Vice President of Human Resources

Key Responsibilities

• Serve as the primary HR advisor to senior leaders, translating business priorities into talent, organization, and culture strategies that deliver results.
• Bring strong business, market, and industry insight to inform both short- and long-term human capital decisions.
• Lead organizational design, workforce planning, succession planning, talent management, and skills development, ensuring alignment with strategic goals.
• Share OpCo talent insights with HR COEs to inform enterprise strategy, solutions, and innovation.
• Coach senior leaders on leadership effectiveness, performance management, and career development.
• Analyze business and people metrics—including retention and employee experience—to identify trends and recommend systemic interventions that improve organizational health.
• Establish visual management and operating mechanisms to track effectiveness of talent and culture initiatives and drive continuous improvement.
• Partner with leaders to build and sustain an engaging, high-performance, and inclusive growth culture.
• Lead and support organizational change initiatives and drive change management, including leadership transitions, organizational redesign, mergers and acquisitions, and cultural transformation.
• Lead strategy and execution for employee events (townhalls, employee appreciation events, seasonal celebrations, community outreach events) that drive an engaging culture.
• Provide guidance on pay-for-performance decisions, including merit, promotions, LTI, and job leveling.
• Foster strong communication, trust, and collaboration across the senior leadership team.
• Partner with HR COEs to build scalable recruiting and talent pipelines.
• Ensure compliance with employment laws and HR policies, reinforcing ethical leadership, integrity, and proactive risk management.

Qualifications

• 10+ years of progressive experience in Human Resources, Talent Management, or a related leadership role.
• Proven success as a strategic HR business partner with strong business acumen and executive-level influence.
• Deep expertise in organizational design, workforce planning, talent management, and leadership succession.