Vice President Human Resources

Accountabilities:

Strategic HR leadership: Define and execute the HR strategy to support organizational growth, workforce expansion, and operational transformation across manufacturing facilities and remote corporate functions in the United States and Canada.
Workforce expansion and site transitions: Lead HR execution for new site openings, expansions, and geographic footprint changes. Develop scalable recruitment and workforce transition plans that support business continuity and rapid hiring in new markets.
Talent acquisition and workforce planning: Build a proactive, technology-enabled recruiting function capable of supporting significant annual headcount growth. Optimize recruitment processes to target a time-to-fill of under four weeks for key positions, while evaluating how AI and emerging technologies may reshape workforce needs.
Manager coaching and enablement: Act as a trusted advisor and coach to Plant Directors and other leaders. Provide practical tools, standard operating procedures, templates, and guidance for recruitment, employee coaching, performance management, and employee transitions.
Performance management and leadership development: Establish and maintain meaningful quarterly performance calibration processes that encourage employee development and accountability. Conduct nine-box talent assessments to identify high-potential employees and prepare succession plans for critical leadership and operational positions.
Career architecture and employee development: Design transparent career pathways and progression frameworks across departments and organizational levels. Implement structured onboarding, continuous learning, and training programs tailored to manufacturing employees and remote corporate teams.
HR technology and process automation: Maximize the capabilities of existing HR information systems and payroll platforms, such as Rippling, to automate workflows, improve data accuracy, strengthen self-service capabilities, and reduce administrative burdens.
Workforce analytics and reporting: Establish and monitor key HR performance indicators, including revenue per employee, turnover costs, employee net promoter score (eNPS), recruitment efficiency, and workforce trends. Translate insights into actionable recommendations for executive leadership and operational managers.
North American employment compliance: Oversee HR and payroll compliance across U.S. states and Canadian provinces, ensuring adherence to applicable federal, state, provincial, and local employment legislation, payroll requirements, and workplace regulations.
Employee relations and labor relations: Build constructive relationships with employees, managers, and labor unions where applicable. Address workplace disputes fairly, manage sensitive employee matters, and promote consistent, legally compliant practices across locations.
Culture and employee engagement: Preserve and strengthen an entrepreneurial, collaborative culture throughout a distributed workforce. Translate organizational values into everyday management practices that support employee engagement, retention, and customer satisfaction.
Workplace safety and wellbeing: Partner with Operations and Safety teams to introduce and support digital wellness initiatives, reduce workplace injuries, minimize absenteeism, and improve employee wellbeing.
Organizational effectiveness: Simplify overcomplicated HR processes, remove unnecessary administrative barriers, and empower managers with practical solutions that improve decision-making, operational efficiency, and employee experience.
Executive partnership and change management: Advise senior leadership on workforce strategy, organizational design, talent risks, and operational changes. Lead people-related aspects of organizational transformation while balancing employee needs with business objectives.
Requirements:
Professional experience: At least 10 years of progressive HR experience, including a minimum of five years in a senior HR leadership role within a multi-site manufacturing environment.
International workforce management: Demonstrated experience managing HR operations and payroll across a geographically distributed workforce in both the United States and Canada.
Education: Bachelor's degree in Human Resources, Business Administration, or a related field is required.
Multi-site manufacturing expertise: Proven ability to lead HR operations across multiple facilities, manage complex workforce changes, and support plant leaders in fast-paced production environments.
High-volume recruitment: Experience developing and scaling recruitment strategies to support annual workforce growth of 20% or more, including high-volume hiring and recruitment for new or expanding locations.
Employment law and compliance: In-depth knowledge of U.S. federal, state, and local employment laws, as well as Canadian federal and provincial employment requirements, payroll compliance, and applicable labor regulations.
HR technology proficiency: Advanced knowledge of Rippling or comparable enterprise HRIS and payroll platforms, with a strong emphasis on analytics, automation, process optimization, and workforce reporting.
Performance and succession management: Experience implementing performance calibration frameworks, leadership assessments, succession planning, career development programs, and structured employee evaluation processes.
Change management and operational execution: Demonstrated ability to manage organizational transformation, support site expansions and transitions, and deliver measurable results while maintaining operational continuity.
Strategic workforce planning: Ability to evaluate organizational structures, anticipate talent requirements, identify capability gaps, and align workforce investments with business growth.
Analytical and data-driven decision-making: Strong ability to interpret workforce metrics, identify trends and risks, and translate data into practical strategies that improve organizational effectiveness.
Leadership and communication: Excellent interpersonal, coaching, and communication skills, with the ability to influence stakeholders at every level, from manufacturing floor employees to executive leadership.
Employee advocacy and engagement: A demonstrated commitment to supporting employees across diverse roles and locations, fostering inclusive workplaces, and maintaining strong relationships with frontline manufacturing teams.
Labor and employee relations: Experience managing sensitive employee matters, resolving workplace disputes, and maintaining constructive relationships with labor unions where applicable.
Technology and AI awareness: Familiarity with emerging AI capabilities and their potential impact on workforce planning, recruitment, HR service delivery, and organizational design.
Adaptability and execution: A proactive, hands-on leadership style, with the ability to simplify processes, operate effectively amid ambiguity, and balance strategic priorities with day-to-day operational needs.
Travel availability: Willingness to travel up to 30% of the time to support manufacturing site visits, workforce initiatives, and organizational transitions.
Benefits:
Competitive annual compensation: Salary range of $200,000–$250,000 USD, depending on experience, qualifications, and location.
Performance-based bonus: Additional bonus opportunity, as outlined in the compensation package.
Remote work arrangement: Remote-based position in the United States, with travel to manufacturing locations as required.
Executive-level impact: Opportunity to shape HR strategy, workforce transformation, and organizational development across a growing North American manufacturing operation.
Leadership and professional growth: Direct partnership with executive leadership and opportunities to influence workforce planning, talent development, and organizational effectiveness.
Technology-driven environment: Opportunity to advance HR automation, workforce analytics, and modern talent management practices.
Multi-site leadership exposure: Broad responsibility across manufacturing facilities and remote corporate functions, providing significant scope for strategic and operational impact.
Inclusive workplace culture: Commitment to equal employment opportunities and a professional environment that values employee contributions, collaboration, and diverse perspectives.