Vice President, Human Resources RHH 201802
Commercial Equipment
The Company

Company is confidential. Our client is in the service industry with revenues of 160M+ and over 300+ employees.

The Challenge

This position is expected to make a significant contribution across all Human Resource functions. Poised for substantial growth, our client needs an individual to provide overall human resource leadership and management to the organization. Among the key responsibilities are the development and implementation of human resource policies, programs and services, including employee relations; employment practices; compensation and benefits; recruitment, on-boarding and orientation; training and development; retention; legal compliance and procedures; and employee communications. The Vice President of Human Resources engages in the strategic planning process by supporting the execution of business unit strategies and plans through the implementation of HRD strategies and solutions that support short and long-term business objectives.

Job Definition

  • This position reports to the Chief Financial Officer.
  • Provide an employee-oriented; high-performance culture that emphasizes integrity, empowerment, quality and productivity.
  • Develop and implement a talent management strategy to assure that the Company attracts, retains and develops their human resources to maintain the growth objectives with a pipeline of internal qualified talent.
  • Develop & lead a “people strategy” culture that provides a human resource function that meets the Company’s growth plans in the immediate and long term and maintains the Company’s culture.
  • Establishes a “Learning Organization” culture that supports and encourages personal development toward the competencies required for the Company to achieve their goals.
  • Ensures that the Company communicates a shared culture & vision with employees as a stakeholder group in a timely manner and appropriate format.
  • Development of processes and metrics that support the achievement of the company's business goals.
  • Works with the Executive Team to identify emerging leaders and creates development planning and competency development for them.


  • Develop and implement policies, procedures, HR strategy and objectives that meet the vision of the Executive Team.
  • Develop programs to allow the company to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include competitive compensation strategy, talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the overall business.
  • Evaluation of the human resource division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.
  • Develop and implement in-house, ongoing development training programs for current employees that address company needs across department lines; i.e., Performance Appraisal, Time Management, Conflict Resolution, etc.
  • Facilitate and consult in the design, planning, implementation, and management exempt and non-exempt compensation programs throughout the corporation.  In doing so, works with organizations to identify compensation needs and designs projects to meet the organization’s needs.
  • Participate in the development/implementation of a succession planning system that includes: individual assessment, and career management/development system.
  • Responsible for the refinement/implementation of company-wide communication program that includes vehicles for employee input, management/employee training meetings and significant team building procedures.
  • Support Managers and Supervisors in developing and implementing training plans.
  • Define all HR programs, the authority and responsibility of HR and the line management within those programs; i.e., manuals, employee handbooks, standardized reports, etc.
  • Identify and ensure legal requirements and government reporting regulations affecting HR function; i.e., OSHA, EEO, ERISA, INS, FLSA, ADA, FMLA, etc.
  • Direct the preparation of information requested or required for legal compliance and approves all information submitted.
  • Manage the communication and implementation of HR programs and policies through Human Resources staff and monitors administration to standards.
  • Conduct continuing study of HR policies, programs, and practices to keep top management informed of new developments.
  • Coordinate and act as liaison for international recruitment efforts.

Background Experience

  • Bachelor’s Degree in Human Resources, Human Resource Management, Business or Industrial Relations is required; MBA/MHR/MS is preferred.
  • MUST HAVE experience working for a privately held or family business.
  • Minimum of ten years of experience in senior-level Human Resources management position with the day-to-day operations of an organization of at least $160M in annual sales.
  • Minimum of 10 years of multi-site / multi-location experience.
  • Deep understanding of the all aspects of the organizational effectiveness and leadership development landscapes.
  • Executive presence with the ability to effectively influence and drive change across all levels of the organization; Proven ability interacting with and influencing all levels of an organization; An open, honest and respectful communication style tailored to the audience.
  • Outstanding leadership and communication skills with ability to present views in a clear and compelling manner and develop trust and influence as a senior thought leader with a broad relationship base.
  • Demonstrable track record of achievement in designing and implementing organizational development and talent management initiatives.
  • Strong project management and organizational skills.
  • High energy and resourceful leader with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner.
  • The ideal candidate MUST have an entrepreneurial flair, passion for tactical business execution and thrive in an action-packed growth fueled atmosphere.
  • Roll-up your sleeves hands-on leader/manager, focused on team building and alignment.
  • Must be resourceful and creative, possessing the ability to work with patience, perseverance, and persuasiveness.

If you know of anyone who has these qualifications and is looking for a challenging career, please email:

Eric Hohauser
Lead Consultant

Nicole Regula
Candidate Developer

All Inquiries should be sent via email to: