Vice President, Human Resources; People & Culture

Vice President, Human Resources (People & Culture) Base pay range

$/yr - $/yr

• Annual Bonus

The Vice President of Human Resources (People & Culture) is a senior executive responsible for designing, implementing, and scaling a comprehensive, end-to-end HR operating model that supports a large, distributed frontline workforce while enabling high‑performing corporate and technical teams.

This role requires an experienced operator–builder with the credibility to partner effectively with frontline operations and senior leadership. The successful candidate will have a demonstrated track record of building repeatable HR systems, leading workforce‑scale total rewards strategies, and establishing consistent employee relations and compliance infrastructure.

Operating at both strategic and executional levels, the VP of HR owns the full employee lifecycle and ensures the organization delivers consistent, compliant, and high‑quality outcomes across enterprise environments while maintaining a strong, equitable, and scalable culture.

Reports to: Chief Executive Officer / President

Location: Flexible / Hybrid, with regular travel to field locations

• Senior HR leadership experience in distributed, multi‑site, frontline, and high‑compliance environments (e.g., security, facilities, logistics, retail operations, healthcare, hospitality).
• Demonstrated success building and scaling a full, end‑to‑end HR operating model.
• Proven ownership of Total Rewards and benefits strategy for broad employee populations.
• Strong employee relations judgment with deep wage and hour compliance knowledge.
• Operationally credible leader who builds practical systems managers adopt.
• Data‑driven approach with HRIS, analytics, and governance experience.
• Must be willing to participate in the Company’s pre‑employment screening process and continuously meet any applicable state, county, and municipal requirements.

• Experience supporting both frontline operations and corporate or technical teams.
• HR leadership in scaling organizations requiring standardization and speed.
• Track record of improving retention and internal promotion pipelines.

• Build and oversee an integrated HR framework covering workforce planning, talent acquisition, onboarding, training enablement, performance management, compensation and benefits, employee relations, compliance, HRIS, analytics, engagement, and culture.
• Ensure HR processes operate as a unified system that supports operational consistency, accountability, and scalability.

• Establish hiring and workforce planning practices that emphasize long‑term fit, quality, and retention.
• Partner with operational leadership to align staffing models with growth, client requirements, and site ramp schedules.
• Strengthen manager accountability for hiring and people outcomes.

• Partner with Operations and Training leaders to ensure role‑based onboarding, readiness standards, and leadership development for frontline and field leaders.
• Implement performance management systems with clear expectations, documentation standards, and coaching rigor.

• Develop and govern a comprehensive compensation philosophy and job architecture that ensures internal equity and market competitiveness.
• Design and administer inclusive benefits programs accessible to both frontline and corporate employees.
• Improve benefits communication, enrollment, and utilization across a distributed workforce.

• Establish consistent, defensible employee relations and labor compliance practices, including wage and hour governance.
• Oversee investigations, corrective actions, policy management, and compliance training.
• Partner with Legal and Operations to mitigate people‑related risk.

• Translate leadership principles and operating values into hiring criteria, management expectations, performance standards, and recognition practices.
• Ensure cultural consistency across all sites, shifts, and…