Vice President Human Resources

Job Description Job Description Imagine a company that recognizes excellence in not only the products it sells, but also in its employees. R.S. Hughes Company, Inc. is that company. We hold ourselves to the highest standards of quality and professionalism — and we treat our employees like the valuable assets they are. Founded in 1954, R.S. Hughes Co., Inc. is a dynamic, North American distributor of industrial supplies. With over 40 warehouse sites in the United States and Mexico, we maintain an extensive inventory of adhesives, abrasives, electrical, static control, tapes, labeling and safety products. In addition to competitive salaries and benefits, we offer an environment that asks you to make a difference. We value hard work and common sense, and we consistently reward those that exemplify these traits. If you're looking for a great team to grow with and if you are willing to embrace the challenges of being expected to be the best, we welcome you to come join the R.S. Hughes Company, Inc. team! Position Description The Vice President of Human Resources (VP-HR) provides executive-level leadership, strategy, and oversight for the organization’s Human Resources operations. This role is responsible for developing and executing long-term talent strategies that align with business objectives, fostering a culture of high performance, and ensuring compliance with all legal and regulatory requirements. The VP-HR sets, enforces, and continuously evaluates human resources policies, procedures, and best practices while driving operational excellence. This position is also expected to uphold all company policies and safety protocols. Key Competencies Required to be Successful as a Vice President of Human Resources : Human Resources Strategy & Operations Direct the daily HR operations while ensuring alignment with long-term business Develop, implement, and enforce HR policies and procedures in compliance with employment laws and industry Oversee and optimize HR information systems (HRIS) to enhance process efficiency, reporting, and data Serve as a strategic business advisor to executive leadership, contributing to organizational planning and decision-making. Talent Acquisition, Onboarding, and Workforce Planning Lead recruitment strategies to attract, hire, and retain top talent at all Forecast workforce needs in alignment with business growth and operational Oversee comprehensive onboarding programs that promote effective employee Talent Management, Leadership Development, and Performance Management Design and manage performance management systems that promote accountability, continuous feedback, and career growth. Build leadership pipelines through succession planning, mentorship, and executive development Establish company-wide training and development programs to enhance employee capability and Employee Relations, Culture, and Engagement Provide executive leadership in managing complex employee relations issues, conflict resolution, and organizational change. Develop and implement programs to foster a positive, engaging, and high-performance workplace Champion initiatives that reinforce the organization’s core values, mission, and Total Rewards and Retention Lead the development of competitive compensation, benefits, and incentive programs that support talent acquisition and retention. Implement employee wellness, recognition, and engagement programs to enhance retention and workplace Compliance, Risk Management, and Organizational Policy Ensure compliance with all employment-related laws, safety regulations, and reporting Identify and mitigate organizational risks related to employment practices, workforce planning, and labor HR Technology, Analytics, and Continuous Improvement Integrate modern HR technologies and automation tools to improve efficiency and service Leverage HR analytics and workforce data to guide decision-making, optimize talent management, and support business strategy. Organizational Design and Executive Partnership Collaborate with executive leadership to align organizational structures and talent strategies with business Drive organizational change initiatives and workforce readiness in response to market opportunities and operational Education / Certification / Licenses : Bachelor’s degree in Human Resources, Business Administration, or related field required; Masters (MHRM or MBA) At Least 15 years of human resource management experience required, with minimum 5 years leading an HR Function in a medium to large industrial business, with strategic, talent management, and / or business development experience HRCI-SPHR or SHRM-SCP strongly Skills That Will Make You Successful : Exceptional leadership, executive presence, and interpersonal Strong business acumen with the ability to align talent strategy to organizational Excellent communication, conflict resolution, and relationship-building Highly organized with outstanding attention to detail and follow-through. Advanced problem-solving, decision-making, and analytical In-depth knowledge of employment laws, labor relations, and HR best Proficiency in Microsoft Office Suite and HRIS Target Base Compensation range for this exempt role is $185k-$245k, plus opportunity for significant monthly bonus, DOE. This is a Full-Time position, eligible to participate in the Company’s benefit plans including : Paid Time off; major medical, dental, vision; Company paid short-term and long-term disability; paid parental leave; various supplemental benefit plans; and Employee Stock Ownership Program (ESOP).

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