Vice President of Human Resources

Vice President of Human Resources

We are looking for a Vice President of Human Resources who understands that great HR is about more than policies, benefits, and compliance. It is about building the workforce a growing company needs quickly, intelligently, and without wasting money.

This is a hands-on executive leadership role reporting to the Chief People Officer. The Vice President of Human Resources will lead the HR function for a designated department, oversee a team of talent acquisition professionals, HR generalists, and benefits coordinators, and serve as a strategic partner to department leadership.

The right person knows how to build and lead a strong internal recruiting function, but also understands that internal recruiting cannot and should not solve every hiring problem. You know how to strategically use outside staffing firms, specialized recruiters, contract talent, contract-to-hire arrangements, and direct-hire partners when they can deliver better or faster results.

Just as importantly, you know when not to use them.

You understand the economics behind hiring. You can look at a position and determine whether it makes sense to hire directly, use a third-party recruiter for a permanent placement, bring someone in contract-to-hire, or temporarily supplement the team with contract labor.

You don’t blindly approve a 30–50% staffing markup for six or twelve months when the business could have hired the person directly. At the same time, you recognize when paying that markup makes perfect sense because the company needs flexibility, speed, specialized talent, reduced hiring risk, or immediate capacity.

Reporting to the Chief People Officer, you will own the Human Resources function for your designated department and lead a team that includes talent acquisition professionals, HR generalists, and benefits coordinators.

Your responsibilities will include talent acquisition, workforce planning, employee relations, compensation, benefits coordination, performance management, compliance, organizational development, leadership support, HR policies, employee engagement, onboarding, retention, and HR systems.

You will ensure that your team delivers consistent, responsive, and business-focused HR support while aligning with the broader people strategy established by the Chief People Officer.

A major part of your responsibility will be workforce strategy and talent acquisition.

You will partner directly with department leaders, Finance, Operations, and the Chief People Officer to understand upcoming hiring needs rather than waiting for requisitions to land on HR’s desk. You should be able to anticipate talent gaps, understand project timelines, identify difficult-to-fill positions early, and develop a hiring strategy before a staffing problem becomes an operational problem.

You will lead and hold accountable the talent acquisition team supporting your department, establishing clear expectations around sourcing, candidate quality, speed, communication, interview coordination, offers, candidate experience, and time-to-fill.

When internal recruiting is the best solution, you will make sure the internal team executes.

When an outside partner can produce a better result, you will know when to make that call.

You will develop and manage relationships with outside staffing agencies, executive recruiters, niche recruiting firms, and contract labor providers in partnership with the Chief People Officer and appropriate internal stakeholders. You will negotiate agreements, rates, markups, conversion terms, guarantees, and service expectations while holding vendors accountable for performance.

You will also create discipline around how your department uses staffing companies. Managers should…