field HR organization that supports 4,000+ retail automotive stores across the United States. This role ensures that HR strategy, people programs, and workforce initiatives directly enable operational excellence, talent optimization, and a world-class team member experience.
The VP of Field HR partners closely with Operations leadership to align HR strategies with business priorities, shape workforce culture, and support a distributed workforce at significant scale.
Key Responsibilities
Strategic Leadership<ul><li>
Develop and execute the Field HR strategy aligned to enterprise goals, retail operations priorities, and organizational culture.</li><li>
Serve as a trusted advisor to senior leaders, providing thought leadership in the areas of field workforce strategy, talent planning, retention, engagement, and organizational effectiveness.</li><li>
Lead the transformation and modernization of HR processes, systems, and capabilities to support a rapidly scaling retail automotive environment.</li></ul>
Field HR Team Leadership &amp; Development<ul><li>
Lead, inspire, and develop a team of 30+ HR Managers and regional HR professionals supporting 4,000+ store locations.</li><li>
Build a strong leadership bench within the Field HR team through coaching, capability-building, and succession planning.</li><li>
Create a culture of accountability, continuous improvement, and cross-functional collaboration.</li></ul>
Workforce &amp; Talent Strategy<ul><li>
Oversee strategic workforce planning to ensure the right talent is available at the right time to meet operational demands in a large, distributed retail environment.</li><li>
Partner with Talent Acquisition, Learning &amp; Development, and Total Rewards to strengthen recruitment, onboarding, leadership development, and career-pathing programs for hourly and management roles.</li><li>
Drive initiatives that reduce turnover, improve store staffing stability, and elevate the overall employee experience.</li></ul>
Employee Relations &amp; Compliance<ul><li>
Provide executive oversight of complex employee relations issues, workplace investigations, and regulatory compliance across all states in which the company operates.</li><li>
Ensure consistency of HR policies, employee relations practices, and disciplinary processes across all stores.</li><li>
Collaborate with Legal to mitigate risk and strengthen compliance frameworks in a heavily regulated retail automotive environment.</li></ul>
Culture, Engagement &amp; Change Management<ul><li>
Champion programs to reinforce a high-performing, inclusive culture across a geographically diverse workforce.</li><li>
Lead organizational change initiatives related to operational transformation, culture evolution, and strategic business shifts.</li><li>
Utilize data-driven insights to identify opportunities to enhance engagement, recognition, and team member retention.</li></ul>
Operational Partnership<ul><li>
Serve as a senior HR partner to Regional Vice Presidents, District Managers, General Managers and other field operations leaders.</li><li>
Attend field leadership meetings and conduct regular store visits to assess HR and operational alignment.</li><li>
Influence business decisions by providing actionable insights on people trends, workforce risks, and organizational needs.</li></ul>
Required Qualifications<ul><li>
15+ years of progressive HR leadership experience, with at least 7 years in field-based or multi-unit HR roles supporting large, distributed retail or service operations.</li><li>
Demonstrated success leading HR teams supporting 30,000+ employees; preference for experience in retail automotive, specialty retail, consumer services, or franchise environments.</li><li>
Strong expertise in employee relations, workforce planning, talent management, organizational design, and HR operations.</li><li>
Proven ability to influence senior leaders and drive enterprise-level change in a matrixed environment.</li><li>
Exceptional communication, executive presence, and relationship-building skills.</li></ul>
Preferred Qualifications<ul><li>
Experience supporting rapid-growth or turnaround retail environments.</li><li>
Background navigating multi-state labor laws, wage-and-hour regulations, and compliance frameworks.</li><li>
Bachelor&rsquo;s degree required; Master&rsquo;s degree or HR certifications (SPHR/SHRM-SCP) strongly preferred.</li></ul>
Key Competencies<ul><li>
Strategic Thinking &amp; Business Acumen</li><li>
Leadership &amp; Team Development</li><li>
Influencing &amp; Executive Communication</li><li>
Change Leadership</li><li>
Data-Driven Decision-Making</li><li>
Problem Solving &amp; Conflict Resolution</li><li>
Customer-Centric Mindset</li><li>
Agility &amp; Transformational Leadership</li></ul>
Success Measures (KPIs)<ul><li>
Improved retention and reduction of store-level turnover</li><li>
Effective staffing levels across all stores</li><li>
Improved employee relations outcomes and reduced risk incidents</li><li>
Strong engagement and culture metrics</li><li>
Increased bench strength and internal promotion rates</li><li>
High-quality partnership and satisfaction from field operations leaders</li></ul>
California Residents click below for Privacy Notice:<div><div><div><div><div><div><h1 class="jobSectionHeader">
https://jobs.advanceautoparts.com/us/en/disclosures</h1></div></div></div></div></div></div></div>

VP, Field Human Resources

Insight Global

<div>
 
 Required Skills &amp; Experience
 
 
 
 
 
 &middot; 8&ndash;12+ years of progressive HR experience in complex, multi‑site, or regulated environments.
 
 
 &middot; Proven experience owning enterprise HR practices, governance, and compliance frameworks.
 
 
 &middot; Strong background in organizational design, workforce strategy, and policy development.
 
 
 &middot; Experience operating as a senior individual contributor or director‑level advisor.
 
 
 &middot; Executive‑level communication and stakeholder‑management skills.
 
 
 &middot; Ability to lead through influence and subject‑matter expertise.
 
 
 &middot; Proven experience building or transforming HR functions, not just maintaining them.
 
 
 &middot; Deep understanding of HR governance, compliance, and risk oversight.
 
 
 &middot; Ability to lead through others rather than owning day‑to‑day execution.
 
 
 - Bachelor&rsquo;s degree required. (Relevant Discipline)
 
 
 
 
 
 Nice to Have Skills &amp; Experience
 
 
 
 
 
 &middot; Nonprofit, healthcare, education, or public‑sector experience.
 
 
 &middot; Exposure to grant‑funded or publicly funded organizations.
 
 
 &middot; SPHR or SHRM‑SCP certification.
 
 
 &middot; Experience supporting organizations through audits, growth, or transformation.
 
 
 - Experience implementing or optimizing HRIS, payroll, or workforce analytics tools.
 
 
 
 
 
 Job Description
 
 
 
 
 
 Insight Global is seeking a Vice President of HR Business Practices for a mission‑driven, multi‑site nonprofit organization operating across multiple counties in Pennsylvania.
 
 
 This is a senior, enterprise‑level HR leadership role responsible for owning and advancing the organization&rsquo;s HR governance, people practices, and operating standards across a distributed workforce. The VP ensures consistency, compliance, scalability, and risk mitigation while partnering closely with HR leadership and executive stakeholders.
 
 
 
 
 
 Key Responsibilities
 
 
 &middot; Design, execute, and support long‑term HR and people strategy aligned with organizational growth and mission.
 
 
 &middot; Act as an escalation point for complex employee relations issues (without managing daily ER).
 
 
 &middot; Own and evolve enterprise‑wide HR policies, standards, and governance frameworks.
 
 
 &middot; Serve as the organization&rsquo;s senior authority on HR business practices, compliance, and policy interpretation.
 
 
 &middot; Partner with leadership and executives on organizational design, workforce strategy, and change initiatives.
 
 
 &middot; Ensure HR practices are scalable, compliant, and aligned with regulatory and funding requirements.
 
 
 &middot; Establish clear decision rights, accountability models, and people‑practice standards.
 
 
 &middot; Act as a trusted advisor to senior and site leadership on complex or high‑risk HR matters.
 
 
 &middot; Provide strategic alignment across HR operations, payroll, benefits, and HR systems.
 
 
 &middot; Define and monitor HR metrics, dashboards, and KPIs to support leadership decision‑making.
 
 
 - Lead or sponsor cross‑functional initiatives related to audits, growth, systems, or operational change.
 
 
 
 
 
 Day to Day
 
 
 &middot; Guide HR leaders on policy consistency, compliance posture, and risk mitigation.
 
 
 &middot; Support organizational change initiatives tied to growth, funding, or operational shifts.
 
 
 &middot; Advise executive and leaders on workforce priorities and risk‑sensitive decisions.
 
 
 &middot; Review workforce data and compliance indicators to identify gaps and improvement opportunities.
 
 
 &middot; Lead enterprise‑level problem solving for HR practice gaps or inconsistencies.
 
 
 &middot; Evaluate HR systems, documentation, and workflows for scalability and effectiveness.
 
 
 Influence outcomes through expertise, credibility, and partnership.
 
 
 
 
 
 Compensation:
 
 
 $120,000 to $160,000 per year annual salary.
 
 
 Exact compensation may vary based on several factors, including skills, experience, and education.
 
 
 Benefit packages for this role may include healthcare insurance offerings and paid leave as provided by applicable law.
 
</div>

Vice President Human Resources

Confidential

<div>
 <ul>
 <li>
 Develop and implement the
 
 HR strategy and human capital roadmap
 
 aligned with organizational priorities.
 </li>
 <li>
 Lead
 
 workforce planning initiatives
 
 , ensuring alignment between staffing needs, operations, and budgets.
 </li>
 <li>
 Oversee
 
 talent acquisition, recruitment, and retention strategies
 
 , including leadership hiring.
 </li>
 <li>
 Drive
 
 organizational development initiatives
 
 , including performance management systems and competency frameworks.
 </li>
 <li>
 Ensure effective
 
 HR operations, policies, and compliance with applicable regulations
 
 .
 </li>
 <li>
 Monitor and analyze
 
 HR metrics and workforce analytics
 
 , providing insights and recommendations to leadership.
 </li>
 <li>
 Design and implement
 
 leadership development and employee capability programs
 
 .
 </li>
 <li>
 Support
 
 organizational transformation and change management initiatives
 
 .
 </li>
 <li>
 Lead and develop the
 
 HR team
 
 , fostering a culture of collaboration and high performance.
 </li>
 </ul>
 
 Requirements
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in
 
 Human Resources, Business Administration, or a related field
 
 .
 </li>
 <li>
 Master&rsquo;s degree in HR or Business Administration
 
 preferred
 
 .
 </li>
 <li>
 Professional certifications such as
 
 SHRM, CIPD, or equivalent are advantageous
 
 .
 </li>
 </ul>
 
 Experience
 
 <ul>
 <li>
 
 15+ years of experience
 
 in Human Resources.
 </li>
 <li>
 Significant experience in
 
 senior HR leadership roles
 
 .
 </li>
 <li>
 Strong background in
 
 organizational development, performance management, and workforce planning
 
 .
 </li>
 <li>
 Experience in
 
 HR analytics, leadership development, and talent management
 
 .
 </li>
 </ul>
 
 Key Competencies
 
 <ul>
 <li>
 Strategic HR leadership
 </li>
 <li>
 Workforce planning and talent management
 </li>
 <li>
 Organizational development and change management
 </li>
 <li>
 HR analytics and data-driven decision making
 </li>
 <li>
 Conflict resolution and relationship management
 </li>
 <li>
 Leadership and team development
 </li>
 </ul>
 
 
</div>

Head of Human Resources

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