Vice President, Human Resources Business Partner

Are you a visionary HR leader ready to shape the future of a dynamic organization? We're seeking a strategic and influential Vice President, Human Resources Business Partner to join our executive team and drive transformative people strategies that fuel business success.

In this high-impact role, you’ll serve as a trusted advisor to senior leadership, aligning HR initiatives with corporate goals to unlock organizational potential. You’ll lead efforts in organizational design, talent management, and culture optimization, while championing change management and workforce development.

As the VP Human Resources Buisness Partner, you’ll bring thought leadership to every conversation, helping to build a resilient, agile, and high-performing workforce. Your expertise will guide the evolution of our people strategy, ensuring we attract, retain, and grow top talent in a rapidly changing business landscape.

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs

• Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth

• Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth

• Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment

• Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures

• Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes

• Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures

• Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level

Qualifications

• Education Requirements: Bachelor’s degree (Master’s degree and/or HR certifications preferred)

• Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred)

• Travel requirement: Less than ½ day travel expected

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Advanced HR strategy and business acumen

• Global workforce planning and compliance expertise

• Proficiency in HR data analytics and AI-driven HR tech

• Executive-level stakeholder management and influencing skills

Job Will Remain Open Until Filled

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs

• Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth

• Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth

• Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment

• Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures

• Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes

• Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures

• Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level

Qualifications

• Education Requirements: Bachelor’s degree (Master’s degree and/or HR certifications preferred)

• Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred)

• Travel requirement: Less than ½ day travel expected

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Advanced HR strategy and business acumen

• Global workforce planning and compliance expertise

• Proficiency in HR data analytics and AI-driven HR tech

• Executive-level stakeholder management and influencing skills

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties
Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.