VP of HR

The Vice President of Human Resources (VP of HR) is a senior executive leader responsible for

setting and executing the organization’s overall people strategy in alignment with the business

objectives and long-term growth. As a key member of the executive leadership team, the VP of HR

provides strategic oversight of all human resources functions, including talent strategy,

organizational development, employee engagement, compliance, performance management, total

rewards, and culture.

This role serves as a strategic advisor to the CEO and executive leadership, ensuring the organization

attracts, develops, and retains top talent while maintaining a legally compliant, inclusive, and high-performing workplace. The VP of HR balances strategic vision with operational excellence, building

scalable HR infrastructure to support organizational growth.

Key Objectives

 Design and lead an enterprise-wide human capital strategy aligned with organizational

goals, values, and culture.

 Build and maintain scalable HR systems, policies, and processes that support business

growth, compliance, and employee experience.

 Lead total rewards strategy, including executive and company-wide compensation,

benefits, and performance-based incentive programs.

 Serve as a trusted advisor to executive leadership on workforce planning, organizational

design, succession planning, and employee relations.

 Champion a diverse, equitable, and inclusive culture that fosters engagement,

accountability, and high performance.

Primary Responsibilities

 Provide executive leadership and strategic direction for all HR functions, ensuring

alignment with corporate strategy and operational priorities.

 Partner with the CEO and executive team on organizational planning, leadership

development, and change management initiatives.

 Oversee talent acquisition and retention strategies, including workforce planning,

employer branding, succession planning, and leadership pipelines.

 Lead and optimize the full employee lifecycle, including onboarding, engagement,

performance management, development, and offboarding.

 Ensure compliance with all federal, state, and local employment laws and regulations

(EEOC, OSHA, ADA, FLSA, FMLA, COBRA, etc.), and oversee investigations and risk

mitigation efforts.

 Coach and advise senior leaders and managers on performance management,

employee relations, conflict resolution, and team effectiveness.

 Establish and monitor key HR metrics and analytics to evaluate effectiveness, identify

trends, and drive data-informed decision-making.

 Collaborate with finance and executive leadership on compensation structures, annual

salary reviews, incentive programs, and benefits strategy.

 Evaluate, select, and manage HR systems, vendors, and partners (e.g., HRIS, payroll,

benefits providers) to ensure efficiency and scalability.

 Oversee the development and maintenance of HR documentation, including policies,

handbooks, job architectures, and governance frameworks.

Required Skills and Qualifications

 Bachelor’s degree in Human Resources, Business Administration, or a related field

(Master’s degree strongly preferred).

 Minimum of 8–10 years of progressive HR experience, with at least 3–5 years in a senior

leadership or executive HR role.

 Deep expertise in employment law, regulatory compliance, and HR best practices.

 Proven experience building and scaling HR infrastructure in growing, complex, or fast-paced organizations.

 Strong executive presence with exceptional leadership, communication, and influencing

skills.

 Strategic thinker with the ability to align people strategy with business outcomes.

 High ethical standards and demonstrated ability to handle confidential and sensitive

matters with discretion.

 Proficiency in HRIS platforms and Microsoft Office Suite; experience with ADP preferred.

 Demonstrated experience negotiating and managing healthcare and benefits contracts.

Preferred Qualifications

 Professional HR certification (e.g., SHRM-SCP, SPHR).

 Experience leading HR in a multi-location, distributed, or multi-state workforce.

 Background in staffing, services, or other people-intensive industries.

 Experience partnering closely with boards, executive teams, or private equity ownership

(if applicable).