VP of Human Resources

Excel

United States

À distance

USD 180 000 - 300 000

Plein temps

14 jours+

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Avantages offerts par ce poste

Health insurance

Dental insurance

Vision insurance

401(k) plan

Flexible schedule

Paid time off

Parental leave

Company-provided equipment

Unlimited growth opportunities

Résumé du poste

Excel is seeking a strategic and hands-on Vice President of Human Resources to lead the company’s people strategy, talent management, organizational effectiveness, and HR operations.

Reporting to the CEO, the VP of Human Resources will serve as a key member of the leadership team, responsible for aligning talent and culture initiatives with business objectives while building a high-performing, scalable organization.

Qualifications

10+ years HR leadership experience within high-growth, performance-driven organizations.
Strong knowledge of organizational design, workforce planning, leadership development, and talent management.
Experience with HR operations, compliance, analytics, and scalable programs.
Proven ability to align people strategy with business objectives and drive measurable outcomes.

Responsabilités

Develop and execute a comprehensive people strategy aligned to business objectives.
Oversee talent acquisition, leadership development, performance management, and succession planning.
Lead HR operations, compensation, benefits, and total rewards programs.
Champion employee experience, engagement, and durable culture across a remote, multi-state workforce.
Partner with executives to drive workforce analytics and data-informed decision making.

Connaissances

Strategic leadership

Executive presence

Talent development

Organizational effectiveness

Business partnership

Formation

Bachelor's degree in HR, Business, or related field

Advanced degree preferred

SHRM certification preferred

Description du poste

About the role

Excel™ is seeking a strategic and hands‑on Vice President of Human Resources to lead the company’s people strategy, talent management, organizational effectiveness, and HR operations. Reporting directly to the CEO, the VP of Human Resources will serve as a key member of the leadership team, responsible for aligning talent and culture initiatives with business objectives while building a high-performing, scalable organization.

This leader will oversee the full employee lifecycle, including talent acquisition, leadership development, performance management, employee engagement, total rewards, HR operations, and compliance. The ideal candidate combines strong business acumen with operational excellence and a proven ability to scale people programs in a high-growth environment.

Why This Role Matters

People are one of Excel™’s most important competitive advantages. The VP of Human Resources will play a critical role in ensuring the company attracts exceptional talent, develops strong leaders, strengthens employee engagement, and builds a culture where high performers can thrive. This leader will help shape the company’s next phase of growth by aligning talent, culture, leadership, and HR operations with measurable business outcomes.

Key responsibilities

Strategic Leadership & Organizational Effectiveness

Partner with the executive leadership team to develop and execute a people strategy that supports business objectives and long‑term growth.
Serve as a trusted advisor on organizational design, workforce planning, succession planning, and leadership effectiveness.
Lead organizational change and transformation initiatives that improve performance, scalability, and employee experience.
Utilize workforce analytics and business insights to drive data‑informed decision‑making.

Talent Acquisition & Workforce Planning

Lead recruiting and workforce planning strategies that attract, hire, and retain high‑performing talent across the organization.
Build scalable recruiting, onboarding, succession planning, and talent development programs that strengthen organizational capability and leadership readiness.
Partner with business leaders to identify staffing needs, talent gaps, bench strength, and future hiring needs.
Strengthen employer branding and drive continuous improvement in recruiting processes, candidate experience, employee value proposition and overall talent acquisition performance to improve hiring outcomes through data‑informed decision‑making.

Performance Management, Culture & Accountability

Lead performance management programs that align individual, team, and company performance with business objectives.
Foster a high‑performance culture built on accountability, collaboration, continuous improvement, measurable results, and alignment with company values.
Coach leaders and managers on performance conversations, employee development, feedback, recognition, accountability, and talent management best practices.
Partner with executives and leaders to identify, develop, and retain high‑potential employees while strengthening leadership capability across the organization.

Leadership Development & Talent Development

Design and implement leadership development programs that strengthen management capability and build organizational leadership capacity.
Equip managers with the tools, skills, and coaching needed to lead high‑performing teams and drive business results.
Support long‑term talent development, employee growth, and leadership readiness across the organization.
Lead and support organizational change initiatives that enhance agility, performance, and continuous improvement.

Employee Experience, Engagement & Employee Relations

Champion an employee experience that supports engagement, retention, accountability, transparency, innovation, and high performance.
Lead employee engagement, recognition, reward, and retention strategies that reinforce company values and support organizational commitment.
Provide leadership and guidance on employee relations matters, workplace investigations, corrective action, conflict resolution, and policy administration.
Promote collaboration, continuous learning, diverse perspectives, and professional development to support innovation and organizational growth.

Compensation, Benefits & Total Rewards

Lead competitive compensation, benefits, and total rewards programs that attract, retain, and motivate top talent.
Partner with leadership to design and administer performance‑based incentive and bonus programs aligned with business objectives and company performance.
Oversee compensation planning, salary benchmarking, pay practices, benefits administration, and internal equity considerations.
Evaluate and enhance benefits programs to support employee well‑being while aligning with organizational goals and cost management priorities.

HR Operations, Compliance & People Analytics

Ensure compliance with applicable federal, state, and local employment laws and regulations.
Oversee HR systems, reporting, people analytics, policy administration, process improvement, and HR governance practices.
Continuously improve HR programs, processes, and operational efficiencies to enhance scalability, employee experience, and organizational effectiveness.
Develop scalable HR infrastructure and risk management practices that support business growth while maintaining compliance and operational excellence.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field; advanced degree preferred.
10+ years of progressive Human Resources experience, including experience leading HR or People functions within high‑growth, performance‑driven organizations.
SHRM‑SCP, SPHR, SHRM‑CP, or PHR certification strongly preferred.
Strong knowledge of employment law, employee relations, talent and performance management, compensation, benefits, HR operations, and HR best practices.
Proven success developing talent acquisition, leadership development, performance management, compensation, and employee engagement strategies that support measurable business outcomes.
Strong business acumen with the ability to leverage workforce analytics, financial insights, organizational data, and business metrics to influence executive decision‑making.
Strong communication, relationship‑building, and change management skills.
Experience within digital marketing, lead generation, technology, SaaS, or professional services organizations preferred.
Experience supporting remote and multi‑state workforces preferred.

Key Competencies

Strategic Leadership
Executive Presence
Talent Development
Organizational Effectiveness
Business Partnership

Success Measures

Within the first 12 months, the VP of Human Resources will:

Strengthen talent acquisition, leadership development, and succession planning capabilities.
Improve employee engagement, retention, and organizational performance.
Implement scalable people programs and processes that support continued business growth.
Enhance people analytics and workforce reporting to support strategic decision‑making.
Ensure HR operations, compliance, and infrastructure effectively support organizational success.

Reporting relationships

Reports to: Chief Executive Officer
Potential Direct reports:
- Talent Acquisition
- HR Generalist/Business Partner/People Ops Partner
- Learning & Development (as applicable)
- Office Administration (as applicable)

Compensation mix