Vice President Human Resources

POSITION SUMMARY

The Vice President, Human Resources, will be responsible for the overall HR strategy, talent development, and organizational effectiveness of the company. This role provides strategic HR leadership and operational excellence to enable sustainable business growth and cultural alignment. The VP HR will partner closely with the President, the executive team, and operational leaders to build a high-performing, agile organization aligned with company values—maximizing business unit potential and delivering above-market top-line growth with sustained improvement in employee engagement, leadership depth, and organizational capability.

KEY OUTCOMES AND RESPONSIBILITIES

Strategic & Organizational Leadership

• Partner with the President and senior leadership team to shape and execute the people and organization strategy that enables long-term business growth.
• Aligning HR priorities with corporate objectives and values, ensuring a strong link between people strategy and business performance.
• Serve as a trusted advisor to the leadership team, providing insights and recommendations on organizational design, leadership effectiveness, and workforce planning.
• Lead the annual talent and organization plan—defining workforce needs, succession depth, and capability investments to support the strategic plan.

Talent, Culture & Leadership Development

• Build a strong leadership pipeline by embedding talent reviews, succession planning, and development programs at all levels.
• Build Employee Engagement by creating a culture of openness, accountability and reward while recognizing the existing cultural strengths that make our businesses successful.
• Coach and develop leaders to build strong teams and enhance leadership effectiveness.
• Partner with the business to ensure robust talent acquisition strategies that anticipate future needs and attract top talent.

Operational & Process Excellence

• Apply 80/20 principles to simplify and scale HR processes, systems, and tools to deliver efficiency and improved employee experience.
• Drive continuous improvement across HR operations, leveraging data, technology, and analytics to guide decisions and monitor key people metrics (Hiring TATs, turnover, cost).
• Ensure consistent and compliant application of HR policies, practices, and internal controls.

Growth & Risk Management

• Partner with business leaders to assess organizational readiness for growth, transformation, and integration of new businesses.
• Lead HR due diligence, change management, and integration for acquisitions and new ventures in partnership with the Company.
• Stay up-to-date on Federal, State and local laws and regulations affecting Human Resources, and take responsibility for compliance reporting.
• Manage people-related risks proactively, including succession gaps, retention, and workforce planning challenges.

Building Great Teams

• Develop a world-class and engaged HR organization with strong leadership and succession capabilities.
• Lead through leadership transition and organizational change with empathy, clarity, and consistency.
• Create a culture of energy, trust, and collaboration where associates can do their best work and feel connected to purpose.
• Attract, retain, and grow talent ahead of business needs; foster internal mobility.
• Model and reinforce the company’s values and leadership expectations across all levels of the organization.

Qualifications

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field; Master’s degree preferred.
• 15+ years of progressive HR experience with at least 5 years in a senior HR leadership role within a global or manufacturing or industrial organization.
• Proven track record of developing and executing people strategies that drive business growth, cultural alignment, and organizational capability.
• Demonstrated experience in talent management, leadership development, succession planning, and organizational effectiveness.
• Strong business acumen with the ability to translate business strategy into people priorities.
• Experience managing HR operations and governance, ensuring compliance and risk mitigation.
• Exceptional communication, influence, and relationship-building skills at all organizational levels.
• Demonstrated ability to lead through change, build trust, and foster collaboration in complex, matrixed environments.
• High integrity, sound judgment, and a values-driven leadership style aligned with the Company Code of Conduct