Vp, Human Resources Jobs

Primary Responsibilities

• Provide strategic leadership and support to HR teams, ensuring successful integration, talent retention, and compliance with laws and regulations throughout the transaction process.
• Drive HR involvement in Indicor's wider transaction activities, including integration planning, and implementation for multiple simultaneous domestic and international deals.
• Ensure appropriate executive succession planning is conducted and managed in each of the business units.
• Support all HR aspects from due diligence through integration related to mergers and acquisitions.
• Implement Executive talent and performance management programs by developing performance review processes and tools, including goal setting, performance evaluation and calibration, and process and results documentation.
• Provide HR consulting and coaching to business leaders, offering expertise in solving significant people and cultural issues.
• Play a primary role in developing Executive talent needs and associated recruiting efforts.
• Serve as a COE for the business units to:
• Collaborate with business, talent management and recruiting colleagues on key talent initiatives, such as workforce planning, hi-potential employee development, and succession planning.
• Develop short and midterm plans (1-3 years) to establish the strategy and implement operational efficiency across the HR function.
• Organize and facilitate a community of practice for the BU HR leaders to share best practices and serve in an advisory role on HR matters.
• Responsible for ongoing development and management of the Executive Compensation programs across the enterprise to include Indicor Corporate Leadership and the individual business unit leadership teams, including salary and incentive structures, pay policies, and executive benefits.

Qualifications

• Proven experience of at least 15 years in HR leadership roles, with a focus on talent management, leadership development and executive compensation
• Experience leading multiple M&A transactions from an HR perspective throughout the entire deal lifecycle (due diligence through integration).
• Expertise in executive compensation design in both a private equity and public company environment including administration, governance, and regulatory requirements.
• Exceptional leadership and people management skills, with the ability to lead and develop high-performing teams.
• In-depth knowledge of talent management best practices, including talent acquisition, performance management, employee development, and succession planning.
• Analytical mindset with the ability to utilize HR data and metrics to make informed decisions and recommendations.
• Demonstrated ability to develop and implement HR strategies that support business objectives and drive organizational growth.
• Bachelor’s degree in human resources, Business Administration, or a related field. Advanced degree or certifications (e.g., SHRM-SCP, CIPD) preferred.
• Strong knowledge of applicable employment laws and regulations, ensuring compliance in HR practices and policies.
• Ability to thrive in a fast-paced, dynamic environment, managing multiple priorities and projects simultaneously.
• Excellent interpersonal and communication skills, with the ability to influence and collaborate with stakeholders at all levels of the organization.

Experience

Required

• 15 year(s): HR Leadership

Education

Preferred

• Bachelors or better in Human Resource Administration or related field

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)