HRVP

Cornerstone Global Partners (CGP Group); South Carolina; On-site; USD 180,000 - 240,000; Full time

Job summary

Cornerstone Global Partners seeks a Vice President, Human Resources for U.S. Manufacturing to lead people strategy, organization design, and governance for growing manufacturing operations.

You will partner with plant leadership, integrate Talent Acquisition and HR Operations, and drive workforce productivity, safety, and culture across multi-site expansion.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 15+ years of progressive HR leadership experience, including manufacturing scope.
• Proven ability to influence plant managers and senior leaders.
• Deep experience in organization design, workforce strategy, and HR governance.
• SHRM-SCP or SPHR certification preferred.
• Enterprise mindset to drive growth and change.

Responsibilities

• Lead the plant HR organization and align people strategy with business goals.
• Drive organization design, leadership development, and talent governance.
• Coach executives on culture, performance, and organizational effectiveness.
• Build disciplined workforce planning tied to production needs.
• Integrate HR resources across functions for scalable growth.
• Establish metrics and dashboards to monitor HR performance.

Skills

Executive leadership

Organization design

Workforce strategy

Performance management

Employee relations

HR governance

Analytics

Cross-functional collaboration

Education

Bachelor's degree in HR/BA/Organizational Development

SHRM-SCP/SPHR preferred

Job description

This is a global industrial and tech company.

Location: South Carolina, USA

Scope: U.S. Manufacturing Operations

Position Summary

The Vice President, Human Resources – U.S. Manufacturing is the senior people and organization leader for the Company’s U.S. manufacturing operations. As a core member of the manufacturing leadership team, this role is accountable for building the organization, leadership capability, workforce systems, management discipline, and culture required to support operational excellence and rapid business growth.

This is an executive-level, business-facing role. The Vice President will go beyond traditional HR administration to shape organization design, leadership effectiveness, workforce strategy, performance accountability, employee relations, culture, and people governance. The role must be capable of diagnosing management and organizational issues, challenging leaders constructively, and driving decisions and actions that improve safety, quality, productivity, cost, execution, and scalability.

The Vice President will lead the plant HR organization, including the Director, Talent Development & Learning, HR Manager, and HR Specialist, and will integrate Corporate Talent Acquisition, HR Operations, and other HR resources into a coherent operating model for U.S. manufacturing. The role will also build the people infrastructure required for future plant expansion, new capabilities, and potential multi-site growth.

• Own the people and organization strategy for U.S. manufacturing and ensure it is tightly linked to business strategy, operating priorities, capacity expansion, and growth objectives.
• Serve as a trusted advisor and constructive challenger to plant and executive leadership on organization, leadership, workforce, culture, and talent decisions.
• Translate business plans into a multi-year organization and workforce roadmap, including capability priorities, workforce architecture, leadership needs, and HR infrastructure.
• Anticipate organizational and people risks before they materially affect business performance and drive timely executive action.
• Bring an external perspective and relevant manufacturing best practices to continuously raise management standards and organizational maturity.
• Lead organization design and workforce strategy for current operations and future growth, including structure, spans and layers, workforce mix, critical roles, and management capacity.
• Drive workforce productivity, labor effectiveness, and organizational efficiency in partnership with plant leadership and Finance.
• Establish disciplined workforce planning mechanisms tied to production demand, capacity, automation, skill requirements, and cost targets.
• Lead people and organization workstreams for plant expansion, restructuring, integration, new capabilities, or new-site development.
• Ensure critical roles have appropriate succession, backup coverage, and external talent strategies in partnership with Talent Development & Learning and Talent Acquisition.
• Establish a rigorous performance and accountability culture across the manufacturing organization.
• Ensure business priorities are translated into clear leadership and employee objectives, measurable expectations, and disciplined review mechanisms.
• Drive high-quality performance calibration, differentiated talent decisions, and timely management of underperformance.
• Evaluate management-team effectiveness and identify leadership gaps, weak accountability, recurring people issues, or organizational barriers that constrain execution.
• Establish rigorous, high-frequency review mechanisms for newly hired employees and newly promoted leaders, with clear success criteria, milestone check-ins, documented feedback, and timely decisions when performance, readiness, or fit is not meeting expectations.
• Require disciplined pre-promotion assessment and post-promotion 30/60/90-day reviews for newly promoted employees, with explicit accountability for role transition, leadership behavior, performance, and corrective action where needed.
• Hold leaders accountable for both business outcomes and the quality of people management within their teams.
• Co‑own critical talent decisions with manufacturing and HR leadership, including leadership appointments, succession, promotion, retention, and organizational moves; ensure promotion readiness is tested before advancement and effectiveness is tracked closely after promotion.
• Provide independent and objective judgment on leadership capability, performance, potential, cultural fit, and organizational impact.
• Directly manage the Director, Talent Development & Learning and ensure identified talent and capability gaps are translated into leadership-development, succession, and learning interventions tied to business priorities.
• Ensure critical leadership and technical pipelines are robust enough to support business continuity and growth.
• Own executive-level oversight of probation, onboarding, assimilation, and effectiveness reviews for senior and critical hires, ensuring early identification of performance or fit concerns and timely action.

5. Employee Relations, Culture & Workforce Health

• Own the overall employee‑relations strategy and workforce‑health agenda for U.S. manufacturing.
• Ensure complex employee matters, investigations, disciplinary actions, terminations, and sensitive workplace issues are handled consistently, fairly, promptly, and appropriately.
• Monitor leading indicators such as turnover, absenteeism, overtime, engagement, retention, complaints, and employee sentiment and intervene before issues escalates.
• Lead culture deployment and ensure Company values are reflected in daily management behavior, decision‑making, and accountability.
• Strengthen communication, trust, frontline voice, and organizational alignment while maintaining appropriate management standards and business discipline.

6. HR Governance, Analytics & Operating System

• Build a disciplined people operating system for U.S. manufacturing, including recurring workforce reviews, people reviews, performance reviews, risk reviews, and management dashboards.
• Define the metrics, thresholds, escalation rules, and decision forums required to manage workforce and organizational performance effectively.
• Use data and analytics to identify root causes, inform decisions, and measure the business impact of HR and organization initiatives.
• Ensure consistent implementation of Company policies, management standards, and governance requirements across the manufacturing organization.
• Continuously improve HR effectiveness, process discipline, and management quality.

7. Integrated HR Leadership

• Lead and develop the plant HR organization, including the Director, Talent Development & Learning, HR Manager, and HR Specialist, ensuring clear roles, strong capability, business understanding, and high execution standards.
• Integrate the work of the plant HR team with Corporate Talent Acquisition, HR Operations, Talent Development & Learning, and other shared HR resources.
• Set clear service and performance expectations for HR support to manufacturing while avoiding duplication of centralized capabilities.
• Build an HR organization capable of supporting future scale, complexity, and multi‑site growth.
• Represent U.S. manufacturing people and organization priorities in broader HR and leadership forums.
• Act as a key change leader for manufacturing transformation, operating‑model evolution, organizational upgrading, and business expansion.
• Build the organization and management infrastructure ahead of growth so that people capability does not become a constraint on business development.
• Partner with leaders to strengthen change readiness, role clarity, communication, accountability, and execution during periods of rapid transition.
• Ensure the manufacturing organization develops the leadership depth, workforce capability, and culture required for sustained growth.
• Perform other executive‑level HR and organization assignments as required by the Company.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree strongly preferred.
• 15+ years of progressive HR leadership experience, including senior responsibility for manufacturing, industrial, engineering, or other operationally intensive organizations.
• Demonstrated success as a VP HR, Regional HR Leader, Plant/Site HR Head, Business Unit HR Leader, or equivalent senior role with substantial manufacturing scope.
• Track record of building or upgrading HR and organizational systems in high‑growth, transforming, restructuring, or scaling businesses.
• Deep experience in organization design, workforce strategy, performance management, leadership assessment, employee relations, culture, and HR governance.
• Proven ability to influence Plant Managers, Operations executives, and senior corporate leaders and to challenge constructively when required.
• Strong knowledge of U.S. employment practices and workforce‑risk management in manufacturing environments.
• Demonstrated ability to use workforce and organizational analytics to support executive decisions and improve business outcomes.
• Global or multinational experience strongly preferred; experience supporting multi‑site manufacturing operations is highly desirable.
• SHRM‑SCP or SPHR certification preferred.
• Enterprise and business mindset: understands how organization, leadership, workforce, and culture drive manufacturing performance and growth.
• Executive presence and influence: can earn credibility with senior operators, communicate clearly, and shape difficult decisions.
• Entrepreneurial and builder mindset: comfortable creating structure, mechanisms, and capability where mature systems do not yet exist.
• Exceptional judgment on people and organizations, with the ability to distinguish development needs from performance, fit, or leadership problems.
• Courage, independence, and objectivity: willing to surface difficult facts and recommend decisive action when business interests require it.
• Strong ownership and bias for action, with high standards for speed, quality, follow‑through, and measurable outcomes.
• Hands‑on operating style: able to move comfortably between executive discussions, plant‑floor realities, and detailed people issues.
• Strong cross‑cultural leadership and ability to operate effectively across time zones, functions, and global teams.
• High resilience and adaptability in a fast‑paced, high‑growth, high‑expectation environment.
• Unquestioned integrity, confidentiality, professionalism, and commitment to fair and consistent people management.