Vice President Human Resources
3 weeks ago
About the Role
Reporting to the CEO, the Vice President, Human Resources will play a critical role in shaping the performance and culture of the company. This role will collaborate closely with the ELT and private equity investment team to evolve the HR function, help define business strategy, and drive value creation, championing a culture of performance and positive employee relations. This newly established role will drive all aspects of the HR function: Talent Acquisition, Total Rewards, Talent Management, HR Operations, HR Compliance, and Culture/Team Member Experience. The VPHR will be closely involved in developing and implementing scalable company strategies while ensuring the teams have the capabilities required to achieve aggressive business objectives. The role calls for an accomplished, transformative thought leader with a strategic mindset and willingness to "roll up their sleeves” to ensure that the HR strategy and framework are aligned and integrated across the organization. This role will require a hands-on, agile, people-facing leader that can execute and model HR best practices for the organization on a real-time basis. The incoming leader must be a loyal and highly collaborative project and process manager who possesses strong business acumen and the ability to communicate thoughtfully and clearly to increase accountability throughout the organization.
Key Priorities
- Org Integration: Partner with the President and CFO to develop and implement a fully integrated HR strategy. Support acquisition efforts from developing initial employee-facing communication plans to identifying optimal integration timelines. Anticipate and prepare for integration challenges such as potential overlaps. Implement best practices to ensure a unified and seamless transition of both policy and cultural alignment. Set and share expectations and goals with employee population, provide thorough training, and consistently request feedback to improve processes and experiences.
- Functional Assessment: Conduct full assessment of HR function and define and execute the HR Service Delivery Model, inclusive of structure, process, analytics, tools, and talent. Establish, build, and leverage positive working relationships with the President & ELT. Provide organizational consulting and recommendations to ensure scalability of talent and processes to deliver on the company's operational and financial commitments.
- Org Design/Talent Management: Provide advice, counsel, and on the ground support to ELT in the deployment of successful organization design strategies and structures. Deliver appropriate talent planning activities that will identify talent, leadership development priorities, and succession plans. Focus efforts on identifying development needs and promoting a learning environment that supports on-the-job opportunities and assist employees and managers through development and performance matters.
- Comp & Ben/ Vendor Management: Audit and evaluate the competitiveness of existing compensation programs. Organize and execute a proactive compensation communication plan to promote employee awareness, understanding, and engagement. Proactively lead and manage the successful execution of open enrollment process, including migrating St. Armand’s employees onto the company's benefits platform. Manage all vendor, broker, and partner relationships.
- Culture and Compliance: Create, coach, and integrate leadership and employee behaviors that support company values and serve as the foundation for the people strategy. Develop and deploy programs that foster employee engagement and retention. Work with leaders to manage the resolution of complex employment matters, including investigations and performance management. Provide SME advice, counsel, and hands-on support, ensuring compliance with company policies and all state and federal employment laws.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or other related discipline.
- Minimum of 10 years of HR experience with a minimum of 5 years of leadership experience required.
- Proven track record of successful team management and HR strategy implementation.
- Knowledge of HR systems and databases.
- Experience in an hourly manufacturing environment required.
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