vice president of human resources

Public Works Authority

Vice President of Human Resources (VP of HR) &mdash; Job DescriptionAbout the role:Lead the HR function to develop people strategy that attracts, develops, and retains talent while enabling business goals and a high-performance culture.Key responsibilities:<ul><li>HR strategy &amp; planning: Develop HR strategy aligned to business objectives, including workforce planning, org design, and succession planning.</li><li>Talent acquisition: Own recruiting strategy for leadership and critical roles; build employer brand and hiring processes.</li><li>Compensation &amp; benefits: Design competitive total rewards programs (pay structures, bonuses, equity, benefits) and oversee benchmarking and salary budgeting.</li><li>Performance &amp; talent management: Implement performance management, career frameworks, succession planning, and leadership development programs.</li><li>Learning &amp; development: Build learning programs, management training, and upskilling initiatives tied to business priorities.</li><li>Employee relations &amp; engagement: Lead employee relations, investigations, engagement surveys, action plans, and culture initiatives.</li><li>HR operations &amp; systems: Oversee HRIS, payroll, policies, compliance, HR analytics, and process scalability.</li><li>Diversity, equity &amp; inclusion (DEI): Drive DEI strategy, metrics, and inclusive practices across hiring, promotion, and culture.</li><li>Compliance &amp; risk: Ensure employment law compliance, manage HR-related regulatory matters, and partner with legal on complex issues.</li><li>Change management: Lead organizational change, mergers/acquisitions integration, restructuring, and communication plans.</li><li>Executive advising &amp; partnership: Advise CEO and leadership on talent decisions, org design, compensation, and culture.</li><li>Vendor management: Manage external partners (recruiting agencies, benefits providers, learning vendors).</li><li>Metrics &amp; reporting: Define HR KPIs (turnover, time-to-hire, engagement, diversity metrics) and report to executives/board.</li></ul>Qualifications:<ul><li>Experience: 10+ years in HR with progressive leadership; 5+ years in senior HR roles (Head/VP/CHRO) preferred. Experience scaling teams and HR operations in comparable company stage.</li><li>Education &amp; credentials: Bachelor&rsquo;s degree required; advanced degree (MBA, MA) or HR certifications (SHRM-SCP, SPHR) preferred.</li><li>Skills: Strategic workforce planning, compensation design, talent management, employee relations, change management, and data-driven HR analytics.</li><li>Systems knowledge: Experience with HRIS, ATS, payroll systems, and HR analytics tools.</li><li>Leadership traits: Trusted advisor, influential communicator, strategic thinker, empathetic, and results-oriented.</li></ul>Pay: QAR325.25 - QAR1,020.90 per hourWork Location: In person

Vice President of Human Resources

Ag Valley Cooperative

<div>Job Summary 
The Vice President of Human Resources at Ag Valley Cooperative is a strategic leader responsible for developing and executing people-focused initiatives that support the cooperative's mission, member value, and operational excellence. This role partners with senior leadership to attract, develop, and retain a skilled workforce across agronomy, grain, energy, feed, and administrative functions while fostering a strong safety culture and employee engagement across all locations.<div> 
Key Responsibilities 
Strategic LeadershipCooperative Alignment 
<ul><li>Develop and implement HR strategies that align with Ag Valley's long-term business goals and cooperative values</li><li>Partner with executive leadership to support growth, operational efficiency, and member service</li><li>Lead workforce planning across multiple locations, including rural and seasonal operations</li></ul></div><div> 
Talent AcquisitionWorkforce Development 
<ul><li>Oversee recruitment strategies for a diverse workforce including CDL drivers, agronomy staff, grain operations, and corporate roles</li><li>Build pipelines for hard-to-fill rural and skilled labor positions</li><li>Lead training and development programs, including leadership development and succession planning</li><li>Support onboarding programs that reinforce safety, service, and cooperative culture</li></ul></div><div> 
Employee RelationsCulture 
<ul><li>Foster a positive, team-oriented culture rooted in cooperative principles and community involvement</li><li>Provide guidance on employee relations, conflict resolution, and performance issues</li><li>Lead employee engagement initiatives across all branches and departments</li></ul></div><div> 
Compensation, BenefitsCompliance 
<ul><li>Design and manage competitive compensation and benefits programs aligned with industry standards and Ag Valley Cooperative initiatives</li><li>Ensure compliance with federal, state, and local employment laws, including DOT and safety regulations</li><li>Oversee payroll, benefits administration, and HRIS systems</li></ul></div><div> 
SafetyRisk Management 
<ul><li>Partner with operations leadership to promote a strong safety culture across agronomy, grain, energy, and feed divisions</li><li>Support safety training, compliance, and incident management programs</li><li>Help reduce risk through proactive HR and safety initiatives</li></ul></div><div> 
PerformanceOrganizational Development 
<ul><li>Lead performance management processes aligned with operational goals</li><li>Drive continuous improvement in employee productivity and engagement</li><li>Support organizational structure and change management initiatives</li></ul></div><div> 
Qualifications 
<ul><li>Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred)</li><li>10&ndash;15+ years of progressive HR leadership experience, preferably in agriculture, cooperative, or multi-location operations</li><li>Strong understanding of rural workforce challenges and agricultural industry dynamics</li><li>Proven ability to lead across geographically dispersed teams</li><li>Strong leadership, communication, and relationship-building skills</li></ul></div></div>

Oldcastle Infrastructure

<div>Job ID: 523564
Exempt 
Oldcastle Infrastructure&trade;, a CRH company, is the leading provider of utility infrastructure solutions for the water, energy, and communications markets throughout North America. We&rsquo;re more than just a manufacturer of precast concrete, polymer concrete, or plastic products. We&rsquo;re a trusted and strategic partner to engineers, contractors, distributors, specifiers, and more. With our network of more than 80 manufacturing facilities and more than 4,000 employees, we&rsquo;re leading the industry with innovation and a safety-first mindset. 
Oldcastle Infrastructure - Built For Life from Oldcastle Infrastructure on Vimeo. 


The Vice President of Human Resources is responsible for developing a high-engagement culture to help drive business success and build relationships with business partners in a collaborative environment. This individual will serve as the HR management expert providing leadership, communications and oversight to ensure that the business is in compliance with federal and state regulations. Will develop, manage and lead a small HR team to continue to be integral business partners providing a high level of customer service throughout the organization. This position will report directly to the Business Unit President. 
Job Responsibilities 
The duties and responsibilities include but are not limited to the following:<ul><li>
Coordinate and organize annual Talent Review/Succession Planning process and materials. Collaborate with the region leadership team to develop a talent pipeline/succession planning.</li><li>
Direct, coordinate and support leadership development training programs (i.e. FLP) throughout the region.</li><li>
Assist in identifying and creating development plans for high potentials and successors.</li><li>
Oversight of employee relations issues (terminations, performance issues, complaints, lawsuits, discrimination, conflict, counseling, etc.) Counsel employees and/or managers as needed regarding personnel issues.</li><li>
Lead the annual performance evaluation &amp; salary review cycles (goal setting, mid-year coaching and year-end reviews). Provide salary information &amp; guidelines to managers.</li><li>
Develop staffing strategies to attract top talent, improve bench strength and market CRH Americas Materials and region operating companies to attract talent to the organization.</li><li>
Provides guidance and direction to the HR team, establish expectations, goals, and objectives.</li><li>
Serve as the primary source for the HR portion of the merger, acquisition and divestiture due diligence, analysis and implementation process.</li><li>
Ensures compliance with all legal and government reporting regulations affecting the human resources function (EEO, Affirmative Action, FMLA, ADA, etc.). Directs the preparation of information requested or required for compliance. Acts as primary contact with legal counsel and outside governmental agencies.</li><li>
Ability to establish credibility and rapport with stakeholders ranging from hourly employees to leadership team.</li><li>
Ability to work independently and get work done through others using effective influencing skills, delegation, scheduling, and time management practices.</li></ul>
 Planning, assigning, and directing work.<ul><li>
Willingness to develop subordinates&rsquo; technical and leadership skills and make recommendations for new job opportunities when appropriate.</li><li>
Effective management of employee performance through coaching, feedback (written and verbal), rewards, and discipline when necessary.</li><li>
Addressing complaints and resolving problems in a timely manner.</li></ul> 
Job Qualifications 
<ul><li>
Bachelor's Degree in Organizational Development, Business Administration, or comparable discipline or equivalent combination of education and experience. Masters and/or SPHR/PHR/SHRM Certification desired.</li></ul><ul><li>
10+ years working in Talent Management and/or Human Resources.</li><li>
 5+ years working in a HR leadership capacity.</li><li>
Proven success in talent management leadership.</li><li>
Proven project management skills, including facilitation, organizational skills, indirect management, and ability to hold parties accountable for results.</li><li>
Proficiency with Microsoft Office products including Excel, Word, and PowerPoint.</li><li>
Experience with SuccessFactors.</li></ul> 
What CRH Offers You 
<ul><li>
Highly competitive base pay</li><li>
Comprehensive medical, dental and disability benefits programs</li><li>
Group retirement savings program</li><li>
Health and wellness programs</li><li>
An inclusive culture that values opportunity for growth, development, and internal promotion</li></ul><div></div><div> 
</div>About CRH 
CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. 
If you&rsquo;re up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! 
Oldcastle Infrastructure, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. 
EOE/Vet/Disability<div> 
CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.</div> 
AI tools may be used in certain stages of the employment lifecycle, such as candidate review; however, all final employment decisions will be made by a person.</div>

North Shore Health

#LI-AS1d: 
Trust, engagement, competence, respect and passion – these are the values under which North Shore Health operates every day. Our dedicated team of professionals strive to deliver quality care to our residents and their families. We are one of the leading employers and providers of post-acute care in the Midwest and we are seeking exceptional individuals to join our team. If you value being a leader, working in a progressive environment and having opportunities to grow in your career, North Shore Health is the Right Choice for you.
 
Summary of position: 
The VP of People Success (VP-HR) is an enterprise people leader responsible for translating organizational strategy into scalable, high-impact people practices. Reporting to the Chief Strategy Officer, this role provides executive oversight of People Success Partners (HRBP), People Success Specialists, People Success Coordinators, the Benefits Compensation teams as well as overall HR oversight of our Support Center
 
Strategic People Leadership
 
<ul>
<li>Partner with the Chief Strategy Officer, executive team and the VP of People Culture, to align people strategy with enterprise objectives</li>
<li>Advise senior leaders on workforce planning, organizational design, performance management, and talent optimization.</li>
<li>Translate long-term strategy into scalable people programs and measurable outcomes.</li>
<li>Provide executive-level guidance on complex employee relations and organizational risk matters.</li>
</ul>
Business Partner Advisory Oversight
 
<ul>
<li>Lead the People Success Partner function to ensure consistent, strategic HR advisory support across enterprise.</li>
<li>Establish standards for performance management, corrective action, and employee engagement practices.</li>
<li>Ensure consistent interpretation and application of company policies and employment laws.</li>
</ul>
HR Operations Service Delivery Excellence
 
<ul>
<li>Oversee end-to-end HR service delivery, ensuring efficient processes, high-quality support, and operational scalability.</li>
<li>Implement governance structures, case management protocols, and service-level expectations.</li>
<li>Leverage data and analytics to identify trends, risks, and opportunities for improvement.</li>
</ul>
Total Rewards Strategy
 
<ul>
<li>Lead enterprise compensation and benefits philosophy and design.</li>
<li>Oversee market benchmarking, salary architecture, merit cycles, and incentive strategies.</li>
<li>Oversee benefits strategy, vendor management, renewals, and cost-containment initiatives.</li>
<li>Ensure competitive positioning while balancing fiscal responsibility and talent attraction/retention objectives.</li>
</ul>
Compliance Risk Management
 
<ul>
<li>Ensure compliance with all federal, state, and local employment regulations.</li>
<li>Provide executive oversight of employee relations strategy and investigation governance.</li>
<li>Partner with legal counsel as appropriate to mitigate risk exposure.</li>
</ul>
Leadership Team Development
 
<ul>
<li>Build, mentor, and develop a high-performing People leadership team.</li>
<li>Foster a culture of accountability, operational excellence, and continuous improvement.</li>
<li>Establish succession planning and leadership development frameworks within the People</li>
<li>Advise senior leaders on workforce planning, organizational design, performance management, and talent optimization.</li>
<li>Translate long-term strategy into scalable people programs and measurable outcomes.</li>
<li>Provide executive-level guidance on complex employee relations and organizational risk matters.</li>
</ul>
Safety – When in our Centers: 
<ul>
<li>Knows and follows North Shore HealthCare rules</li>
<li>Follows North Shore HealthCare dress and hygiene policies</li>
<li>Follows North Shore HealthCare smoking policies</li>
<li>Uses required protective equipment (as needed during center visits)</li>
<li>Follows infection control standards, policies and procedures</li>
</ul>
Resident Rights
 
<ul>
<li>Knows Resident Rights</li>
<li>Helps the residents/patients exercise and/or protect their rights</li>
<li>Maintains confidentiality of resident/patient and employee information</li>
</ul>
HIPAA
 
<ul>
<li>Follows and adheres to North Shore HealthCare’s policies and procedures implementing HIPAA requirements for the privacy and security of protected health information</li>
<li>Uses and/or discloses only minimum amount of Protected Health Information necessary to complete assigned tasks</li>
<li>Reports all suspected violation of company’s HIPAA policies or procedures to North Shore Health Vice President of Human Resources</li>
</ul>
Work Environment/Physical Requirements
 
The responsibilities of this position may involve significant travel and physical activities including standing, occasional lifting (up to 20 pounds unassisted), bending, stooping, pushing, pulling and twisting. Occasional travel to our Centers will be required.
 
Required Education and Experience
 
<ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).</li>
<li>12+ years of progressive HR leadership experience, including oversight of Business Partner and Total Rewards functions.</li>
<li>Demonstrated executive leadership experience with enterprise-wide impact.</li>
<li>Strong expertise in employment law, compensation strategy, organizational design, and HR operations.</li>
<li>Proven ability to influence executive stakeholders and drive strategic change.</li>
</ul>
Required Competencies
 
<ul>
<li>Enterprise Strategic Thinking</li>
<li>Executive Influence Presence</li>
<li>Organizational Effectiveness</li>
<li>Financial Business Acumen</li>
<li>Change Leadership</li>
<li>Data-Driven Decision Making</li>
</ul>
Additional Requirements: 
This role will be based full-time at our Support Center in downtown Milwaukee.
 
Please note this job description is not designed to cover or contain a comprehensive listing of activities,
 
duties or responsibilities that are required of the employee for this job. Duties, responsibilities and
 
activities may change at any time with or without notice.
 
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential
 
functions.

Vice President of Human Resources - Full-Time 1st Shift

Confidential

<div>
 
 
 About the Company
 
 
 
 
 
 
 The Vice President, Human Resources is a working executive accountable for the design, governance, execution, and outcomes of all human capital frameworks in alignment with the organizational strategies and objectives. This role functions as a working executive position, with the Vice President actively engaged in execution and delivery rather than serving solely as a departmental overseer. Human Resources operates as an execution and enforcement function driven by applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment. It operates in service of the company&rsquo;s objectives and mission. Employees are a critical organizational asset and are managed to ensure performance, compliance, and alignment with enterprise standards.
 
 
 
 
 
 
 
 
 
 About the Role
 
 
 
 
 
 
 The Vice President, Human Resources is responsible for establishing and enforcing systems that ensure:
 
 
 
 
 <ul>
 <li>
 Legal and regulatory compliance
 </li>
 <li>
 Recruitment, Retention, Attrition of workforce capability and performance
 </li>
 <li>
 Organizational discipline and accountability
 </li>
 <li>
 Scalable infrastructure to support a 24/7 clinical-operational environment
 </li>
 </ul>
 
 
 
 
 This role carries both executive leadership authority and direct operational accountability and requires active hands-on execution, and full ownership of outcomes.
 
 
 
 
 
 
 
 
 
 Responsibilities
 
 
 
 
 
 
 CORE PRINCIPLES OF THE ROLE:
 
 
 
 
 <ul>
 <li>
 The Vice President, Human Resources actively designs and governs all Human Resources systems and is accountable for their execution in alignment with applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment.
 </li>
 <li>
 The organization defines standards; Human Resources ensures adherence.
 </li>
 <li>
 All Human Resources authority is exercised under the direction and governance of the Chief Operating Officer.
 </li>
 <li>
 Leadership is accountable for workforce performance; Human Resources enforces the systems that enable and govern that performance.
 </li>
 <li>
 Compliance is non-negotiable and must be proactively managed.
 </li>
 <li>
 Human Resources is not advisory-only; it is an enforcement and execution function.
 </li>
 <li>
 Organizational need, performance, and regulatory compliance take precedence in all Human Resources decisions.
 </li>
 </ul>
 
 
 
 
 The following functions report directly to the Vice President, Human Resources:
 
 
 
 
 <ul>
 <li>
 Recruitment / Talent Acquisition
 </li>
 <li>
 Employee Relations and Investigations
 </li>
 </ul>
 
 
 
 
 ESSENTIAL DUTIES AND RESPONSIBILITIES:
 
 
 
 
 
 In collaboration with and at the direction of the Chief Operating Officer, the Vice President, Human Resources is responsible for:
 
 
 
 
 
 
 Organizational Governance &amp; Workforce Control
 
 
 <ul>
 <li>
 Establish and enforce HR policies and standards
 </li>
 <li>
 Ensure alignment with organizational objectives
 </li>
 <li>
 Maintain centralized HR governance
 </li>
 <li>
 Enforce uniform application of policies
 </li>
 </ul>
 
 
 
 
 
 Legal, Regulatory, and Compliance Oversight
 
 
 <ul>
 <li>
 Enforce compliance with all employment laws
 </li>
 <li>
 Lead employment risk management
 </li>
 <li>
 Lead investigations
 </li>
 <li>
 Coordinate with external counsel at the direction and governance of the COO
 </li>
 </ul>
 
 
 
 
 
 Workforce Performance Systems
 
 
 <ul>
 <li>
 Implement performance management systems
 </li>
 <li>
 Provides leadership over performance management, corrective action, and separation decisions
 </li>
 <li>
 Enforce accountability
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition
 
 
 <ul>
 <li>
 Lead hiring frameworks
 </li>
 <li>
 Ensure alignment with organizational needs
 </li>
 <li>
 Maintains direct leadership and operational control over Recruitment
 </li>
 <li>
 Directly involved in hiring decisions
 </li>
 <li>
 Succession planning and execution
 </li>
 </ul>
 
 
 
 
 
 Compensation and Benefits
 
 
 <ul>
 <li>
 Recommend and develop compensation strategy
 </li>
 <li>
 Ensure defensibility and consistency
 </li>
 </ul>
 
 
 
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Maintains direct leadership and operational control over Employee Relations/Investigations
 </li>
 <li>
 Leads employee complaints and grievance resolution
 </li>
 <li>
 Directly involved in investigations and resolutions of employee matters
 </li>
 <li>
 Enforce conduct standards
 </li>
 </ul>
 
 
 
 
 
 Policy Control
 
 
 <ul>
 <li>
 Develop and enforce policies
 </li>
 <li>
 Maintain version control
 </li>
 </ul>
 
 
 
 
 
 Training and Development
 
 
 <ul>
 <li>
 Design and implement HR-related training
 </li>
 <li>
 Support leadership capability
 </li>
 </ul>
 
 
 
 
 
 Workforce Metrics
 
 
 <ul>
 <li>
 Maintain and analyze HR data and trends
 </li>
 <li>
 Drive improvements
 </li>
 </ul>
 
 
 
 
 
 Executive Accountability
 
 
 <ul>
 <li>
 Serve as senior leader accountable for execution and outcomes
 </li>
 <li>
 Act as a trusted advisor to the leadership
 </li>
 </ul>
 
 
 
 
 
 Competency Management
 
 
 <ul>
 <li>
 Establish, assess, and enforce competencies in collaboration with departmental leadership; departmental leadership remains accountable for role-specific competency and performance
 </li>
 <li>
 Maintain audit-ready documentation
 </li>
 <li>
 Require revalidation and corrective action
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required (Human Resources, Business, Labor Relations, or related)
 </li>
 <li>
 Master&rsquo;s degree preferred (MBA, MHRM, MSIR, or Organizational Psychology)
 </li>
 </ul>
 
 Professional certifications preferred:
 
 <ul>
 <li>
 SHRM-SCP
 </li>
 <li>
 SPHR
 </li>
 <li>
 12&ndash;15+ years progressive HR leadership experience
 </li>
 <li>
 5&ndash;7+ years at a senior/enterprise level
 </li>
 <li>
 Proven leadership across:
 </li>
 <li>
 Employee relations
 </li>
 <li>
 Talent management
 </li>
 <li>
 Compensation and benefits
 </li>
 <li>
 Compliance and investigations
 </li>
 <li>
 Organizational design and change management
 </li>
 </ul>
 
 
</div>

Vice President Human Resources

Mecklenburg County ABC Board

<div>
 
 
 JOB SUMMARY:
 
 
 
 
 
 
 The vision of the Mecklenburg County ABC Board is to be a trusted and innovative leader in the spirits industry&mdash;connecting people, purpose, and community.
 
 
 
 
 
 The Mecklenburg County ABC Board Vice President, Human Resources serves as both a steward of compliance and a cultural leader for the organization. This role is responsible for providing strategic and operational leadership to the Board&rsquo;s HR function while ensuring full compliance with employment laws, regulations, and best practices. Equally important, the Vice President of Human Resources leads organizational development, culture, engagement, and values-based leadership efforts that strengthen the employee experience and support the Board&rsquo;s mission as a community-focused public enterprise.
 
 
 
 
 
 The Vice President of Human Resources sets, enforces, and evaluates legally compliant HR policies, procedures, and practices that align with the vision, mission, and organizational values of the Board, while also identifying and implementing long-range talent and organizational development strategies that position the Board as an employer of choice and a trusted public partner.
 
 
 
 
 
 
 Leadership Duties and Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 In partnership with the COO, establish quarterly and annual Human Resources performance metrics aligned to the organization&rsquo;s strategic plan and cultural priorities.
 </li>
 <li>
 Collaborate with the COO to define and advance the organization&rsquo;s long-term mission, values, and goals, ensuring talent, culture, and engagement strategies directly support organizational success.
 </li>
 <li>
 Serve as a senior leader in shaping and sustaining a healthy, inclusive, and values-driven organizational culture across all departments and locations.
 </li>
 <li>
 Directly and indirectly manage HR staff with a strong focus on leadership development, organizational effectiveness, professional growth, and accountability.
 </li>
 <li>
 Build, manage, and nurture strong relationships with internal stakeholders, external partners, and vendors to support HR operations, culture initiatives, and organizational development efforts.
 </li>
 <li>
 Promote consistency, fairness, and transparency in HR processes and people practices, helping ensure they are lived and experienced consistently throughout the organization.
 </li>
 <li>
 Champion change management, innovation, and continuous improvement initiatives that strengthen engagement, improve performance, and support the Board&rsquo;s evolution as a top-notch retail organization.
 </li>
 <li>
 Partner with executive leadership to intentionally embed organizational values into policies, leadership behaviors, performance expectations, and employee experiences.
 </li>
 </ul>
 
 
 
 
 
 ESSENTIAL DUTIES AND RESPONSIBILITIES:
 
 
 
 
 
 <ul>
 <li>
 Oversee the daily operations and workflow of the Human Resources department, ensuring service excellence, responsiveness, and compliance.
 </li>
 <li>
 Provide leadership, guidance, and coaching to the HR team, supporting resolution of compensation, benefits, employee relations, and workplace matters.
 </li>
 <li>
 Lead organizational development initiatives focused on employee engagement, leadership effectiveness, culture alignment, and change readiness.
 </li>
 <li>
 Ensure the HR Department actively promotes and supports the Board&rsquo;s commitment to being "Socially Responsible and Community Invested."
 </li>
 <li>
 Serve as a mentor and professional development coach to direct reports and other leaders, reinforcing expectations of accountability, equity, and values-based leadership.
 </li>
 <li>
 Evaluate and manage performance of HR team members, fostering a culture of feedback, growth, and continuous improvement.
 </li>
 <li>
 Develop and maintain effective control of HR department budget, ensuring fiscal responsibility and alignment with strategic and cultural priorities.
 </li>
 <li>
 Ensure full compliance with all employment, benefits, insurance, safety, and regulatory requirements.
 </li>
 <li>
 Maintain current knowledge of employment law, HR best practices, workforce trends, and organizational development methodologies.
 </li>
 <li>
 Advise the COO on strategic and sensitive matters including workforce planning, employee relations, organizational health, succession planning, and total rewards.
 </li>
 <li>
 Regularly communicate HR priorities, workforce insights, and progress toward organizational goals to executive leadership.
 </li>
 </ul>
 
 
 
 
 
 COMPETENCIES:
 
 
 
 
 
 <ul>
 <li>
 Demonstrates commitment to organizational vision, mission, values, equity, and inclusion
 </li>
 <li>
 Leadership and influence
 </li>
 <li>
 Organizational Development and Culture Building
 </li>
 <li>
 Business Acumen
 </li>
 <li>
 Strategic Agility
 </li>
 <li>
 Change Leadership
 </li>
 <li>
 Sound and Timely Decision Making
 </li>
 </ul>
 
 
 
 
 
 Education and/or Experience
 
 
 
 
 
 
 Bachelor&rsquo;s degree from an accredited college or university required, Master&rsquo;s degree preferred. PHR or SHRM SCP certification strongly preferred.
 
 
 
 
 
 
 OTHER SKILLS AND ABILITIES
 
 :
 
 
 
 
 <ul>
 <li>
 7&ndash;10 years of progressive Human Resources management experience, including direct supervision of multiple employees and exposure to operations, marketing, sales, or business development. Experience working in this capacity within a retail environment strongly preferred.
 </li>
 <li>
 Demonstrated ability to balance compliance, risk management, and operational rigor with culture, engagement, and people-centered leadership.
 </li>
 <li>
 Ability to lead effectively in a fast-paced, complex environment.
 </li>
 <li>
 Strong working knowledge of employment-related laws and regulations.
 </li>
 <li>
 Ability to integrate personal leadership style into an organization with a strong and established culture while reinforcing shared values.
 </li>
 <li>
 Excellent interpersonal, communication, and conflict resolution skills; both written and oral.
 </li>
 <li>
 Significant experience with HR information systems and workforce data.
 </li>
 <li>
 High levels of resilience, energy, and drive.
 </li>
 <li>
 Strong facilitation and presentation skills, with the ability to influence at all levels of the organization.
 </li>
 </ul>
 
 This job description is not intended to be an exhaustive list of duties. Responsibilities and activities may evolve as organizational needs change.
 
 
 
 
 
 
 LANGUAGE SKILLS:
 
 
 
 
 
 
 Ability to speak, read, and write English in a capacity sufficient to perform the tasks of the position. Excellent verbal and written communications skills. Ability to create routine reports, business correspondence, and draft policies/procedures. Ability to read, analyze, and interpret general business periodicals, professional journals, or governmental regulations. Ability to effectively present information to top management, employees, and the general public.
 
 
 
 
 
 
 MATHEMATICAL SKILLS:
 
 
 
 
 
 
 Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage.
 
 
 
 
 
 
 PHYSICAL DEMANDS:
 
 
 
 
 
 
 The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stand; walk; and stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.
 
 
 
 
 
 
 WORK ENVIRONMENT:
 
 
 
 
 
 
 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
 
 
 
 
 
 The noise level in the work environment is usually moderate.
 
</div>

Buckingham Search

<div>
 
 
 Vice President, Human Resources (Strategic HR Leader)
 
 
 
 A high-growth, global professional services organization is seeking a
 
 Vice President of Human Resources
 
 to join its leadership team.
 
 
 This organization partners with a diverse group of businesses across multiple sectors, delivering centralized expertise across HR, finance, legal, and operations. The environment is fast-paced, collaborative, and built for high performers who want visibility, impact, and continuous growth.
 
 
 
 Why This Role Stands Out
 
 
 
 This is a
 
 highly visible, hybrid leadership role
 
 that blends:
 
 <ul>
 <li>
 Strategic HR advisory to multiple operating businesses
 </li>
 <li>
 Internal HR leadership and influence at the enterprise level
 </li>
 </ul>
 
 You&rsquo;ll operate as both a
 
 trusted advisor to senior leaders
 
 and a
 
 hands-on builder
 
 , helping shape people strategy while driving execution across a complex, multi-entity environment.
 
 
 
 What You&rsquo;ll Do
 
 
 
 
 Strategic HR Partnership (External-Facing)
 
 
 <ul>
 <li>
 Partner directly with senior HR and business leaders across a portfolio of operating companies
 </li>
 <li>
 Deliver tailored HR solutions across talent acquisition, total rewards, talent management, and organizational design
 </li>
 <li>
 Act as a strategic advisor on workforce planning, org structure, and leadership effectiveness
 </li>
 <li>
 Identify gaps in talent strategy and build scalable solutions to address them
 </li>
 <li>
 Build strong relationships with executive stakeholders, including CHRO-level partners
 </li>
 </ul>
 
 
 Enterprise HR Leadership (Internal-Facing)
 
 
 <ul>
 <li>
 Serve as a key advisor to executive leadership and functional teams
 </li>
 <li>
 Help shape and execute the broader HR strategy across the organization
 </li>
 <li>
 Drive alignment between internal HR initiatives and the needs of partner organizations
 </li>
 <li>
 Lead or contribute to high-impact initiatives (e.g., M&amp;A integration, org redesign, change management)
 </li>
 <li>
 Champion culture, engagement, and leadership development efforts
 </li>
 </ul>
 
 
 Organizational Effectiveness &amp; Talent Strategy
 
 
 <ul>
 <li>
 Coach leaders on performance management, employee relations, and team development
 </li>
 <li>
 Use data and insights to proactively drive HR programs and decisions
 </li>
 <li>
 Support workforce planning, succession planning, and organizational design
 </li>
 <li>
 Ensure compliance and partner with legal on risk mitigation when needed
 </li>
 <li>
 Drive initiatives that enhance engagement, retention, and performance
 </li>
 </ul>
 
 
 What You Bring
 
 
 <ul>
 <li>
 12+ years of progressive HR experience (HRBP or generalist background)
 </li>
 <li>
 Experience operating at a
 
 strategic level with senior leadership
 
 </li>
 <li>
 Proven ability to balance
 
 strategy + execution
 
 in complex environments
 </li>
 <li>
 Strong background across core HR functions (talent, comp, ER, L&amp;D, etc.)
 </li>
 <li>
 Experience leading teams and influencing cross-functional stakeholders
 </li>
 <li>
 Strong change management and organizational design experience
 </li>
 <li>
 Excellent communication skills with executive presence
 </li>
 </ul>
 
 
 Nice to Have:
 
 
 <ul>
 <li>
 Experience in consulting, advisory, or multi-entity environments
 </li>
 <li>
 Exposure to M&amp;A, integration, or transformation work
 </li>
 <li>
 Advanced degree in HR or related field
 </li>
 </ul>
 
 
 Work Environment &amp; Benefits
 
 
 <ul>
 <li>
 Hybrid schedule (3 days in office)
 </li>
 <li>
 Strong work-life balance initiatives (including flexible work options)
 </li>
 <li>
 Competitive compensation + bonus + long-term incentives
 </li>
 <li>
 Robust health, wellness, and development offerings
 </li>
 </ul>
 
 
</div>

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