Vice President, Human Resources (People & Culture)
Vice President, Human Resources (People & Culture) Base pay range $160,000.00/yr - $180,000.00/yr Additional compensation types Annual Bonus Role Overview The Vice President of Human Resources (People & Culture) is a senior executive responsible for designing, implementing, and scaling a comprehensive, end-to-end HR operating model that supports a large, distributed frontline workforce while enabling high‑performing corporate and technical teams. This role requires an experienced operator–builder with the credibility to partner effectively with frontline operations and senior leadership. The successful candidate will have a demonstrated track record of building repeatable HR systems, leading workforce‑scale total rewards strategies, and establishing consistent employee relations and compliance infrastructure. Operating at both strategic and executional levels, the VP of HR owns the full employee lifecycle and ensures the organization delivers consistent, compliant, and high‑quality outcomes across enterprise environments while maintaining a strong, equitable, and scalable culture. Reports to: Chief Executive Officer / President Location: Flexible / Hybrid, with regular travel to field locations Required Qualifications Senior HR leadership experience in distributed, multi‑site, frontline, and high‑compliance environments (e.g., security, facilities, logistics, retail operations, healthcare, hospitality). Demonstrated success building and scaling a full, end‑to‑end HR operating model. Proven ownership of Total Rewards and benefits strategy for broad employee populations. Strong employee relations judgment with deep wage and hour compliance knowledge. Operationally credible leader who builds practical systems managers adopt. Data‑driven approach with HRIS, analytics, and governance experience. Must be willing to participate in the Company’s pre‑employment screening process and continuously meet any applicable state, county, and municipal requirements. Preferred Qualifications Experience supporting both frontline operations and corporate or technical teams. HR leadership in scaling organizations requiring standardization and speed. Track record of improving retention and internal promotion pipelines. Key Responsibilities Build and oversee an integrated HR framework covering workforce planning, talent acquisition, onboarding, training enablement, performance management, compensation and benefits, employee relations, compliance, HRIS, analytics, engagement, and culture. Ensure HR processes operate as a unified system that supports operational consistency, accountability, and scalability. Talent Quality, Retention, and Workforce Planning Establish hiring and workforce planning practices that emphasize long‑term fit, quality, and retention. Partner with operational leadership to align staffing models with growth, client requirements, and site ramp schedules. Strengthen manager accountability for hiring and people outcomes. Training, Readiness, and Performance Management Partner with Operations and Training leaders to ensure role‑based onboarding, readiness standards, and leadership development for frontline and field leaders. Implement performance management systems with clear expectations, documentation standards, and coaching rigor. Total Rewards and Benefits Strategy Develop and govern a comprehensive compensation philosophy and job architecture that ensures internal equity and market competitiveness. Design and administer inclusive benefits programs accessible to both frontline and corporate employees. Improve benefits communication, enrollment, and utilization across a distributed workforce. Employee Relations, Compliance, and Risk Management Establish consistent, defensible employee relations and labor compliance practices, including wage and hour governance. Oversee investigations, corrective actions, policy management, and compliance training. Partner with Legal and Operations to mitigate people‑related risk. Culture and Leadership Standards Translate leadership principles and operating values into hiring criteria, management expectations, performance standards, and recognition practices. Ensure cultural consistency across all sites, shifts, and leadership levels. Measures of Success Improved hiring quality, reduced time‑to‑fill, and higher offer acceptance rates Increased early‑tenure retention and reduced regretted attrition Faster onboarding completion and time‑to‑productivity Improved manager effectiveness and coaching capability Higher benefits enrollment, understanding, and participation Reduced recurring employee relations issues and compliance risk Improved employee engagement and leadership follow‑through Base Salary: $160,000‑$180,000/yr, including bonus opportunity, commensurate with experience Health, Dental, and Vision insurance. 401(k) PTO/Vacation Program Executive coaching, career development, and growth opportunities. Seniority level Executive Employment type Full‑time Job function Human Resources Industries Staffing and Recruiting and Human Resources Services J-18808-Ljbffr
