Vice President, Director of Human Resources

hireneXus; Naperville (IL); Hybrid; USD 200,000 - 225,000; Full time

Job summary

hireneXus is seeking a Vice President of Human Resources to partner with the CEO and CFO, set HR strategy, and lead a multi-brand organization. This hybrid role combines strategic leadership with hands-on execution to drive growth and cultural integration.

The ideal leader will build a scalable HR function, oversee benefits and compensation, and manage HR systems and compliance across multiple locations. 15–20 years of progressive HR experience is preferred.

Qualifications

• 15–20 years of progressive HR leadership experience.
• Experience leading HR functions in distribution or similar operations.
• Proven ability to partner with CEO, CFO and drive business decisions.
• Strong change management and post-acquisition integration experience.
• Experience overseeing benefits, compensation, and HR technology platforms.
• Bachelor's degree; SHRM-SCP/SPHR preferred.

Responsibilities

• Act as a strategic HR advisor to the CEO and CFO, aligning workforce strategies with financial objectives.
• Build and lead the HR team and scalable processes across the organization.
• Oversee HRIS, payroll systems, compliance, policy development and employee relations.
• Direct HR strategy, recruitment, payroll, and day-to-day HR operations.
• Lead post-acquisition integration aligning HR policies and structures across brands.

Skills

Strategic HR leadership

Executive partner

Change management

Communication & influencing

Talent development

People operations

Education

Bachelor's degree

SHRM-SCP or SPHR preferred

Tools

HRIS

Payroll systems

Job description

Title: Vice President of Human Resources

Reports to: Chief Financial Officer

Location: Chicago western suburbs, hybrid (on-site a few days per week)

Travel: As needed to company locations in several states

Company size: 600

Compensation: $200K–$225K base + bonus

The Opportunity

Our client is a growing distribution company that has expanded through acquisition and plans to continue to grow via acquisition. The company is looking for a dynamic, hands‑on leader who can work up and down the organizational chart, partner with Sr. leadership, be a generalist in nature, and implement change to the organization.

This is a hands‑on role that blends strategy and execution. The right leader will set direction, build the team, and still roll up their sleeves alongside operating leaders.

Key Responsibilities

Strategic Leadership and Business Partnership

• Act as a strategic HR advisor to the CEO and CFO, aligning workforce strategies and people initiatives with the company's financial objectives and overall business goals.
• Develop and present business cases to executive leadership for HR investments, organizational initiatives, employee programs, and strategic priorities.
• Collaborate with senior leaders to establish, communicate, and reinforce organizational values and culture across multiple brands and business units.
• Support post-acquisition integration by aligning HR policies, processes, organizational structures, and employee practices as the company expands through mergers and acquisitions.

HR Function Development and Operational Excellence

• Evaluate existing HR processes and capabilities, identify areas for improvement, and develop a proactive, business‑focused HR function that can support continued growth.
• Lead, mentor, and develop the HR team, strengthening its capabilities and ensuring effective delivery of HR services across the organization.
• Oversee HR technology strategy, optimize the use of existing HRIS and payroll systems, and identify opportunities to improve functionality, efficiency, and reporting.
• Direct the full spectrum of human resources activities, including HR strategy, recruitment, payroll, compliance, policy development, employee relations, and day‑to‑day HR operations.
• Establish scalable HR policies, procedures, and operating practices that promote consistency, accountability, and compliance across the business.

Benefits, Compensation, and Total Rewards

• Develop and manage the organization's employee benefits strategy, including insurance programs, annual renewals, and negotiations with brokers and insurance carriers.
• Design and maintain competitive compensation and benefits programs that attract qualified talent, improve employee retention, and support the company's growth objectives.
• Evaluate total rewards offerings regularly to ensure they remain cost‑effective, competitive, and aligned with business needs and employee expectations.

Talent Acquisition, Employee Engagement, and Development

• Develop and execute a comprehensive talent acquisition strategy to support hiring requirements across operations, warehouse, sales, and other business functions.
• Partner with business leaders to improve recruitment practices, strengthen hiring decisions, and ensure the organization attracts talent aligned with its operational needs and culture.
• Introduce initiatives that improve employee engagement, internal communication, and organizational connectivity across multiple locations and a geographically dispersed workforce, including remote sales professionals.
• Balance employee advocacy with business priorities by advising employees and managers on workplace concerns, resolving issues fairly, and promoting sound management practices.
• Strengthen performance management, leadership development, employee training, and career progression programs to build organizational capability and support internal growth.
• Equip managers with the tools, guidance, and coaching needed to lead teams effectively and maintain a productive, positive work environment.

Qualifications and Experience

• 15–20 years of progressive human resources experience, including significant responsibility for leading and developing an HR function at a senior level.
• Industry experience in distribution, logistics, import/export, manufacturing, business services, or a comparable operationally focused environment.
• Demonstrated success partnering directly with a CEO, CFO, and other executive leaders, with a strong understanding of business operations, financial performance, and organizational priorities.
• Extensive hands‑on experience managing employee benefits and insurance programs, including renewals, vendor relationships, cost analysis, and contract negotiations.
• Proven ability to select, implement, enhance, or optimize HR technology platforms, with practical experience in HRIS and payroll systems.
• Experience supporting multi‑location operations or geographically dispersed teams, including remote sales organizations.
• Track record of establishing, restructuring, or modernizing HR departments within growing, evolving, or acquisition‑driven organizations.
• Strong communication, presentation, and influencing skills, with the ability to articulate HR recommendations and demonstrate their business value to executive stakeholders.
• Bachelor's degree required; SHRM-SCP, SPHR, or an equivalent professional HR certification is preferred.

Ideal Candidate Profile

• A strategic yet hands‑on HR leader who can balance long‑term workforce planning with day‑to‑day operational requirements.
• A commercially minded business partner who understands the relationship between people strategy, financial performance, and organizational growth.
• An experienced HR function builder capable of developing scalable processes, strengthening HR technology, and leading a high‑performing team.
• A collaborative leader who can support employees, coach managers, influence executive decisions, and maintain a consistent culture across multiple brands and locations.
• Someone comfortable operating in a dynamic, growth‑oriented environment where acquisitions, operational complexity, and evolving business needs require flexibility and sound judgment.