Senior Vice President Human Resources

Key Responsibilities: Plans, develops, organizes, implements, directs, and evaluates the organization's Human Resource function and performance. Participates in the development of the organization's plans and programs as a strategic partner, particularly from the perspective of the impact on people. Translates strategic and tactical business plans into HR strategic and operational plans. Evaluates and advises on the impact of long-term planning, new programs, strategies, and regulatory actions as they affect the hiring, motivation, development, and retention of the organization's workforce. Develops staffing strategies and implementation plans to identify talent within and outside the organization for positions across all levels. Develops progressive and proactive compensation and benefits programs that provide motivation, incentives, and rewards for effective performance. Develops programs that enable the organization to embrace applicants and employees from all backgrounds and support the full development and performance of all employees. Develops Human Resource planning models to identify competency, knowledge, and talent gaps and implements programs to address them. This includes talent management through succession planning for key contributor and management positions, training and development initiatives, and business development programs that enhance employee knowledge of the company and industry. Continually assesses the competitiveness of all programs and practices against comparable organizations, industries, and markets. Establishes credibility throughout the organization by serving as an effective listener and problem solver for employee-related concerns. Develops appropriate policies and programs for the effective management of the organization's people resources, including employee relations, affirmative action, sexual harassment prevention, employee complaint resolution, external education, and career development. Enhances, develops, implements, and enforces HR policies and procedures through systems that improve operational effectiveness. Manages the Human Resource Information System (HRIS) database and provides reports and analyses on HR functions and workforce data. Coordinates HR activities, programs, and strategic plans across other HR departments within the organization. Maintains knowledge of international HR policies, programs, laws, and issues. Understands the differences between domestic and international practices and coordinates the integration of related programs. Provides technical expertise and guidance to others within the human resources discipline. Manages additional areas such as relocation, employee communications, employee safety and health, and community relations. Manages the HR department budget and other financial measures. Evaluates the HR division structure and team plans to drive continuous improvement in efficiency and effectiveness while supporting the professional and personal growth of team members. Attributes & Attitude Global and cultural awarenessHR expertise Decision-making ability Dynamic and dependable Ability to work under high-pressure environments Significant development and delivery experience Quick thinker and effective manager Excellent interpersonal and communication skills Ability to manage team needs and requirements, provide mentorship, and foster a strong teamwork culture Strategic mindset Integrity and drive Energetic and enthusiastic Prompt and adaptable in a fast-paced environment Employee- and business-centric approach Must have managerial, operational, and administrative experience What You Bring 12+ years of progressive HR leadership A proven track record leading HR strategy in complex, global organizations. Executive presence and the ability to influence at the C-level. Bachelor’s degree required; MBA preferred

Compensation & Benefits: $200,000–$220,000 base + discretionary bonus, plus medical, dental, vision, disability, 401(k), and paid time off. Actual pay may vary by skills, experience, and location.