Korn Ferry is excited to partner with an exciting global manufacturing firm in their quest for their first Vice President of Human Resources. The VP plays a strategic role in overseeing all aspects of the HR function within the organization. This position is responsible for developing and implementing HR strategies that align with the company's overall objectives and foster employee engagement, development, and retention among the business units and entities. Reporting directly to the Managing Director, this position will work strategically with the CEP and other top-level executives to coach and shape the company’s culture, managing talent and driving organizational effectiveness.
Managing 3 direct reports, this position will provide HR leadership over the company as well as business units operating in CA, IL (Chicago and Buffalo Grove) and Ohio, with an overall employee population of 130. An additional remote employee population in 11 states comprise the total employee count.
Due to the exciting nature and growth of the company, candidates with strong best practice HR in a smaller, more “startup” environment would be most successful. The ability to provide strong SME to the leadership, while building outstanding HR foundational practices within an organization of engineers, field workers, corporate and leadership would be preferred.
This is an onsite position located in Cupertino, CA. Not seeking relocation candidates currently.
Key Responsibilities
Strategic HR Planning:
Develop and execute HR strategies that support the organization's short and long-term goals.
Partner with senior leadership to align HR initiatives with business objectives.
Anticipate future HR needs and proactively address them to ensure organizational success.
Talent Acquisition and Management:
Oversee the recruitment and selection process to attract top talent.
Develop effective onboarding programs to integrate new hires into the organization.
Implement talent management strategies to identify high-potential employees and foster their development.
Employee Relations:
Serve as a resource for employees and managers on HR-related issues.
Develop and implement policies and procedures to maintain positive employee relations.
Address employee grievances and conduct investigations when necessary.
Performance Management:
Design and implement performance management systems to align individual performance with organizational goals.
Provide coaching and guidance to managers on performance feedback and goal setting.
Conduct performance evaluations and facilitate the development of individual development plans.
Learning and Development:
Develop and implement training and development programs to enhance employee skills and competencies.
Identify learning needs and recommend appropriate learning solutions.
Evaluate the effectiveness of training programs and adjust as needed.
Compensation and Benefits/Payroll Oversight:
Oversee the design and administration of compensation and benefits programs.
Ensure that compensation and benefits are competitive and aligned with industry standards.
Monitor trends in compensation and benefits and recommend adjustments, as necessary.
Will oversee payroll processing done at all properties.
Setup new state tax practices for payroll processing as needed.
HR Compliance:
Ensure compliance with all applicable employment laws and regulations.
Develop and implement policies and procedures to minimize legal risks.
Stay informed about changes in employment law and advise senior leadership accordingly.
HR Technology:
Oversee the selection and implementation of HRIS and other HR technology solutions.
Leverage technology to streamline HR processes and improve efficiency.
Provide training and support to HR staff on the use of HR technology.
Leadership Coaching:
Provide leadership coaching for senior leaders.
Work as right hand to CEO and provide coaching and support as needed.
Key Priorities:
Provide Human Resources leadership and expertise to the Managing Director of one business unit per business objectives.
Access current HR processes, technology, HRIS systems and implement consistent HR policies for overall HR effectiveness.
Implement effective Talent Acquisition strategy across all sites.
Provide leadership coaching to the senior leadership team.
Professional Experience & QUALIFICATIONS
Bachelor’s degree in Human Resources, Business Administration, or related field (Master's degree preferred).