Vice President of Human Resources (VP of HR)

Leoforce; Raleigh (NC); On-site; USD 130,000 - 180,000; Full time

Benefits offered by this job

Competitive Base Salary

Company paid health plan

Very generous PTO

Dental and Vision

FSA/HSA

Small team, autonomy

Job summary

Leoforce is seeking a Vice President of Human Resources to partner with founders and executive leadership, shaping people strategies for rapid growth in Raleigh, NC. You will lead an on-site HR team and guide organizational development, compensation practices, and compliance across the company.

You will build a scalable HR function, develop leadership capabilities, and implement workforce analytics to inform executive decision-making while maintaining the entrepreneurial culture.

Qualifications

• 10+ years of progressive HR experience with leadership at Director level or higher.
• Experience leading HR in growing, founder-led or entrepreneurial orgs.
• Proven track record scaling HR for larger structures.
• Experience building HR infrastructure, performance management, and people ops.
• Experience directly managing HR professionals and teams.

Responsibilities

• Serve as strategic partner to founders and execs on all human capital matters.
• Develop and execute a comprehensive HR strategy aligned with growth plans.
• Lead evolution of HR from small-business to scalable department.
• Oversee talent acquisition strategy and workforce planning.
• Provide executive guidance on organizational changes and leadership effectiveness.
• Establish HR metrics, reporting, and workforce analytics.
• Design scalable HR systems, workflows, and operating practices.
• Support acquisitions and integration efforts.
• Oversee HRIS, data management, and HR reporting processes.

Skills

Strategic HR leadership

HR strategy development

Organization design

Workforce planning

Talent development

Succession planning

Employee relations

HR analytics

Compliance and employment law

Executive partnership

Education

Bachelor's degree in HR/Business

Advanced HR certification (SHRM-SCP or SPHR)

Tools

HRIS systems

ATS and onboarding tools

Job description

Job Description

Experience: Director Salary: $130,000 - $180,000 per year

Key Responsibilities

• Serve as a strategic partner and trusted advisor to company founders and executive leadership on all human capital matters.
• Develop and execute a comprehensive HR strategy aligned with the company's business objectives, growth plans, and long‑term vision.
• Lead the evolution of the HR function from a small‑business operating model into a scalable department capable of supporting a larger organization.
• Partner with leadership on organizational structure, workforce planning, talent development, succession planning, and employee retention.
• Provide executive‑level guidance on organizational changes, leadership effectiveness, employee relations, and workforce decisions.
• Help leadership anticipate the HR needs associated with continued growth, expansion, and potential acquisitions.
• Evaluate existing HR processes, policies, technology, and organizational structure to identify opportunities for improvement.
• Design and implement scalable HR systems, workflows, and operational practices that support continued headcount growth.
• Introduce greater consistency, accountability, and efficiency across the organization without compromising its entrepreneurial culture.
• Establish meaningful HR metrics, reporting capabilities, and workforce analytics to support executive decision‑making.
• Develop organizational frameworks that support leadership development, employee engagement, and long‑term retention.
• Support organizational integration efforts associated with potential acquisitions and business expansion.
• Provide leadership and oversight to an established HR team, initially consisting of an HR Generalist and two Recruiters.
• Establish clear expectations, accountability, and professional development opportunities for HR team members.
• Oversee talent acquisition strategy, ensuring recruiting efforts align with business priorities and future workforce needs.
• Develop the long‑term organizational structure of the HR department, including identifying when additional HR leadership and specialized resources are needed.
• Maintain a hands‑on leadership approach, particularly during the company's continued growth and evolution.
• Develop and strengthen performance management systems, employee development programs, and leadership training initiatives.
• Partner with department leaders to establish clear performance expectations, accountability measures, and career development opportunities.
• Implement succession planning and leadership development strategies that support organizational continuity.
• Evaluate compensation structures, incentive programs, and benefits offerings to ensure competitiveness and internal consistency.
• Help establish a culture of high performance, collaboration, accountability, and continuous improvement.
• Provide executive oversight of employee relations, employment compliance, HR policies, compensation administration, and benefits.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Serve as a resource to company leadership on sensitive employee matters, organizational changes, and personnel decisions.
• Oversee HRIS capabilities, employee data management, and HR reporting processes.
• Identify opportunities to streamline administrative processes, improve operational efficiency, and reduce organizational risk.
• Preserve and strengthen the company's entrepreneurial, collaborative, and performance‑oriented culture as it continues to expand.
• Guide the organization through changes associated with growth, evolving responsibilities, and increased operational structure.
• Partner with company founders to translate organizational values into meaningful people strategies.
• Develop strong relationships across all levels of the organization, establishing credibility through sound judgment, transparency, and a willingness to remain involved in day‑to‑day operations.

Required Qualifications

• 10+ years of progressive Human Resources experience, including significant leadership experience at the Director, Senior Director, Head of HR, or VP level.
• Experience leading an HR function within a growing, privately held, founder‑led, or entrepreneurial organization.
• Demonstrated experience helping a smaller company scale into a larger, more structured organization.
• Experience building or significantly improving HR infrastructure, organizational processes, performance management systems, and people operations.
• Experience directly managing HR professionals and developing high‑performing teams.
• Strong knowledge of employment law, employee relations, compensation, benefits, organizational development, and talent acquisition.
• Experience partnering directly with founders, owners, C‑suite executives, or senior leadership teams.
• Ability to balance strategic planning with hands‑on HR leadership and execution.
• Strong business acumen, executive presence, communication skills, and organizational judgment.
• Comfortable operating in a fast‑paced environment where priorities evolve and processes continue to mature.
• Ability to work on‑site in Raleigh, NC, five days per week.

Preferred Qualifications

• Previous experience as a VP of HR, Head of HR, or senior HR leader within a growing small‑to‑mid‑sized organization.
• Experience in real estate investment, private equity, asset management, financial services, or professional services.
• Experience supporting organizations through acquisitions, business integrations, rapid headcount growth, or operational expansion.
• Experience developing HR organizational structures, including adding management layers and specialized HR functions as a business scales.
• Experience implementing or optimizing HRIS platforms, performance management systems, and compensation programs.
• SHRM‑SCP, SPHR, or equivalent advanced HR certification.
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; advanced education preferred.

A bit about us

We are partnering with a rapidly growing, privately held real estate investment firm headquartered in Raleigh, NC, to identify an experienced Vice President of Human Resources who will play a critical role in shaping the organization's next phase of growth.

This company has successfully evolved from an entrepreneurial startup into an established and expanding business. With a strong foundation already in place, the founders are now looking for a strategic, hands‑on HR executive who can help guide the organization through its next evolution, transitioning from a smaller, founder‑led business into a more structured, scalable mid‑sized organization.

This is an opportunity for someone who has experienced this type of growth firsthand and understands how to build the people, processes, systems, and leadership infrastructure necessary to support continued expansion.

The incoming VP will work directly with company founders and executive leadership, initially overseeing a lean, established HR team that includes an HR Generalist and two Recruiters. As the organization grows, this executive will have the opportunity to further develop the HR function, expand the team, and eventually establish an additional layer of HR leadership.

We are not looking for someone who simply wants to manage an established HR department. We are looking for someone who wants to help build the next version of one.

Why join us?

This is not a traditional VP of HR position where you inherit a large, established department and spend your time overseeing multiple layers of management.

Instead, you will have the opportunity to work directly with company founders who recognize the importance of investing in their people, leadership, and organizational infrastructure as the business continues to grow.

The HR function already has a foundation in place. The next step is to build upon that foundation, introduce the structure needed for continued expansion, and develop a department that can support the company's long‑term ambitions.

The right individual will have the opportunity to influence not only HR strategy but also the broader organizational direction of a growing investment firm.

The ideal candidate is someone who has helped a business grow before, understands what it takes to build a scalable HR organization, and is excited about the opportunity to do it again.

Benefits

• Competitive Base Salary
• Company paid health plan for employees
• Very generous PTO
• Dental and Vision, FSA, HSA
• Small team, autonomy
• Many more great perks!