Vaco Recruiter Services
Vice President, Human Resources
Position Summary
The Vice President of Human Resources provides executive leadership for all people-related functions across the organization. This role ensures that human capital strategies align with organizational goals, values, and regulatory requirements while fostering a high-performing, inclusive, and compliant workplace. The VP serves as a strategic advisor to senior leadership and champions a culture that supports employee engagement, development, and organizational effectiveness.
Key Responsibilities
Provide strategic leadership and oversight of all human resources functions, including talent acquisition, compensation and benefits, employee relations, performance management, learning and development, and regulatory compliance.
Partner with executive leadership to integrate people strategies into organizational planning, translating business objectives into actionable HR initiatives.
Design and implement workforce planning and talent strategies to attract, develop, and retain top talent at all levels of the organization.
Oversee the development and administration of competitive compensation and benefits programs that support employee well-being, motivation, and long-term organizational sustainability.
Ensure organizational compliance with applicable federal, state, and local employment laws, accreditation standards, and reporting requirements; serve as a key liaison with legal and regulatory entities as needed.
Promote and strengthen organizational culture through effective HR policies, employee engagement initiatives, training programs, career development opportunities, and fair employee relations practices.
Leverage HR metrics and data analytics to assess program effectiveness, inform decision-making, and drive continuous improvement across people operations.
Education and Professional Experience
Master’s degree preferred
Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
Minimum of 10–15 years of progressive HR experience, including 7–10 years in a senior or executive-level leadership role overseeing the HR function.
Skills, and Abilities
Strong proficiency with Microsoft Office applications, HRIS platforms, and related HR technologies
Exceptional communication, interpersonal, consultation, and coaching skills, with the ability to influence and collaborate effectively across all organizational levels.
Demonstrated strengths in strategic thinking, data analysis, project management, and problem-solving.
Proven ability to build trust, gain buy-in, and lead change in complex organizational environments.
Strong customer- and employee-centered mindset, with a commitment to fostering an inclusive, participative, and respectful workplace culture.
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Key Responsibilities
Provide strategic leadership and oversight of all human resources functions, including talent acquisition, compensation and benefits, employee relations, performance management, learning and development, and regulatory compliance.
Partner with executive leadership to integrate people strategies into organizational planning, translating business objectives into actionable HR initiatives.
Design and implement workforce planning and talent strategies to attract, develop, and retain top talent at all levels of the organization.
Oversee the development and administration of competitive compensation and benefits programs that support employee well-being, motivation, and long-term organizational sustainability.
Ensure organizational compliance with applicable federal, state, and local employment laws, accreditation standards, and reporting requirements; serve as a key liaison with legal and regulatory entities as needed.
Promote and strengthen organizational culture through effective HR policies, employee engagement initiatives, training programs, career development opportunities, and fair employee relations practices.
Leverage HR metrics and data analytics to assess program effectiveness, inform decision-making, and drive continuous improvement across people operations.
Education and Professional Experience
Master’s degree preferred
Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
Minimum of 10–15 years of progressive HR experience, including 7–10 years in a senior or executive-level leadership role overseeing the HR function.
Skills, and Abilities
Strong proficiency with Microsoft Office applications, HRIS platforms, and related HR technologies
Exceptional communication, interpersonal, consultation, and coaching skills, with the ability to influence and collaborate effectively across all organizational levels.
Demonstrated strengths in strategic thinking, data analysis, project management, and problem-solving.
Proven ability to build trust, gain buy-in, and lead change in complex organizational environments.
Strong customer- and employee-centered mindset, with a commitment to fostering an inclusive, participative, and respectful workplace culture.
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