Vice President HRBP

Summary

Vice President, HR Business Partner

The Vice President, HRBP is a strategic HR leader responsible for partnering with executive leadership to drive business results through people strategy, organizational design, and talent management. This role provides HR thought leadership to enhance workforce capabilities, optimize culture, and drive change management initiatives. As a trusted advisor to senior leaders, the VP HRBP ensures that HR strategies are aligned with corporate objectives and proactively addresses business needs.

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

Responsibilities

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.

Important Information

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.