VP - Human Resources, Corporate Functions

Job Summary

Job Description

• Establish and implement the vision for HR initiatives and build buy-in from stakeholders.
• Lead a team of HR Business partners at varying levels.
• Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization.
• Advise leadership on change management considerations in support of key business initiatives.
• Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues, while supporting business growth. In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs and participate in the interview process as needed.
• Foster a culture of positive employee relations by counseling and assisting leaders to identify and implement actions that improve or maintain a positive employee relations environment.
• Identify any internal and external factors that may affect employee retentions; address these issues by working in concert with leadership and other areas of HR as needed (compensation, benefits, legal, organizational development, talent acquisition) to develop proactive strategies to meet or exceed turnover goals.
• Assess and design processes and programs. Evaluate the effectiveness of current programs and identify opportunities for improvement. In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives. Influence the design and deployment of existing and new programs that address the organization’s emerging business needs.
• Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance.
• Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustments and changes that best optimize the effectiveness of the overall organization.
• Influence the current mindset of executive leaders to gain buy-in for organizational change across senior leadership. Encourage leadership to support activities that drive and foster the desired culture. Challenge assumptions and take appropriate risks to influence the organization.
• Work on the assessment of organizational talent. Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans. Partner with leaders to align structure, roles, and processes to organizational objectives.
• Effectively drive strong partnerships with other areas of HR, to ensure collaboration in proactively working with executives and management to deliver value added service, workforce strategies and programs that meet the current and future business objectives of the organization.

Experience & Expertise

• 10+ years of progressive HR leadership experience in complex, matrixed, growth-oriented organizations; including 5+ years partnering at the divisional or executive level

• 5+ years leading and developing high-performing HR teams

• Broad HR generalist expertise with strength in organizational design, change management, and talent strategy

• Proven track record leading enterprise-wide transformation, culture change, and large-scale initiatives

• Trusted strategic advisor known for business acumen, energy, and value-added partnership

• Strong coaching capability with senior leaders and HR business partners

• Data-driven decision maker with deep experience using HR analytics, benchmarks, and business metrics

• Strong working knowledge of HR laws and global labor considerations; able to partner effectively with regional experts

• Experience in a Talent Management COE strongly preferred

Leadership Capabilities

• Builds organizational capability by anticipating future talent and leadership needs

• Drives talent management strategies including succession planning, workforce planning, and leadership development

• Influences and leads through collaboration in highly matrixed environments

• Demonstrates ownership, urgency, and accountability while delivering results amid shifting priorities

• Applies a deep understanding of business strategy and human capital to drive measurable outcomes

Education

• Bachelor’s degree in HR, Organizational Development, Business, or related field required

• Master’s degree preferred

Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.

The anticipated salary range for this position:

The actual salary will vary based on applicant’s location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold.

Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For a more comprehensive list of our benefits please click

We’re dedicated to creating a Medline where everyone feels they belong and can grow their career. We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best. Explore our Belonging page 

Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.