Vice President of Human Resources

Our client is a leading provider of innovative energy solutions for industrial applications. Reporting to the regional CEO, this role will have up to 30% travel across US operations with a growing team reporting into them.

The successful VP HR in the Americas requires a blend of strong emotional intelligence, analytical acumen, composure, and confident, clear communication abilities at all levels of the organization. Manufacturing experience is crucial to understand the operational context and needs.

Their leadership should exhibit a natural, calming demeanor to effectively manage and inspire employees, while their strategic thinking is essential for aligning HR initiatives with organizational goals. The ability to assess performance data, identify trends, and formulate HR initiatives is also critical. As a crucial liaison across all levels of the organization, the candidate in this role must possess the ability to deliver change management with empathy while addressing the diverse needs of a fast-growing multi-site workforce.

Requirements

Strategic Leadership:

- Develop and execute the HR strategy aligned with business objectives and growth plans.

- Act as a strategic advisor to the CEO and executive team on all HR-related matters.

- Lead and support organizational planning to support expansion and optimize workforce effectiveness.

Talent Acquisition and Management:

- Oversee recruitment efforts to attract top talent and ensure a diverse and inclusive workforce.

- Implement robust talent management processes, including onboarding, training, performance management, and succession planning.

- Drive initiatives to enhance employee retention, career development, and leadership pipelines.

Employee Relations and Compliance:

- Champion a positive and inclusive workplace culture that promotes employee well-being.

- Ensure compliance with employment laws and regulations, proactively addressing issues and mitigating risks.

- Oversee employee relations matters, conflict resolution, and investigations as needed.

Total Rewards and Benefits:

- Manage compensation and benefits programs to attract, motivate, and retain top talent.

- Regularly assess market trends and benchmark offerings to remain competitive.

Organizational Development and Change Management:

- Lead initiatives to drive organizational effectiveness, including change management, restructuring, and continuous improvement.

- Foster a culture of innovation, collaboration, and accountability across all departments.

HR Operations and Technology:

- Oversee HR operations, including payroll, HRIS, and other systems, ensuring accuracy and efficiency.

- Leverage technology and analytics to drive data-driven decision-making and enhance HR processes.

- Manage and measure HR KPIs as part of the company’s approach to lean management principles.

Employee Engagement and Culture:

- Develop and implement strategies to enhance employee engagement.

- Promote a strong company culture that values diversity, equity, and inclusion.

Qualifications:

- Bachelor’s degree or higher in human resources, Business Administration, or related field.

- Minimum of 10 years of progressive HR leadership experience, ideally in manufacturing.

- Proven track record of developing and executing HR strategies that drive business results.

- Strong knowledge of US employment laws and regulations.

- Experience leading large-scale organizational change and transformation initiatives.

- Excellent interpersonal and communication skills at all levels.

- Strategic thinker with strong analytical and problem-solving abilities.

- SHRM certification (e.g., SHRM-SCP or SPHR) preferred.

Benefits

· A Competitive and Flexible PTO Policy

· 401k match up to 6%.

· Life Insurance of x1 Base Salary.

· Healthcare benefits, including employer Healthcare Savings Account contributions.

· STD and LTD Benefits.

· Paternity and Maternity leave.

Equal Employment Opportunity and Non-Discrimination Policy USA 

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. 

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected. 

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations. If you need assistance or an accommodation, please contact us at assistance@kellerexecutivesearch.com. 

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location. 

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• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available. 

• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws. 

State-Specific Information: 

• Rhode Island: We do not request or require salary history from applicants. 

• Connecticut: We provide wage range information upon request or before discussing compensation. 

• New Jersey: We do not inquire about salary history unless voluntarily disclosed. 

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Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law. 

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate. 

Additional Assistance: If you need further assistance to fully engage in our application process, please contact assistance@kellerexecutivesearch.com. 

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.