La Jolla Group
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The La Jolla Group is a worldwide leader in the action sports apparel business segment with a fast paced, high‑energy environment that is continually on the move. With prominent brands such as O’Neill, PSD Underwear, Mountain Khakis, Sol Angeles, and Hang Ten, La Jolla Group has proved to be a builder of great brands, a creator of innovative products, and a master of operational excellence.
Our team enjoys flexibility with a hybrid schedule of in‑office and remote work. We offer awesome discounts on our clothing brands, early release Fridays (2:00pm), occasional employer provided lunches, year‑round fun events as well as a full benefits package! We believe our employees are our strongest asset and invest in their growth by focusing on developing their strengths.
General Summary The Vice President of Human Resources serves as a strategic business partner and change agent, leading all aspects of HR strategy and execution across corporate, retail, and distribution teams. This role drives organizational transformation, operational efficiency, and employee engagement by aligning people strategy with business goals. The VP of HR oversees talent acquisition, employee relations, organizational development, compliance, HR operations, and culture initiatives to support a high‑performing, scalable, and values‑driven organization.
Essential Job Functions
Strategic Leadership: Develop and execute an HR strategy aligned with company goals, promoting transformation, innovation, and cultural alignment.
Workforce Planning & Analytics: Design and implement workforce, succession, and labor cost plans using data‑driven insights to guide decision‑making.
Employee Relations: Ensure fair, consistent, and compliant HR practices; manage complex employee relations issues and investigations.
Organizational Development & Change Management: Partner with leadership to enhance structure, communication, and effectiveness; lead change initiatives, restructuring, and integration efforts.
Talent Acquisition & Employer Branding: Oversee recruitment strategy and systems (e.g., UKG); build a strong employer brand within the apparel and retail industries.
Talent Development & Retention: Implement leadership development, training, and career pathing programs; manage succession planning and engagement initiatives.
Performance Management & Compensation: Manage performance review cycles, pay‑for‑performance programs, and executive and employee incentive plans.
HR Operations & Technology: Lead HRIS, payroll, and benefits administration; optimize HR processes for accuracy, compliance, and scalability.
Health, Safety & Wellness: Maintain compliance with safety standards and partner with operations to promote well‑being initiatives.
Culture & Engagement: Champion company culture, inclusion, communication, and recognition programs to strengthen engagement and retention.
Required Knowledge, Skills, And Abilities
Strategic HR leadership with a track record of building and scaling people operations in multi‑site or multi‑brand environments.
Deep understanding of California labor laws and multi‑state compliance requirements.
Proven success driving HR transformation, organizational change, and leadership development.
Strong analytical and problem‑solving skills; able to use HR metrics and analytics to influence business decisions.
Hands‑on experience with HRIS systems (UKG preferred).
Exceptional interpersonal and communication skills; builds trust and credibility across all levels of the organization.
Demonstrated strengths in coaching, collaboration, and influencing executive decision‑making.
Commitment to integrity, fairness, and continuous improvement.
Required Education And Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred).
10+ years of progressive HR leadership experience, preferably within apparel, retail, consumer, or hospitality sectors.
Proven experience leading HR teams through transformation, growth, or integration.
Experience managing all major HR functions, including talent, compliance, compensation, and culture.
Proven experience designing and executing a balanced scorecard‑based performance management framework that drives accountability, alignment, and pay‑for‑performance outcomes.
Supervisory experience required, with responsibility for leading and developing a team of five HR professionals.
Physical Requirements Seeing: Must be able to see well enough to read reports.
Hearing: Must be able to hear well enough to communicate with customers, vendors and employees.
Climbing/Stooping/Kneeling: Must be able to stoop or kneel to pick up products.
Lifting/Pulling/Pushing: Must be able to lift up to 10 pounds.
Fingering/Grasping/Feeling: Must be able to type and use technical sources.
La Jolla Group provides equal employment opportunities to all qualified individuals without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, age, national origin, physical or mental disability, military or veteran status, genetic information, or any other protected classification. Equal employment opportunity includes, but is not limited to, hiring, training, promotion, demotion, transfer, leaves of absence, and termination. La Jolla Group takes allegations of discrimination, harassment, and retaliation seriously and will promptly investigate when such behavior is reported.
Note: The statements herein are intended to describe the general nature and level of work being performed, but are not to be seen as a complete list of responsibilities, duties, and skills required of personnel so classified. Also, they do not establish a contract for employment and are subject to change at the discretion of the employer.
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The La Jolla Group is a worldwide leader in the action sports apparel business segment with a fast paced, high‑energy environment that is continually on the move. With prominent brands such as O’Neill, PSD Underwear, Mountain Khakis, Sol Angeles, and Hang Ten, La Jolla Group has proved to be a builder of great brands, a creator of innovative products, and a master of operational excellence.
Our team enjoys flexibility with a hybrid schedule of in‑office and remote work. We offer awesome discounts on our clothing brands, early release Fridays (2:00pm), occasional employer provided lunches, year‑round fun events as well as a full benefits package! We believe our employees are our strongest asset and invest in their growth by focusing on developing their strengths.
General Summary The Vice President of Human Resources serves as a strategic business partner and change agent, leading all aspects of HR strategy and execution across corporate, retail, and distribution teams. This role drives organizational transformation, operational efficiency, and employee engagement by aligning people strategy with business goals. The VP of HR oversees talent acquisition, employee relations, organizational development, compliance, HR operations, and culture initiatives to support a high‑performing, scalable, and values‑driven organization.
Essential Job Functions
Strategic Leadership: Develop and execute an HR strategy aligned with company goals, promoting transformation, innovation, and cultural alignment.
Workforce Planning & Analytics: Design and implement workforce, succession, and labor cost plans using data‑driven insights to guide decision‑making.
Employee Relations: Ensure fair, consistent, and compliant HR practices; manage complex employee relations issues and investigations.
Organizational Development & Change Management: Partner with leadership to enhance structure, communication, and effectiveness; lead change initiatives, restructuring, and integration efforts.
Talent Acquisition & Employer Branding: Oversee recruitment strategy and systems (e.g., UKG); build a strong employer brand within the apparel and retail industries.
Talent Development & Retention: Implement leadership development, training, and career pathing programs; manage succession planning and engagement initiatives.
Performance Management & Compensation: Manage performance review cycles, pay‑for‑performance programs, and executive and employee incentive plans.
HR Operations & Technology: Lead HRIS, payroll, and benefits administration; optimize HR processes for accuracy, compliance, and scalability.
Health, Safety & Wellness: Maintain compliance with safety standards and partner with operations to promote well‑being initiatives.
Culture & Engagement: Champion company culture, inclusion, communication, and recognition programs to strengthen engagement and retention.
Required Knowledge, Skills, And Abilities
Strategic HR leadership with a track record of building and scaling people operations in multi‑site or multi‑brand environments.
Deep understanding of California labor laws and multi‑state compliance requirements.
Proven success driving HR transformation, organizational change, and leadership development.
Strong analytical and problem‑solving skills; able to use HR metrics and analytics to influence business decisions.
Hands‑on experience with HRIS systems (UKG preferred).
Exceptional interpersonal and communication skills; builds trust and credibility across all levels of the organization.
Demonstrated strengths in coaching, collaboration, and influencing executive decision‑making.
Commitment to integrity, fairness, and continuous improvement.
Required Education And Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred).
10+ years of progressive HR leadership experience, preferably within apparel, retail, consumer, or hospitality sectors.
Proven experience leading HR teams through transformation, growth, or integration.
Experience managing all major HR functions, including talent, compliance, compensation, and culture.
Proven experience designing and executing a balanced scorecard‑based performance management framework that drives accountability, alignment, and pay‑for‑performance outcomes.
Supervisory experience required, with responsibility for leading and developing a team of five HR professionals.
Physical Requirements Seeing: Must be able to see well enough to read reports.
Hearing: Must be able to hear well enough to communicate with customers, vendors and employees.
Climbing/Stooping/Kneeling: Must be able to stoop or kneel to pick up products.
Lifting/Pulling/Pushing: Must be able to lift up to 10 pounds.
Fingering/Grasping/Feeling: Must be able to type and use technical sources.
La Jolla Group provides equal employment opportunities to all qualified individuals without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, age, national origin, physical or mental disability, military or veteran status, genetic information, or any other protected classification. Equal employment opportunity includes, but is not limited to, hiring, training, promotion, demotion, transfer, leaves of absence, and termination. La Jolla Group takes allegations of discrimination, harassment, and retaliation seriously and will promptly investigate when such behavior is reported.
Note: The statements herein are intended to describe the general nature and level of work being performed, but are not to be seen as a complete list of responsibilities, duties, and skills required of personnel so classified. Also, they do not establish a contract for employment and are subject to change at the discretion of the employer.
#J-18808-Ljbffr