Vice President, Human Resources (People & Culture)

Confidential; Anaheim (CA); Híbrido; USD 160 000 - 180 000; Tempo integral

Vantagens oferecidas por esta oferta de emprego

Health, Dental, and Vision insurance

401(k)

PTO/Vacation Program

Executive coaching and career development

Resumo da oferta

A leading HR firm is looking for a Vice President of Human Resources to design and implement a comprehensive HR operating model that supports a diverse workforce. This executive role involves overseeing talent acquisition, performance management, and employee relations. Ideal candidates will have extensive HR leadership experience, a strong data-driven approach, and the ability to scale HR systems. The position offers a salary range of $160,000 - $180,000, with benefits including health insurance and 401(k).

Qualificações

• Senior HR leadership experience in high-compliance environments.
• Successful building and scaling of HR operating models.
• Experience in managing total rewards and benefits strategy.

Responsabilidades

• Build and oversee an integrated HR framework for talent acquisition and performance management.
• Partner with leadership to ensure staffing aligns with growth and demands.

Conhecimentos

Senior HR leadership experience

Data-driven approach

Strong employee relations judgment

Operational credibility

Ferramentas

HRIS

Descrição da oferta de emprego

Vice President, Human Resources (People & Culture)

Base pay range

$160,000.00/yr - $180,000.00/yr

Additional compensation types

• Annual Bonus

Role Overview

The Vice President of Human Resources (People & Culture) is a senior executive responsible for designing, implementing, and scaling a comprehensive, end-to-end HR operating model that supports a large, distributed frontline workforce while enabling high‑performing corporate and technical teams.

This role requires an experienced operator–builder with the credibility to partner effectively with frontline operations and senior leadership. The successful candidate will have a demonstrated track record of building repeatable HR systems, leading workforce‑scale total rewards strategies, and establishing consistent employee relations and compliance infrastructure.

Operating at both strategic and executional levels, the VP of HR owns the full employee lifecycle and ensures the organization delivers consistent, compliant, and high‑quality outcomes across enterprise environments while maintaining a strong, equitable, and scalable culture.

Reports to: Chief Executive Officer / President

Location: Flexible / Hybrid, with regular travel to field locations

Required Qualifications

• Senior HR leadership experience in distributed, multi‑site, frontline, and high‑compliance environments (e.g., security, facilities, logistics, retail operations, healthcare, hospitality).
• Demonstrated success building and scaling a full, end‑to‑end HR operating model.
• Proven ownership of Total Rewards and benefits strategy for broad employee populations.
• Strong employee relations judgment with deep wage and hour compliance knowledge.
• Operationally credible leader who builds practical systems managers adopt.
• Data‑driven approach with HRIS, analytics, and governance experience.
• Must be willing to participate in the Company’s pre‑employment screening process and continuously meet any applicable state, county, and municipal requirements.

Preferred Qualifications

• Experience supporting both frontline operations and corporate or technical teams.
• HR leadership in scaling organizations requiring standardization and speed.
• Track record of improving retention and internal promotion pipelines.

Key Responsibilities

• Build and oversee an integrated HR framework covering workforce planning, talent acquisition, onboarding, training enablement, performance management, compensation and benefits, employee relations, compliance, HRIS, analytics, engagement, and culture.
• Ensure HR processes operate as a unified system that supports operational consistency, accountability, and scalability.

Talent Quality, Retention, and Workforce Planning

• Establish hiring and workforce planning practices that emphasize long‑term fit, quality, and retention.
• Partner with operational leadership to align staffing models with growth, client requirements, and site ramp schedules.
• Strengthen manager accountability for hiring and people outcomes.

Training, Readiness, and Performance Management

• Partner with Operations and Training leaders to ensure role‑based onboarding, readiness standards, and leadership development for frontline and field leaders.
• Implement performance management systems with clear expectations, documentation standards, and coaching rigor.

Total Rewards and Benefits Strategy

• Develop and govern a comprehensive compensation philosophy and job architecture that ensures internal equity and market competitiveness.
• Design and administer inclusive benefits programs accessible to both frontline and corporate employees.
• Improve benefits communication, enrollment, and utilization across a distributed workforce.

Employee Relations, Compliance, and Risk Management

• Establish consistent, defensible employee relations and labor compliance practices, including wage and hour governance.
• Oversee investigations, corrective actions, policy management, and compliance training.
• Partner with Legal and Operations to mitigate people‑related risk.

Culture and Leadership Standards

• Translate leadership principles and operating values into hiring criteria, management expectations, performance standards, and recognition practices.
• Ensure cultural consistency across all sites, shifts, and leadership levels.

Measures of Success

• Improved hiring quality, reduced time‑to‑fill, and higher offer acceptance rates
• Increased early‑tenure retention and reduced regretted attrition
• Faster onboarding completion and time‑to‑productivity
• Improved manager effectiveness and coaching capability
• Higher benefits enrollment, understanding, and participation
• Reduced recurring employee relations issues and compliance risk
• Improved employee engagement and leadership follow‑through
• Base Salary: $160,000‑$180,000/yr, including bonus opportunity, commensurate with experience
• Health, Dental, and Vision insurance.
• 401(k)
• PTO/Vacation Program
• Executive coaching, career development, and growth opportunities.

Seniority level

• Executive

Employment type

• Full‑time

Job function

• Human Resources

Industries

• Staffing and Recruiting and Human Resources Services