Vice President, Human Resources

Position Purpose: 

The Vice President, Human Resources (VP HR) is a senior-level strategic HR advisor and enterprise architect for an assigned business portfolio. This role translates long‑range business strategy into enterprise‑level workforce, talent, and organizational capability strategies and ensures HR solutions are integrated, scalable, and aligned with enterprise priorities. 

The VP HR serves as a key member of the leadership team, influencing strategic direction, enabling transformation, and ensuring leadership capability and talent pipelines support future growth. This role leads the activation of enterprise HR programs through the HRBP team and Product Owners, ensures adherence to the HR operating model, and drives systemic improvements across the enterprise. 

Key Responsibilities: 

Enterprise Workforce & Talent Strategy 

• Shape multiyear workforce and talent strategies that align enterprise priorities with business objectives and Product Owner leadership. 

• Anticipate and address longrange capability needs, succession risks, and future skill requirements ensuring depth, readiness, and quality of successors for critical roles across the portfolio. 

• Provide enterpriselevel direction on engagement, culture, and retention strategies based on systemic insights. 

Executive Leadership Advisory 

• Serve as a trusted advisor to business presidents, SVPs, and functional leaders. 

• Guide executive decisions on organizational design, leadership composition, capability gaps, and cultural direction. 

• Coach senior leaders through transformation, organizational change, and leadership transitions. 

Enterprise Program Leadership & Operating Model Stewardship 

• Ensure enterprise HR programs, policies, and solutions are deployed consistently across business segments. 

• Partner with Product Owners on prioritization, sequencing, and continuous improvement based on aggregated demand signals. 

• Reinforce governance discipline by escalating systemic issues, protecting enterprise standards, and preventing adhoc customization. 

Transformation & Change Leadership 

• Lead enterprise change activation across assigned businesses; ensure readiness, adoption, and integration with strategic priorities. 

• Partner with senior leadership to design communication, engagement, and alignment strategies that support transformation outcomes. 

• Identify organizational friction and recommend enterprise interventions to strengthen agility and performance. 

Insights, Analytics & Decision Support 

• Use workforce analytics, organizational health data, and forecasting to influence business strategy and talent decisions. 

• Identify patterns and systemic risks (capability gaps, succession strength, engagement trends) and guide executive action planning. 

• Inform Product Leader and HR leadership decisions through enterpriselevel insights and synthesized patterns across segments. 

• Oversee HR and business talent metrics tied to workforce outcomes, leadership capability, and transformation success 

Leadership of HRBPs 

• Provide strategic leadership and direction to Senior HRBPs and HRBPs supporting the portfolio. 

• Guide decisionmaking authority, escalation pathways, and HR governance discipline across the HRBP community. 

• Drive alignment with enterprise priorities, emphasizing scalable solutions over local optimization. 

• Build HRBP capability, talent pipelines, and succession for HR leadership roles. 

• Foster a culture of enterprise thinking, strategic advising, systems mindset, and datadriven decision making. 

• Ensure continuous improvement through feedback loops with business executives, COEs, and the HRBP community. 

Direct Manager/Direct Reports:  

• Reports to: CHRO 

• Direct Reports: HR Business Partners (as applicable) 

Travel Requirements: 

• Must be able to travel up to 60% or as needed to support business leaders and strategic initiatives 

Physical Requirements: 

• Ability to sit, stand, and work at a computer for extended periods. 

• Ability to travel by air and car for meetings, branch visits, and events. 

Working Conditions: 

• Hybrid work environment with a combination of office, remote, and on-site branch visits. 

• Fast-paced environment requiring quick decision-making, high adaptability, and comfort working with field operations and corporate teams. 

Minimum Qualifications: 

• Proven experience leading HR in a multi-location, high-growth organization. 

• Strong expertise in talent strategy, leadership development, and organizational effectiveness. 

• Comprehensive knowledge of employment laws, HR best practices, and compliance. 

• Exceptional communication, influence, and relationship-building skills. 

• Demonstrated ability to lead through change, scale processes, and drive cultural initiatives across diverse geographies. 

Preferred Qualifications: 

• Experience in distribution, construction supply, building products, logistics, or related industries. 

• Experience supporting frontline, hourly, and geographically dispersed workforces. 

• Track record of developing high-performing HR teams and leaders. 

Minimum Education: 

Bachelor’s degree in Human Resources, Business Administration, or related discipline. 

Preferred Education: 

Master’s degree in HR, Business, Organizational Development, or related field. 

Minimum Years of Work Experience: 

12+ years of progressive HR leadership experience, including at least 5 years at a senior leadership level. 

Certifications: 

Preferred: SHRM-SCP, SPHR, or similar certification. 

Competencies: 

• Executive influence and advisory excellence 

• Business acumen and financial awareness 

• Data fluency & analytics-driven insight generation 

• Change leadership and communication 

• Governance and disciplined decision making 

• Enterprise orientation and systems mindset 

• Leadership development and HR capability building