Vice President Human Resources

WorkDynamX; Flanders (NJ); On-site; USD 160,000 - 175,000; Full time

Benefits offered by this job

Competitive benefits package

Employer-supported medical coverage

Dental and vision plans

401(k) with 100% match on first 4%

Job summary

WorkDynamX in New Jersey seeks a Vice President of Human Resources to serve as the executive leader of people strategy. You will align HR initiatives with business growth, design scalable processes, and build a high-performing, diverse workforce across multiple sites.

Reporting to the CEO, you will shape culture, lead talent development, and integrate HR practices with operations. The role requires extensive HR leadership, experience with hourly workforces, and a hands-on, data-driven approach

Qualifications

• 12+ years of progressive HR leadership experience in a multi-site, multi-divisional manufacturing environment.
• Experience leading HR for a multi-site operation with a skilled hourly workforce; vehicle manufacturing or upfitting is a plus.
• Track record of leading post-M&A workforce integration.
• Experience scaling the HR function through growth.
• Proven ability to link HR initiatives to measurable business performance.
• Significant knowledge of employment law, labor relations, and compliance.
• Proven ability to recruit skilled trades in tight labor markets.
• Hands-on leadership style suited to a lean executive team.
• Fluency with HRIS platforms and people analytics; comfort with ERP and BI tools.
• Bachelor's degree required; Master's and/or SHRM-SCP or SPHR certification preferred.
• Willingness to travel regularly among New Jersey facilities (Flanders, Lakewood, Manasquan).

Responsibilities

• Serve as the CEO's strategic partner on all people-related matters, workforce planning, and organizational design; translate growth objectives into a clear, executable human capital plan.
• Ensure every HR initiative ties to business results: production capacity, productivity, quality, scalability, and profitable growth.
• Lead, develop, and build out the HR team across the organization into a unified, high-performing function.
• Harmonize policies, practices, and employment terms across the business while preserving culture and loyalty.
• Establish consistent organizational structures, job architecture, and career paths across divisions with scalable HR infrastructure.
• Design and oversee recruiting strategies to attract skilled technician and trade labor in a regional market.
• Build durable talent pipelines through trade schools, apprenticeships, veteran hiring channels, and an employment brand.
• Implement leadership development, supervisor training, and technical training to raise productivity and drive improvement.
• Implement performance management and succession planning tied to quality, safety, productivity, and financial outcomes.
• Establish market-competitive compensation, benefits, and employee-recognition programs across all divisions.
• Design merit-based incentives for production and hourly employees.

Skills

HR leadership

Strategic partner

Data-driven decisions

People analytics

ERP familiarity

HRIS proficiency

Stakeholder management

Multi-site coordination

Employee relations

Education

Bachelor's degree

Master's degree and/or SHRM-SCP or SPHR

Tools

HRIS platforms

ERP and BI tools

Job description

Position: Vice President of Human Resources

Location: Flanders, NJ Position Type: Direct Hire Compensation: Base salary of $160,000-$175,000, plus performance-based bonus opportunity.

WorkDynamX is conducting a confidential search for a Vice President of Human Resources on behalf of a growing, multi-location organization.

This newly created executive role will serve as the organization’s first enterprise-level HR leader. Following significant growth and expansion, the company is ready to build a more strategic, coordinated, and scalable human resources function. Reporting directly to the CEO and serving as a member of the executive leadership team, the Vice President of Human Resources will bring together HR practices across the organization and develop the people infrastructure needed to support continued growth, operational excellence, and long-term success.

This is an opportunity to build and shape the HR function rather than inherit a fully established one. The right candidate will join a profitable, growing organization with a strong market position and a clear mandate to strengthen its culture, develop its people, elevate organizational performance, and establish the company as an employer of choice.

The VP of HR is responsible for:

• Human Capital Strategy & Value Creation
  • o Serve as the CEO's strategic partner on all people-related matters, workforce planning, and organizational design; translate the company’s growth objectives into a clear, executable human capital plan with measurable outcomes.
  • o Ensure every HR initiative is clearly tied to business results: production capacity, productivity, quality, scalability, and profitable growth.
  • o Lead, develop, and build out the existing HR team across the organization into a unified, high-performing function.
• Workforce Integration & Organizational Design
  • o Lead the people side of organizational integration by harmonizing policies, practices, and employment terms across the business while preserving the culture, institutional knowledge, and employee loyalty that have contributed to the organization’s success.
  • o Establish consistent organizational structures, job architecture, and career paths across all divisions, with HR infrastructure scalable enough to support future growth and integrations.
  • o Design and oversee recruiting strategies to attract skilled technician and trade labor (welders, fabricators, electricians, upfitters) in a competitive regional labor market.
  • o Build durable talent pipelines through trade schools, apprenticeship programs, veteran hiring channels, and an employment brand worthy of the company's mission.
  • o Build leadership development, frontline supervisor training, and technical training programs that raise productivity, drive continuous improvement, and deepen the leadership bench.
  • o Implement performance management and succession planning tied to quality, safety, productivity, and financial outcomes.
• Total Rewards & Recognition
  • o Establish consistent, market-competitive compensation, benefits, and employee-recognition programs across all divisions of the organization.
  • o Design incentive structures that align employee performance with company goals for growth, quality, safety, and profitability. A near‑term priority is the creation of practical, merit‑based incentives for production and hourly employees.
• Culture, Engagement & Employee Satisfaction
  • o Champion the organization’s cultural principles of quality as a non‑negotiable core value, collaboration, integrity, and a growth mindset, and make them tangible across every site and shift.
  • o Set an explicit ambition of best‑in‑class employee satisfaction: measure engagement rigorously, act visibly on feedback, and make the organization the employers of choice in every market where they operate.
  • o Build communication mechanisms that connect a multi‑site workforce and surface problems early.
• Compliance, Safety & Risk
  • o Ensure compliance with federal, state, and local employment law; oversee employee relations, investigations, and disciplinary processes with fairness and discretion.
  • o Partner with the COO to ensure operational compliance with regulatory and internal safety standards and to strengthen the safety culture.
  • o Standardize policies, handbooks, and HR processes across the combined organization; oversee HRIS and payroll administration.
  • o Provide credible people data and metrics (turnover, time‑to‑fill, labor cost, engagement) to support executive decision‑making and operational excellence.

Qualified candidates will have the following experience:

• 12+ years of progressive HR leadership experience, including at least 5 years in a senior or executive-level people role.
• Demonstrated success managing human capital in a multi‑site, multi‑divisional manufacturing environment with a skilled hourly workforce; vehicle manufacturing or upfitting experience is a plus.
• Track record of leading post‑M&A workforce integration.
• Experience scaling the HR function through periods of sustained organizational growth.
• Proven ability to link human capital initiatives to measurable business performance.
• Significant working knowledge of employment law, labor and employee relations, and compliance.
• Proven ability to recruit skilled trades in tight labor markets.
• Hands‑on leadership style suited to a lean executive team and an evolving organization.
• Fluency with HRIS platforms and people analytics; comfort with ERP and business‑intelligence tools.
• Bachelor's degree required; Master's degree and/or SHRM‑SCP or SPHR certification preferred.
• Willingness to travel regularly among the New Jersey facilities (Flanders, Lakewood, Manasquan).

Personal Attributes:

• Strategic and Hands‑On: A player‑coach who moves fluidly between boardroom strategy and shop‑floor conversation, and is equally credible in both settings.
• Trusted Advisor: Earns the confidence of the CEO, executive peers, and employees through sound judgment, integrity, and discretion.
• Performance‑Driven: Holds a high bar, measures what matters, and treats employee satisfaction and business results as complementary rather than competing goals.
• Decisive and Data‑Informed: Uses data and direct observation to make timely, well‑reasoned people decisions, and stands behind them.
• Visible Leader: Present, approachable, and known by name across every facility; listens before prescribing.
• Mission‑Driven: Takes pride in supporting the people who build vehicles for the people who protect everyone else.

Benefits offered:

The company offers a competitive benefits package, including employer-supported medical coverage, voluntary dental and vision plans, and a 401(k) with a 100% match on the first 4% contributed.

WorkDynamX is an Equal Opportunity Employer committed to fostering a diverse and inclusive workplace. We make employment decisions based on qualifications, merit, and business needs, without regard to any characteristic protected by federal, state, or local law. We are dedicated to maintaining a respectful, professional environment for all team members.