Vice President, Human Resources

Job Title
Vice President, Human Resources


Job Type
Full-Time Regular

Our multi-billion dollar, West coast client has been a regional leader for nearly 70 years. With several hundred locations, and an omni-channel presence, they continue to drive business growth while maintaining their commitment to sustainability and to the local communities they serve, donating over $2.5M annually.

Job Summary:

The Vice President, Human Resources strategically focuses on business partnerships for the company and for all facets of the company’s business. The position works closely with the Executive Vice President and Chief Administrative Officer in developing the Human Resources vision, and partners with senior leadership to direct all people functions of the company in accordance with the mission, philosophy, policies and practices of the organization; and the laws, regulations and administrative rulings of governmental organizations and regulatory and advisory authorities and organizations. This position is also responsible for the strategic human resource planning to provide the company with an optimal organization structure and to position the company as the Employer of Choice by being aware of employer best practices and trends, and their adoption and integration to HR functions and programs.

The Vice President, Human Resources is essential to the company’s success in achieving strategic goals and execution of human capital “key” strategies. This position’s scope of responsibility includes Human Resources Information Systems (HRIS), Payroll, Compensation, Benefits, Office and Human Resources Services (Employee Records), Leave Administration, Employee Relations, Talent and Acquisition, Employee Engagement and Learning and Instructional Design. The position supports and encourages training, development and career succession planning for the Human Resources (HR) professionals within their scope of responsibility.

Key Responsibilities and Accountabilities:

  • Promote and implement human resource values by planning and managing strategic human resources programs.
  • Develop and implement human resources strategies by establishing department accountabilities, including recruitment and staffing; performance management and improvement systems; employment and compliance to regulatory concerns; employee orientation; development and training, comp. and benefits administration; employee safety, welfare, wellness and health; employee services and counseling; leadership development and training.
  • Develop human resources financial strategies by estimating, forecasting, and anticipating requirements; align monetary resources by measuring and analyzing results.
  • Provide the “employee voice” in the development of the company's plans and programs, and act as a strategic partner in representing the human asset perspective.
  • Translate and align the company’s strategic and tactical business plans into HR objectives that support achievement of enterprise-wide goals
  • Evaluate and advise on the impact of long-range and short-range planning of new programs, strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the company.
  • Develop staffing strategies and implementation plans and programs to identify talent within and outside the company for positions of responsibility; identify appropriate and effective external sources for candidates for all levels within the company.
  • Develop progressive, proactive and cost-effective compensation and benefits programs to provide motivation, incentives and rewards for effective performance; provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees in a cost-effective manner.
  • Develop programs to allow the company to support and attract a broad applicant pool and diverse employee population to optimize the full development, engagement and performance of all employees.
  • Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
  • Develop appropriate policies and programs for effective management of the people resources of the corporation and to meet regulatory requirements in varying programs to include employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
  • Coordinate HR activities, programs and strategic HR plans with other departments throughout the company.
  • Maintain knowledge of federal, state, local HR policies, programs, laws and issues; understand the differences of domestic and regional policies and programs and coordinate the integration of all such programs.
  • Provide technical advice and knowledge to others within the human resources discipline.

Requirements (Knowledge, Skills and Abilities):

Industry Expertise

  • Experienced leader and HR resource executive with appropriate industry experience; general knowledge of employment laws and practices.
  • Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
  • Demonstrated ability to lead and develop Human Resources staff members and execute benefits and comp programs.
  • HR management experience in a union and non-union work environment; ability to give sound advice, data extraction and analysis for union negotiations.
  • Ability to read, analyze and interpret the most complex human resource related documents.


  • Excellent oral/ written communication skills; effective communicator in a variety of settings.
  • Excellent interpersonal and coaching skills.
  • Excellent facilitation skills and ability to resolve conflicts and mediate issues at all levels.
  • Excellent negotiator with both internal and external groups.


  • Decisive leader who possesses a strategic focus as well as an operational, implementation and detail oriented perspective.
  • Experienced and self-assured leader who works well in a matrix organization.
  • Well-organized, self-directed with the ability to relate to all levels within the organization.
  • Ability to be seen and observed by both internal and external stakeholders as a creditable resource.
  • Energetic, forward-thinking and creative with high ethical standards and an appropriate professional image.
  • Diverse experience with leading and managing a large grouping of departments.
  • Encourages collaboration and fosters a collaborative environment.
  • Ability to influence the organization relative to HR direction, vision and structure.
  • Ability to present to a large group of internal and external stakeholders; influential and persuasive with regard to being a subject matter expert within HR.
  • Able to strategically manage people as business resources and view them as our most valuable asset.
  • Challenges self and others to perform; enjoys working hard.
  • Leads and handles change, deals well with ambiguity, and can adapt quickly in a nimble environment.


  • Well-seasoned advisor and mentor who is trustworthy, honest and willing to share.
  • Experience in dealing with sensitive inquiries, complaints or issues, in an urgent and confidential manner; ability to maintain a high level of confidentiality.
  • Dedicated to meeting the expectations and requirements of internal and external customers.
  • Brings out the best in people; holds self and others accountable, makes fact-based decisions, integrity, makes expectations clear, understands big picture.

Business Acumen/Problem Solving

  • Shows business acumen – knows how businesses work; aware of how strategies and tactics work in the marketplace.
  • Strategic planning skills with sound technical, analytical good judgment and strong operational skills.
  • Approaches problems by using a logical, systematic, and sequential approach. Routinely uses numerical information.
  • Innovative and supports creativity by team; willing to take calculated risks on new ideas; quickly evaluates and adjusts as necessary.
  • Is result-oriented and demonstrates Excellence in Execution.

: Four-year college degree or equivalent knowledge gained through formal education, specialized training, or additional job experience

Experience: Ten years of directly related experience

Other: Some travel required

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