Vice President Human Resources

**REQUIRED : We're looking for an HR Leader who had scaled innovative (PE backed) companies in hyper\-growth stage and also has a background in manufacturing environments.** *This will be working closely with the C\-Level/Board/Equity team while actively building trust and empowering employees across the entire organization (10\+ facilities).* **Remote** *(Chicago, Austin, ATL, PHX, Philly preferred)* : 30% National Travel **Comp: $165\-185K \+ 25% Bonus** *We operate at the intersection of advanced technology and high\-speed, distributed manufacturing operations. As an early innovator in our space, our business has evolved into its next phase – focused on scaling with precision, driving consistency, and deepening our presence across key markets.* *Our direction is defined by disciplined growth, operational consistency, and the ability to deliver innovative, high\-touch service at scale. We believe exceptional outcomes are driven by exceptional people. We are committed to attracting, developing, and retaining top talent who thrive in fast\-paced, performance\-driven environments. Our culture emphasizes accountability, continuous improvement, and the opportunity for individuals to make a meaningful impact as the organization grows and evolves.* **SUMMARY OF POSITION** The VP of HR role will require an executive operator responsible for scaling workforce across 10\+ manufacturing sites in North America. We are currently seeking a People Leader who leads with innovation in fostering a high\-performance culture : leveraging data, technology, and transformative practices to enable the business to move faster, smarter, and with confidence without introducing unnecessary complexity or bureaucracy. You’ll play a critical role in transforming HR from a reactive support function into a forward\-looking business partner implementing long\-range strategic management goals and enhancing employee engagement. In close partnership with Plant Directors, you’ll equip operational leaders with the insights, tools, and frameworks to drive performance across their sites, while serving as a strategic partner to the C\-suite and Board – bringing a candid, data\-informed perspective that shapes enterprise\-level decisions and direction. We’re seeking an innovative leader with deep organizational design expertise and a genuinely data\-focused mindset – someone who uses analytics to challenge assumptions, shape strategy, and drive measurable outcomes. We need a builder to raise the bar on talent, help develop strong operators, and create a dynamic function that scales with the business. **STRATEGIC LEADERSHIP \& EXECUTION** * **Anti\-Bureaucracy Advocacy:** Actively dismantle over\-engineered HR processes. Simplify workflows to empower managers rather than burden them. * **Talent Velocity:** Reducing time\-to\-fill for key roles to under 4 weeks while ensuring every hire aligns with our customer\-centric culture. * **Cultural Stewardship:** Ensure our unique, entrepreneurial culture remains intact across a distributed workforce. You must translate the company vision into daily behaviors that drive employee engagement and customer loyalty. * **Collaboration:** Ensure collaboration with Management teams including Executive Leadership Team as a trusted advisor to help maintain a high performing culture by driving strategic and proactive initiatives that are closely aligned to the overall business and people strategy that supports our mission and values. * **Metrics\-driven:** A leader that leverages data and benchmarking to help influence leaders when striving for improvements or change while challenging HR direct reports to leverage business analytics to drive decisions on talent, risks to the business, and development needs. **ESSENTIAL FUNCTIONS** **Manager Enablement \& Support** * Deliver direct, hands\-on coaching to Plant Directors and senior leaders while building and embedding a practical coaching system into daily business rhythms to empower improved decision\-making speed, accountability, and leadership effectiveness. * Leverage performance and succession planning tools to identify “ready\-now” and “ready\-future” successors for critical roles across all sites, while driving workforce planning strategies to enhance engagement, employee satisfaction, and overall employee experience. **Data Accountability \& Infrastructure** * Champion adoption and optimization of HRIS platforms and leverage to deliver real\-time workforce analytics, enabling data\-driven decisions across performance, compensation, and retention. * Build and track core HR KPIs—Revenue per Employee, Turnover Cost, and Employee Net Promoter Score (eNPS)—to identify trends and growth opportunities in real\-time. * Establish scalable dashboards and analytics frameworks to measure the effectiveness of HR programs and continuously improve outcomes. **North American Compliance \& Operations** * Oversee the day\-to\-day HR operations, including talent acquisition, onboarding and offboarding, compensation and benefits, payroll compliance and performance management across multiple jurisdictions, including U.S. and Canada. * Cultivate a high\-performing HR team through focused development, hands\-on coaching, and modern tools that strengthen capability and drive impact. * Encourage open dialogue and collaboration within all teams across organizations to share best practices and drive innovative solutions. Implementing regular performance reviews and feedback mechanisms to motivate and recognize achievements and addressing areas for growth. * Safety \& Wellbeing: Collaborate with Operations and Safety to implement digital wellness platforms that reduce workplace injuries and lower absenteeism. **JOB KNOWLEDGE, SKILLS \& ABILITIES** * **Operator Mindset:** Ability to lead HR strategy and implementation in a complex manufacturing environment while translating business priorities into actionable, high\-impact people strategies that enhance performance, efficiency, and measurable results across the organization. * **High\-Volume Talent Strategy:** Experience building a recruitment engine that can scale by 20%\+ annually. * **Technical Proficiency:** Advanced knowledge a tier\-one HRIS/payroll platform with a heavy emphasis on data analytics. * **Communication:** Ability to influence stakeholders from the plant floor to the boardroom. * **Compliance:** In\-depth knowledge of Federal, State, Provincial (Canada), and local employment laws. **EXPERIENCE AND EDUCATION** * **Experience:** Minimum 10\+ years of progressive HR experience, with at least 5 years in a senior leadership role within a multi\-site manufacturing environment. * **Leadership** : Demonstrated experience building and elevating HR teams. * **Education:** Bachelor's degree. SHRM\-CP/SCP or SPHR certification(s) preferred. * **Travel:** Up to 30% to support site transitions and plant visits.