Vice President, Human Resources & Administration

Vice President, Human Resources & Administration

Houston, TX, USA

Posted Friday, August 14, 2026 at 5:00 AM

Company &

Position Overview:

J.B. Poindexter & Co., Inc. (JBPCO) is a privately held, diversified manufacturing company forecasting over $2.5B in annual revenues and employing over 8,000 team members. The six operating subsidiaries, covering 60 locations, are engaged in the production of commercial truck bodies, step-vans, utility trucks, ambulances, electric and alternative fuel vehicles, and expandable foam plastic packaging. For more information, visit  .

The Vice President, Human Resources & Administration is a key member of the executive leadership team responsible for developing and executing the HR strategy for the organization across multiple business units, a shared services organization, and specialized HR centers of excellence. The VP Human Resources and Administration will serve as a strategic advisor to the Chief Executive Officer and executive team on workforce strategy, organizational effectiveness, leadership capability, culture, succession planning, compensation, team member engagement, and enterprise talent risk.

This role will ensure the HR and Administration functions operate as an integrated, business-focused organization that balances enterprise consistency with the unique needs of each business unit. The VP Human Resources and Administration will lead the design and delivery of high-impact human resource projects, drive scalable HR operations through shared services, and enable centers of excellence to provide leadership, governance, and solutions across the company.

Essential Duties and Responsibilities:

• Develop and execute an enterprise-wide people strategy aligned with the company’s growth objectives, operating model, financial priorities, and long‑term business strategy.
• Translate business priorities into practical HR initiatives that support growth, productivity, transformation, and operational excellence across multiple business units.
• Promote alignment across business units while allowing appropriate flexibility for market, operational, and talent differences.
• Oversee a scalable and efficient HR shared services organization that delivers consistent, reliable, and customer‑focused support to team members and managers.
• Drive improvement, service delivery excellence, technology enablement, self‑service capabilities, and clear service‑level expectations across HR operations.
• Use data, analytics, and reporting to measure HR effectiveness, identify trends, improve team member experience, and inform executive decision‑making.
• Provide leadership and governance for HR centers of excellence. Ensure centers of excellence deliver enterprise standards, tools, frameworks, and programs that are practical, measurable, and responsive to business needs.
• Build strong collaboration between centers of excellence, shared services, and HR business partners to create an integrated and seamless HR operating model.
• Lead enterprise succession planning, executive talent reviews, leadership development, and critical role planning to ensure a strong pipeline of future leaders.
• Drive performance management, career development, and capability‑building processes that strengthen accountability, engagement, and organizational performance.
• Develop and oversee compensation, benefits, incentive, and recognition programs that support attraction, retention, performance, and affordability.
• Ensure total rewards programs are aligned with business strategy, market practices, regulatory requirements, and the company’s culture and values.
• Shape and sustain a high‑performance culture grounded in the company’s values, leadership expectations, team member engagement, and accountability.
• Lead organizational change efforts related to growth, restructuring, business transformation, acquisitions, integrations, divestitures, and operating model redesign.
• Partner with legal, finance, risk, and business leaders to identify and mitigate people‑related risk across the enterprise.
• Ensure HR policies, practices, and decision‑making processes are legally compliant, consistently applied, and aligned with company values.

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