The Vice President of Human Resources (VP of HR) provides enterprise leadership for Biltmore's people, culture, talent, and organizational effectiveness strategies. In partnership with the CHRO, Executive Committee, VP Team, and business leaders, the role aligns organizational structure, leadership capability, workforce strategy, and culture with Biltmore's long-term business strategy and family vision. The position leads the HR leadership team and provides strategic oversight for talent acquisition, total compensation/rewards, employee experience/engagement, learning and development, succession planning, talent management, organizational development, change management, workforce effectiveness, and compliance.
Essential Job Duties
1. Enterprise HR & People Strategy
- Partner with the CHRO and executive leadership to develop and execute enterprise people strategies that support Biltmore's mission, value cycle, culture, business plans, and long-term sustainability.
- Lead and direct the HR leadership team, including People & Culture, Benefits & Compensation, Learning & Development, and Employee Communications.
- Serve as a strategic business partner to executive and senior leadership on people, organizational, culture, and business matters.
- Establish and monitor people and organizational effectiveness metrics; use workforce analytics and business data to identify trends, evaluate organizational health, and inform executive decision-making.
- Provide management and oversight for HR budget(s) and resources to ensure financial discipline and alignment with enterprise priorities.
2. . Organizational Effectiveness, Design & Change
- Lead enterprise organizational effectiveness and organizational design efforts, partnering with executive and senior leaders to evaluate structures, spans of control, roles, decision rights, leadership capabilities, and talent requirements needed to execute Biltmore's strategy.
- Assess organizational development needs across operating, business, and functional units and design practical interventions that improve effectiveness, accountability, collaboration, and execution.
- Lead or facilitate enterprise change, leadership-team effectiveness, strategic alignment, and other organizational improvement efforts.
- Partner with executive leadership to facilitate enterprise and departmental strategic planning, executive retreats, VP meetings, and leadership alignment processes that translate strategy into priorities, capabilities, and accountability.
3. Talent & Leadership Development
- Lead Biltmore's enterprise talent and succession strategy, including identification and development of high-potential talent, succession planning for critical leadership roles, and building internal leadership pipelines.
- Provide oversight for Director- and VP-level development, including professional development planning, assessment, coaching, readiness for future roles, and succession decisions.
- Coordinate executive coaching programs, including coach matching, contracting, alignment of development goals, and effectiveness measurement.
- Oversee leadership and management development strategy and selectively facilitate executive, leadership, and organizational development experiences when appropriate.
4. Culture & Employee Experience
- Cultivate Biltmore's culture and learning focus throughout the organization and ensure the employee experience reflects Biltmore's mission, vision, core values, and guiding principles.
- Serve as champion for the Strategic Framework culture priority focused on maximizing employee potential and belonging
- Oversee and promote a world-class employee experience grounded in human dignity, well-being, engagement, inclusion, and accountability.
- Maintain shared responsibility and teamwork across functions, using Biltmore's Core Values and Guiding Principles to address conflict, strengthen trust, and improve collaboration.
5. Workforce Strategy & Business Performance
- Partner with Finance, Operations, and executive leadership to develop and execute workforce strategies that align labor investment, organizational capacity, and talent with forecast business demand and financial objectives.
- Serve as Executive Leader of the Labor Management/Planning Team and report to the Executive Committee on labor strategy, performance, risks, and opportunities.
- Support leaders in using workforce data, productivity measures, and operating metrics to proactively manage labor to business volumes while protecting the employee and guest experience.
- Identify and implement best-practice approaches that strengthen performance management, workforce planning, accountability, and productivity.
6. HR Functional Leadership & Governance
- Provide strategic oversight for talent acquisition, compensation, benefits, performance management, employee relations, safety, employment practices, and related HR operations.
- Ensure compensation and benefits programs remain competitive, financially responsible, and aligned with attraction and retention priorities.
- Maintain knowledge of applicable laws, regulations, and leading practices in employment law, human resources, total rewards, talent management, and organizational development.
- Provide executive-level oversight for HR policies, practices, systems, and compliance; ensure HR capabilities and technology evolve with business needs.
- Represent Biltmore with internal and external constituencies in a manner consistent with the company's values, standards, and reputation.
- Perform other executive-level duties and special projects as assigned by the CHRO.
Qualifications
1. Bachelor's degree or equivalent experience required; advanced degree in business, human resources, organizational development, or a related field preferred.
2. Professional HR certification required or ability to obtain within an agreed timeframe (e.g., SPHR, SHRM-SCP, or comparable credential).
3. 10+ years of progressively responsible HR and/or organizational development leadership experience, including significant experience leading leaders and partnering with executive teams. Experience working in a family business preferred.
4. Demonstrated experience in enterprise talent management, succession planning, organizational design, leadership development, and change leadership.
5. Strong business and financial acumen with the ability to connect people and organizational decisions to enterprise performance.
6. Exceptional interpersonal, coaching, facilitation, communication, and conflict-resolution skills.
7. Effective leadership skills with the ability to build trust, influence across boundaries, and balance employee, business, and long-term stewardship needs.
8. Strong analytical and problem-solving skills; able to simplify complex issues and translate data into practical decisions and action.
9. Proven judgment, discretion, confidentiality, and executive presence in high-stakes and sensitive situations.
10. Demonstrated ability to lead through ambiguity, manage competing priorities, and drive outcomes through others.
11. Ability to represent Biltmore effectively with a wide range of internal and external constituencies.
12. Proficiency with standard business technology and experience with HRIS, talent, analytics, and workforce systems; Workday experience preferred.
Physical Requirements
1. The incumbent will work in an office environment.
2. This position may be required to lift up to 25 pounds occasionally.
3. Some travel may be required.
