Vice President of Human Resources

RHH202409

Confidential

THE COMPANY

Over a billion in revenue and headquartered in Southeastern Michigan, our client is a nationwide multigenerational family-owned business with over 2,400+ employees. The culture is collaborative and revolves around people: their employees, customers, partners, and family. They are committed to integrity, doing the right thing, and are dedicated to exceptional customer service, improving every day, and building strong relationships based on mutual respect.

THE OPPORTUNITY

Our client has identified the need for a seasoned Human Resource leader to aid in optimizing the Human Resource department and team. The Vice President of Human Resources (VP of HR) will provide overall human resource leadership and management for the company. This is a newly created position that will work with the CEO, President and CFO to design and build a cohesive and Human Resource department that is focused as a business partner, as well as maintain the company culture as they grow. The VP of HR will have an integral seat at the table and will be a visible and value-added leader, trusted to help build a people-focused strategy for the company. The VP of HR will be part of the leadership team, providing consultative support for organizational alignment, M&A and operational optimization.

JOB DEFINITION

Our client desires a leader that will be viewed and embraced as an approachable team manager. The ideal candidate must have built a service-oriented department and team driven to support the people who are in the field i.e. HR must be seen as the cavalry engaging directly with various teams and acting quickly to provide support and guidance while building a resilient solution minded culture. In alignment with the company’s culture, the ideal candidate will lead with integrity and be hard working, humble, respectful, hands-on, cooperative and passionate about the company’s people, culture and mission. This position will be responsible for the design, development and implementation of the company’s future HR structure and department. The VP of HR must be accustomed to working 50% of the time on tactics and 50% of the time on strategy.

This position reports to the Chief Financial Officer and has 3 management level direct reports.

SKILLS

The VP of HR will be responsible for managing the day-to-day human resource team. The VP of HR must organize the human resource department and functions to support the businesses operational and commercial optimization and growth strategies; creating and fostering an open-door policy where all employees recognize HR as a business partner.

Develop and implement an HR strategy that integrates, aligns and optimizes policies, procedures, systems, processes and people to the co-created vision of the Executive Team.
Responsible for HR functions including but not limited to recruiting and hiring, onboarding new employees, employee retention, compensation and salary planning, employment terminations, administration tasks/record keeping, benefit administration, training and development, documentation of role descriptions, employee engagement activities and the development and tracking of HR annual budgets.
This leader will play a role in future merger and acquisition due diligence activities as they relate to talent and culture, along with typical assessments of all people-related policies, plans, practices and programs including employee benefits plans and liabilities, compensation programs, employment contracts and policies, legal exposure, and more. Effectively handle the complicated process of managing human resources during integration.
Evaluation of the human resource 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.
Assist Accounting with an overall assessment of the payroll process, time management system, and team for performance improvement recommendations to reduce manual entries, ‘error-proof’ commission payments, and provide higher quality responses to employee and manager questions.
Develop and implement a talent management strategy to assure that the company attracts, retains and develops their employees to achieve growth objectives with a pipeline of qualified talent.
Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of these 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 to prepare employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the overall business.
Create and implement an effective learning and development training program that supports and encourages personal development toward the competencies required in all departments.
Work with the leadership to identify emerging leaders and create development planning and competency development.
Participate in the development/implementation of a continuity and succession planning system that includes individual assessment and a career management/development system.
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 approve all information submitted.
Manage the communication and implementation of HR programs and policies.

BACKGROUND EXPERIENCE

Minimum of 10 to 15 years of experience in senior-level human resources management positions.
Multi-site / multi-location experience (providing field HR support to 20+ stores) is desired.
Must have experience in a commercially driven sales culture with strong project management and organizational skills.
Local candidates currently living in Michigan.
Executive presence with the ability to effectively drive change across all levels of the organization. Solution oriented and get-it-done mentality.
Must have an entrepreneurial mindset, a passion for tactical business execution and thrive in an action-packed growth-fueled atmosphere.
Hands on roll-up your sleeves leader/manager, focused on mentorship, team building and alignment.
Proven ability interacting with and influence all levels of an organization with an open, honest and respectful communication style tailored to the audience.
Must be an active listener with a strong ability to build consensus across multiple departments and teams, and deliver stakeholder buy in.
Oracle HR Software experience is a plus. Merger and acquisition due diligence and facilitating the integration of companies experience is a plus.
Outstanding leadership and communication skills with ability to present views in a clear and compelling manner and build trusting relationships.
High energy, reliable and resourceful with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner.
Resourceful and creative, possessing the ability to work with patience, perseverance, and persuasiveness.
Requires 20% travel in the first 12 months and 10% or less thereafter.

Education:
• Bachelor’s Degree in Human Resource or Business Management is required; Masters is preferred.

If you have these qualifications and are looking for a challenging career, please submit your Resume using the button below.

Eric Hohauser

President & Lead Consultant

Nicole Regula

Vice President, Executive Recruitment Operations