VP of Human Resources

Position Summary

The Vice President, Human Resources is a key member of the leadership team responsible for shaping and executing a high-impact people strategy that enables Vanguard Soap's operational performance, growth, and culture.

This leader will serve as both a strategic business partner and a highly engaged, hands-on HR executive, with deep connection to plant operations and the frontline workforce. The VP HR will build scalable HR infrastructure while maintaining a visible and trusted presence across the organization, particularly with production employees.

This role requires a proactive, assertive leader who is comfortable operating with urgency, driving decisions, and holding the organization accountable. The VP HR will play a central role in creating and sustaining a culture that enables the operating model, reinforces performance expectations, and reflects a deep respect for employees at every level. The Vanguard manufacturing campus is a 14 acre site producing 40-50 million pounds of product annually with over 100 employees.

Key Responsibilities

• Strategic HR Leadership & Business Partnership
  • Partner directly with the CEO and leadership team to align people strategy with business goals (growth and operational efficiency)
  • Lead talent strategy across build, buy, and develop approaches to ensure a strong leadership pipeline
• Maintain a consistent, visible presence on the plant floor; actively build trust, credibility, and strong relationships with hourly employees
• Serve as a proactive and assertive partner to operations leadership - anticipating workforce challenges and driving solutions before issues escalates
• Ensure workforce practices, leadership behaviors, and people processes directly enable the operating model and business performance
• Talent Acquisition & Workforce Planning
  • Deliver on a best-in-class recruiting strategy for both salaried and hourly roles
  • Improve speed, quality, and cost of hiring across salaried and hourly roles
  • Implement workforce planning processes aligned to production demand and business growth
  • Build relationships with local talent pipelines (universities, associations, chamber of commerce, etc.)
• Employee Relations & Culture
  • Create and sustain a positive culture grounded in accountability, respect, and transparency
  • Champion a culture of deep respect for employees, ensuring individuals feel valued while maintaining clear performance expectations
  • Develop strong, trust-based relationships with hourly employees to improve engagement, retention, and communication flow
• Total Rewards & Performance Management
  • Oversee compensation and benefits programs to ensure competitiveness and cost effectiveness
  • Implement performance management processes that drive accountability and results
  • Align incentive structures with operational and financial performance
• Leadership Development & Organizational Capability
  • Identify and actively develop top performers and high-potential talent across the organization
  • Build leadership capability at all levels, with a strong emphasis on frontline and plant leadership
  • Coach leaders to balance performance expectations with employee engagement and respect
  • Embed leadership behaviors that reinforce the company's culture and operating model
  • Strengthen succession planning with a focus on building internal bench strength

Key Capabilities

• Proactive, assertive leadership style with a strong bias for action
• Ability to quickly establish credibility and build relationships with hourly workforce
• Demonstrated ability to create cultures that enable operational excellence and performance
• Deep commitment to developing top talent and strengthening organizational capability
• Strong belief in and track record of fostering a culture of respect, accountability, and engagement
• High business acumen with strong operational orientation
• Data-driven decision making combined with practical, real-world judgment
• Ability to influence at all levels-from plant floor to executive team

Qualifications

Experience

• 7-10 years progressive HR leadership experience, including:
  • Significant experience in manufacturing, industrial, or distribution environments
  • Proven success supporting plant operations and frontline workforce
  • Experience operating at both the strategic executive level and hands-on operational level ("roll up sleeves" mindset)
  • Demonstrated ability to influence senior and functional leaders and drive change

Education

• Bachelor's degree required (HR, Business, or related field)
• Preferred: Master's degree or HR certification (SPHR, SHRM-SCP)