Vice President of Human Resources

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Full Time HR Pella, IA, US

11 days ago Requisition

Job Title:Vice President of Human Resources

Division:Precision, Pulley, & Idler (PPI)

FLSA: Exempt

Grade:N/A

Job Status:Full Time

Travel Required:15-25%

Revision Date:August 2026

Reports To:Chief Financial Officer

The Vice President of Human Resources leads the human resources function for Precision's global operations and owns three of the eleven core capabilities in the corporate strategic plan: people, culture and total rewards; employee development and training; and succession planning, held jointly with the President and CEO. Core capabilities are the organizational infrastructure the Commercialization, Operations, and Technology pillars depend on.

They are not strategic choices and do not compete for portfolio capacity; they run continuously, and the strategies fail without them.

The role leads talent acquisition, total rewards, employee relations, HR compliance, learning and development, HR systems and analytics, and the culture and employee-owner engagement work that shapes the experience of working at Precision, across bulk, unit handling, LATAM, Underground (Continental), and CCR/PCR operations in the United States and South Africa.

People and culture responsibilities sit within human resources. The Vice President of Human Resources is accountable for both the technical discipline of the function and the day-to-day culture employee-owners experience across every location, and ensures the two reinforce one another.

The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned.

More specifically, the employee owner will lead:

• Own people, culture, and total rewards as a continuing core capability of the corporate strategic plan, sustained independent of the initiative portfolio.
• Own employee development and training as a core capability, building supervisor and leader capability at the pace the growth plan requires.
• Own succession planning jointly with the President and CEO, covering executive, functional, and plant leadership.
• Report core capability health to the Senior Leadership Team on the established strategic planning and review cadence.

• Lead the human resources function, including staffing, structure, service standards, and budget.
• Build and execute an HR roadmap that supports the company's workforce growth plan, multi-site consistency, and the three strategic pillars.
• Serve as a trusted advisor to the Senior Leadership Team on organizational, workforce, and employment matters.
• Establish and maintain HR policies, procedures, and the employee handbook across all locations.

• Direct recruiting strategy for hourly, salaried, technical, and leadership roles, including sourcing, employment branding, and selection practices.
• Lead workforce planning with operating leaders so staffing is matched to the global capacity build-out sequence, seasonality, and segment growth.
• Set the direction for onboarding so new employee-owners are productive quickly and understand ownership from the start.
• Position employee ownership deliberately as a recruiting and retention advantage in a competitive labor market.

• Own base wage structures, pay ranges, and the annual review process, maintaining internal equity and market competitiveness across segments and geographies.
• Lead benefits strategy, plan design, vendor and broker management, renewals, and cost control.
• Partner with Finance on ESOP administration, participant communication, and record-keeping requirements, supporting the divisional structure and ESOP value capability owned by the Chief Financial Officer.
• Support executive compensation analysis and Board Compensation Committee preparation as directed by the Chief Financial Officer.

• Lead employee relations practices, including investigations, corrective action, and conflict resolution, applied consistently across sites.
• Ensure compliance with federal, state, and international employment law, including FLSA, FMLA, ADA, EEO, I-9, and the local requirements applicable in Latin America and South Africa.
• Coach…