Vice President of Human Resources

  • 52248
  • 15 Apr 2021
  • Los Angeles, CA
  • Distribution
  • $175,000 - $225,000
  • Nate Skow

Job Description

VP of Human Resources

I am working with a multi-site B2B distribution group that has multiple locations in the US and UK. 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 Vice President 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 roadmap directly aligned with the overall growth strategy of the company. The roadmap 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 roadmap, 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 scalable, 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.


    • Bachelor’s degree in human resources, business administration, organizational psychology, or related field required; master’s degree preferred. SPHR and/or SHRM-SCP certification preferred.
    • Fifteen or more years of broad-based human resources management is required with a minimum of five years in a senior human resources role managing a team. Possess solid strength in recruiting, developing and retaining talent.
    • Previous experience working in an entrepreneurial, fast-growing industrial, distribution or manufacturing organization with a widely dispersed workforce, domestic and international.
    • Capacity to serve as a strategic thinker who can partner with the CEO and senior leadership team in shaping and executing future strategy. Ability to exert strategic influence and gain the trust of the executive team.
    • Proactive, collaborative, supportive, and approachable management style that focuses on building effective relationships and gaining consensus on important issues.
    • Hands-on, humble, or servant leader with a willingness to lead by example by ‘rolling up their sleeves and delegating as well as empowering others.
    • Possesses a genuine, accessible, and available leadership style.
    • Ability to understand the business and partner with the CEO and senior leadership team to drive talent acquisition, talent development, and the organization’s succession plan.
    • Demonstrated expertise across human resources including talent management, benefits administration, performance management, succession planning, incentive plans and executive compensation.
    • Previous experience working through mergers, acquisitions, and integrations.
    • Possesses strong business and financial acumen.
    • Solid change management experience.
    • Sought after as a coach and trusted advisor.
    • Able to handle business and personnel matters with discretion, confidentiality, and empathy.
    • Possesses a flexible, nimble, and adaptable interpersonal style.
    • Prefer a local candidate within the Los Angeles region