VP, Human Resources

Progress Rail stands at the intersection of legacy and innovation—driving the future of rail with a pioneering spirit. Since its founding in 1983, the company has grown to become one of the world’s largest and most trusted providers of railroad products, services, and technologies. Today, Progress Rail delivers a comprehensive portfolio of cost-effective solutions to railway customers around the globe, powering progress and connecting communities in over 100 countries. In 2006, Progress Rail joined Caterpillar Inc., further strengthening its ability to lead the rail industry with cutting-edge technology, unmatched expertise, and a commitment to excellence.

About the Role

The Vice President of Human Resources is a strategic leader responsible for developing and executing HR strategies that support Progress Rail’s mission, growth, and culture. Working with the SVP Corporate Services, the VP of HR will execute the global people strategy by aligning innovative talent solutions with business objectives to fuel profitable growth. As a key advisor to senior leadership, this role champions a high-performance, inclusive work culture in a global, operations-intensive environment.

The ideal candidate is a fast-paced, dynamic, and strategic leader with a proven track record in driving organizational transformation, attracting and retaining key talent, and relentlessly pursuing process improvements to enhance efficiency and effectiveness. Candidates must possess a strong executive presence to influence and inspire at all levels while navigating complex challenges with a commitment to continuous improvement and innovation.

Key Responsibilities

• Translate business priorities into a focused set of people initiatives that strengthen organizational capability and readiness for the future.
• Use workforce insights and HR metrics to identify trends, surface risks and opportunities, and guide decisions on performance expectations, rewards, and talent investments.
• Shape and execute major, talent-centered change across highly matrixed business units, ensuring alignment, clarity, and sustained adoption through disciplined planning and change leadership.
• Align workforce strategy to business performance across manufacturing sites and corporate functions, strengthening leadership capability, succession planning, and skills development.
• Provide disciplined stewardship of employee relations, total rewards, and HR governance, ensuring consistent, compliant practices and scalable systems in a complex, regulated, and safety-critical environment.
• Exhibit and drive enterprise behaviors, including a customer-back mindset, open and direct communication, urgency, innovation, and a focus on progress over perfection.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s or MBA preferred).
• 10–15 years of progressive HR leadership experience, including at least 5 years at a senior executive level.
• Proven track record of developing and leading strategic HR programs in a complex, fast-paced, multi-site, and multi-region manufacturing or industrial organization.
• Broad knowledge of employment law, benefits, compensation, organizational planning, employee and labor relations, training, and development.

Skills & Competencies

• Executive Communication: Outstanding written and verbal communication skills, adept at preparing reports, presenting to C-suite leaders, and simplifying complex ideas for diverse audiences.
• Strategic Thinking: Ability to apply organizational acumen and competitiveness to identify and maintain focus on key success factors.
• Change Leadership: Skilled in guiding organizations through transformation, gaining alignment, and building commitment in ambiguous or high-stakes situations.
• Business Acumen: Knowledge of business concepts, tools, and processes to make sound decisions in the context of the company’s business.
• Global Perspective: Understanding of issues, opportunities, and challenges in conducting business internationally, with the ability to apply global perspectives appropriately.
• Organizational Knowledge: Ability to learn and align with the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics to support optimal performance.

Benefits

• Competitive salary.
• 401(k) plan with up to 6% company match (no waiting period with immediate vesting).
• Medical, dental, vision, life, and disability insurance.
• Supplemental accident, critical care, and hospital insurance, along with an HDHP and HSA with seed money.
• Flexible Spending Accounts.
• Paid vacation, holidays, and time-off (PTO).
• Employee Assistance Plan.
• Education Assistance Program.
• Employee Recognition Programs.
• Site-specific production and incentive plans, step and skill-level wage adjustment plans, relocation, and sign-on bonus programs (eligibility varies by position, full-time/part-time, and regular/temporary status).

Benefits eligibility varies by job position, employment status, and plan guidelines.