Vice President, Human Resources

Role Summary

The Vice President of Human Resources (HR) is a key executive leader responsible for all aspects of the company’s Human Capital Operations. As the subject matter expert for all HR activities, they are a key member of the team, reporting directly to the Chief Executive Officer and serving as an effective advisor to the Executive team. They also provide leadership and direction to the planning, development, implementation, and evaluation of human resource programs for the Global enterprise.

The VP, HR is responsible for the alignment of HR strategies with the organization's goals to drive employee engagement, foster a culture of inclusion, and support sustainable growth, while anticipating incremental and long-term HR needs and sets, enforces, and evaluates legally compliant human resources policies, procedures, and best practices, identifying and implementing long-range strategic talent management goals broadly. As a team member, the VP, HR is responsible for modeling company values, promoting the company culture, and ensuring an effective succession plan.

Key Result Areas

Strategic Execution

• High-Quality Execution: Deliver exceptional, timely results on assigned enterprise initiatives and HR operations strategies, ensuring alignment with organizational goals.
• Strategic Business Partnership: Collaborate with executive leadership to understand business priorities, offering insights and solutions that effectively support financial objectives.
• Financial: Prepare and manage the annual budget for the human resources department, ensuring financial efficiency.

Performance Management

• Performance Management: Oversee all aspects of the HR organization’s performance, providing critical support to payroll and other functions as needed to optimize operations.
• Organizational Assessment: Evaluate HR organizational structure and staff performance, aligning resources to develop and sustain a best-in-class HR service delivery model.
• KPI Development, Implementation & Management: Identify key performance indicators (KPIs) for HR functions, support cross-functional goals, and engage in data analysis to drive informed reward & accountability decision-making and solutions.

Employee Retention, Development & Culture

• Retention and Development: In collaboration with senior leadership, lead the development and execution of an enterprise-wide retention strategy enhancing employee retention and establishing an effective, sustainable organizational infrastructure.
• Mentorship and Development: Mentor and inspire direct reports, HR team members, and emerging HR leaders, fostering a culture of excellence and enthusiasm throughout the organization.
• Culture: Working cross-functionally, develop and communicate a clear vision for the desired organizational culture, supporting the company's Vision, Mission, Values, and Strategic objectives.
• Team Member Engagement: Using objective tools, assess team member engagement, identifying and analyzing challenges that impact the work environment, and devising actionable improvement strategies.

Compliance and Legal Matters

• Compliance and Strategies: Research, develop, implement, and maintain comprehensive employment law compliance, competitive compensation, recruitment strategies, employee benefits, performance appraisals, training initiatives, and incentive programs.
• Regulatory Compliance: Stay well-informed of federal and state employment laws, regulations, and best practices, ensuring strict compliance within HR operations.
• Legal Consultation: Consult with legal counsel on labor law and employee relations matters, offering guidance to the executive team on employee relations and people management.
• Risk Mitigation: Identify, assess, and prioritize potential risks within the organization, and develop comprehensive risk mitigation strategies and action plans. Collaborate with cross-functional teams to implement these strategies, ensuring continuous monitoring and adjustment of risk management practices to proactively address emerging threats and safeguard organizational objectives.

Innovation and Development

• Innovative HR Solutions: Explore trends in human resources to enhance the employee experience, evolve organizational needs, and create innovative programs that contribute to financial successes.
• Professional Development: Participate in professional development and networking conferences to stay current with HR trends and best practices.

Leadership Support

• Leadership and Guidance: Provide strong leadership to the HR management team, coaching team members to resolve questions and concerns effectively.
• Additional Responsibilities: Perform other duties as assigned to support the HR function and organizational success.

QUALIFICATIONS (EXPERIENCE, EDUCATION, KNOWLEDGE, SKILLS) REQUIRED:

• Education:
  • Bachelor’s degree in Human Resources, Business Administration, or a related field.
  • Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is highly preferred.
• Experience:
  • Minimum of 10 years of progressive HR leadership experience.
  • Proven track record of leading HR teams in a mid-to-large organization.
  • Experience in strategic planning, workforce planning, and change management.
  • Prior experience managing a strategic Global team focused on North America, APAC, and LATAM.
• Knowledge:
  • In-depth understanding of HR principles, practices, and employment law.
  • Expertise in employee relations, and organizational development.
  • Familiarity with HR technologies, analytics, and data-driven decision-making.
• Skills:
  • Strong leadership and interpersonal skills to influence and build relationships across all levels.
  • Excellent problem-solving and decision-making abilities.
  • Exceptional communication and presentation skills.
  • Ability to manage multiple priorities and adapt to changing business needs.

This job description is a general guideline and may be subject to change based on the specific needs of the organization.
Location: Local to Westlake Village, CA, Coppell, TX or Maple Grove, MN, with the flexibility to work remotely and visit locations as needed.

GCG is one of the world’s leading providers of business transformation solutions related to supply chain and technology solutions for order fulfillment and marketing execution. We are committed to an inclusive workplace that does not discriminate against race, nationality, religion, age, marital status, physical or mental disability, sexual orientation,