Position Overview
The Vice President of Human Resources serves as a strategic partner to the President and executive leadership team, driving the people strategy for a growth-oriented manufacturing company. This role is responsible for building and scaling the human capital infrastructure necessary to support a mergers and acquisitions agenda, while cultivating a high-performance, values-driven culture across all business units. The VP of HR will be both a visionary leader and a hands-on operator, equally comfortable in the boardroom and on the plant floor.
Key Responsibilities
Strategic Leadership & Executive Partnership
- Serve as a trusted advisor and strategic partner to the President and Executive Leadership Team (ELT) on all matters related to people, culture, and organizational effectiveness
- Develop and execute a multi-year HR strategy aligned with the company's growth objectives and M&A pipeline
- Participate in board-level and investor discussions related to talent, organizational structure, and workforce planning
- Provide data-driven insights and recommendations on workforce trends, compensation benchmarking, and organizational risk
Mergers & Acquisitions — HR Integration
- Lead all HR due diligence activities for acquisition targets, including workforce assessment, compensation analysis, benefits benchmarking, culture evaluation, and identification of key talent and retention risks
- Develop and execute comprehensive post-acquisition HR integration plans, including organizational design, harmonization of compensation and benefits, onboarding of acquired employees, and cultural alignment
- Partner with legal counsel to manage employment-related risks, liabilities, and compliance matters during transactions
- Build repeatable, scalable integration playbooks to support a high-volume acquisition cadence
- Assess and retain key talent from acquired organizations and manage workforce transition and change communications
Organizational Design & Talent Strategy
- Lead organizational design initiatives to ensure structures, roles, and reporting relationships support both current operations and future growth
- Develop and maintain succession plans for all critical leadership and technical roles across the enterprise
- Build and oversee talent acquisition strategies to attract top-tier manufacturing, operational, and corporate talent in competitive markets
- Design and implement leadership development programs to build a robust internal pipeline for key roles
- Provide leadership and guidance to develop a strong and capable HR team
Culture, Employee Engagement & Change Management
- Champion a high-performance, inclusive, and accountable company culture across all facilities and business units
- Lead organizational change management efforts related to M&A activity, process improvements, and strategic initiatives
- Develop employee engagement strategies and measurement frameworks; leverage data to identify and address engagement risks
- Serve as a steward of company values, ensuring they are embedded in all people processes and practices
Total Rewards
- Design and oversee competitive and equitable compensation and benefits programs, including executive compensation, incentive plans, and equity/profit-sharing arrangements
- Conduct regular market benchmarking to ensure total rewards programs attract and retain top talent
- Partner with Finance on workforce cost modeling, compensation budgeting, and benefits cost management
HR Operations, Compliance & Risk Management
- Oversee all HR operations including payroll administration, HRIS, benefits administration, and employment compliance
- Ensure compliance with all federal, state, and local employment laws and regulations, including OSHA, FLSA, FMLA, EEO, and NLRA
- Manage labor relations strategy, including any union relationships, contract negotiations, and grievance processes
- Develop and maintain HR policies, procedures, and employee handbooks across all business units
- Oversee workplace safety programs in partnership with operations leadership
People Analytics & Technology
- Lead the selection, implementation, and optimization of HRIS and HR technology platforms to support a growing, multi-site enterprise
- Build a people analytics capability that enables proactive, data-driven workforce decisions
- Leverage technology to automate and streamline HR processes to create scalability
Other Duties As Assigned
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required
- Master's degree (MBA or MHRM) strongly preferred
- SHRM-SCP, SPHR, or equivalent senior HR certification preferred
Experience
- 10+ years of progressive HR leadership experience, with a minimum of 5 years in a senior HR leadership role (VP, CHRO, or equivalent)
- Demonstrated experience leading HR due diligence and post-merger integration in a fast-paced M&A environment
- Background in manufacturing, industrial, or operations-intensive industries strongly preferred
- Experience supporting a multi-site, multi-state workforce as a hands on leader responsible for both strategic and tactical work
- Track record of building HR functions in growth-oriented companies is highly advantageous
Equal Opportunity Statement
Thank you for considering a career opportunity with Oxco! Oxco, LLC and its subsidiaries provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.