Vice President of Human Resources

  • 51360
  • 08 Oct 2019
  • El Segundo, CA
  • Human Resources
  • $160,000 - $180,000
  • Nate Skow

Job Description

Vice President of Human Resources

I am working with a multi-site distribution group that has multiple locations in the US currently and will be expanding. They primarily distribute proprietary branded products and third-party products that are sold to wholesalers and directly to end customers.


This position will report to the Chief Executive Officer, the VP of Human Resources will be a strategic thought-partner to the CEO, CFO and the Leadership Team around organizational design, integration of acquisitions, long-term talent planning, and talent management. The Director of Human Resources will provide leadership on identifying and developing key talent, leading change management, and reinforcing the company’s cultural values. He/She will also ensure the company meets all regulatory and HR compliance requirements in every location where the company operates. Willingness to travel regularly is a requirement for this role.

Specific responsibilities include:

HR Strategy: Create a human resources strategy and multi-year road map directly aligned with the overall growth strategy of the company. The road map will identify the required investments in people and technology along with the projected return-on-investment.

HR Services: Build a human resources service delivery model that supports the human resources strategy and multi-year road map, and achieves improvements in both service effectiveness and the cost efficiency of HR. The model will entail the centralization of the functional areas—talent acquisition, comp/benefits, HRIS, employee relations—enabling the HR business partners the time to provide strategic thought-leadership to the business leaders.

M&A: Participate in the due diligence process of acquisitions and joint ventures. Recommend and lead strategies for integrating people, policies/processes, and systems.

Talent Acquisition: Create highly effective talent acquisition and on-boarding capabilities to shorten the time to full productivity as well as to strengthen cultural integration of all new employees, especially employees joining through acquisition.

Talent Development: Ensure easy-to-use processes for assessing performance, potential, critical roles and employees throughout the organization. Design and deliver development programs aligned with the company’s strategic talent needs and prepare our managers to help employees be successful as their responsibilities expand due the growth in the business.

Employee Relations: Recommend and implement employee relations programs to foster a positive employee/employer relationship and promote a high level of employee morale, productivity, engagement and retention.

Technology Enablement: Define and implement a scale-able, integrated human resources technology strategy that will support anticipated organizational growth. Build the business case to support investments in new or additional technologies.

Team Leadership: Across the enterprise, coach and counsel people-managers, and provide tools and guidance that enable effective leadership. Within Human Resources, build and lead an outstanding team of human resources functional experts who have sufficient talent to scale with the growth of business.


  • At least ten years of human resources experience, including leading teams of HR professionals in supporting an international, multi-location, multi-state work force.
  • Bachelor’s degree; MBA or other related graduate degree preferred.
  • Multi-site experience
  • Proven ability to set the HR vision for an organization and to develop an actionable plan to execute within a high growth environment. Creative, innovative, and forward thinking while focused on delivering results.
  • Experience in organizational communication, employee relations, compensation plans, employee retention, HRIS, talent acquisition & development, people operations & metrics and developing corporate culture.
  • Strong leadership and management skills with the ability to align teams and individuals in multiple locations. Ability as a player/coach to personally execute the plan, motivate and inspire a high velocity dynamic team while creating a highly empowered organization with an open style and personality.
  • Active involvement in the M&A process including HR due diligence and successful integration of acquired workforces.
  • Success in establishing or transforming the human resources service delivery model for organizations and organizational design background.