Job Description
The Vice President of Human Resources provides strategic leadership and executive oversight of all HR functions, aligning people strategies with organizational goals. Reporting to the CEO, this role leads a team of HR professionals across compliance, total rewards, HRIS, talent acquisition, leadership development, employee relations, and employee experience. They are responsible for designing and implementing legally compliant policies and long-term talent plans. As a key member of the executive team, the VP of Human Resources champions a high-performance culture while mitigating risk and driving operational excellence. Key Responsibilities Essential Functions and Responsibilities Lead HR strategy and execution in collaboration with executive leadership, developing and implementing people plans, projects, processes, and systems aligned with business goals to drive growth and organizational performance. Serve as executive HR advisor, partnering with leadership on people-related strategies, employee relations, and organizational development. Oversee talent management, including recruitment, retention, performance management, and development programs to attract and grow top talent; lead and develop the HR team to ensure operational excellence and a high-quality employee experience. Design, implement, and oversee competitive compensation, benefits, and employee programs to attract, retain, and develop employees, ensuring alignment with market standards. Ensure compliance and risk mitigation by maintaining up-to-date knowledge of employment laws and regulations, managing HR-related risks, and implementing best practices. Champion a positive, inclusive culture that supports employee engagement, well-being, and high performance; serve as executive sponsor for inclusion initiatives. Research and implement processes, systems, and policies to reduce cost and liability while enhancing employee experience. Develop, administer, and oversee the Human Resources budget to ensure alignment with organizational goals and fiscal responsibility. Manage the end-to-end HR process for mergers and acquisitions, including due diligence, employee onboarding, and organizational integration. Minimum Qualifications: Bachelor’s degree in HR, Business Administration, or related field required Minimum 15 years of progressive HR leadership experience Experience directly reporting to senior leadership, including President or CEO Experience supporting professional services, retail or hospitality organizations preferred 10+ years’ experience managing benefits, compensation, compliance, HR systems and HR programs Experience with CA compliance, as well as national understanding of unique compliance requirements Experience supporting multiple sites and remote offices Expertise in talent acquisition and development practices Demonstrated servant leadership skills Ability to provide, promote and support vision and leadership Demonstrated capability to interface and maintain effective relationships with all departments and employees in a team-oriented environment Thorough knowledge of employment-related laws and regulations Experience with investigations and conflict resolution Experience working in family owned or privately held companies Excellent verbal and written communication skills Excellent interpersonal skills and attention to detail Strong analytical and problem-solving skills Strong process orientation Proficiency in Microsoft Office Suite Preferred Qualifications: SHRM-CP or SHRM-SCP strongly preferred. Master’s Degree in HR, Business Administration, or related field Supervisory Responsibilities This role has supervisory responsibilities. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The physical requirements for performing the essential functions of this position require the employee to be able to: Sit, stand, kneel, walk, and reach. Be able to lift, push, pull and/or move up to 20 pounds. Hear well enough to communicate with others. Read a computer screen and written material. Write, type, and use phone system. If local, must be onsite in Mesa office 4 days per week. If not local, open to 2 weeks onsite and 2 weeks remote work arrangement. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.