Vice President Human Resources

Our client is a high-growth, branded food manufacturing company operating at the intersection of consumer demand, omnichannel expansion, and manufacturing complexity. With a strong digital presence, expanding retail distribution, and a vertically integrated production capability, the company is positioned for meaningful scale—but now requires a more mature financial function to support decision-making, operational performance, and long-term enterprise value creation.

The company is evolving into a more complex, multi-site organization with expanding teams in multiple locations
. As the business scales, the need for role clarity, organizational structure, leadership development, performance systems, communication rhythms, and cultural cohesion has never been greater.

The Head of People will be a strategic, hands-on builder responsible for designing and operationalizing the people’s systems, leadership behaviors, and organizational structures needed to support growth and improve overall performance.

If you thrive in a purposeful, high-performance environment—and are energized by the opportunity to build talent systems, elevate leadership capability, and shape culture while working hands-on in a fast-moving business—you may be the A-player we’re looking for.

The company is at an inflection point:

• Rapid growth has outpaced existing people, systems, and processes
• Managers and leaders need clearer expectations, training, and accountability structures
• The company lacks a unified communication framework and cohesive cultural rhythms
• Organizational design, role clarity, and leveling structures need modernization
• Recruiting consistency and manager interviewcapability must improve
• The CEO is carrying out substantial HR work, which must shift to this leader
• Two physical hubs plus remote employees require intentional cohesion
• The company must begin preparing for future diligence from a people & culture standpoint

This leader must bring operational rigor
, leadership maturity
, and approachability
, combined with the willingness to work in detail to build people systems from the ground up. If you thrive in an environment that values high performance and flexible, results-oriented outcomes, you might just be the A-player we’re looking for.

THE WORK TO GET DONE

Install organizational clarity and talent architecture

• Define roles, responsibilities, levels, and compensation structures
• Clarify decisionrights and leadership accountability
• Create succession and workforce planningframeworks

Build a high-impact performance management system

• Implement goal-setting and quarterly reviewcadence
• Establish leadership expectations and behavioral standards
• Train managers to coach, develop, and hold teams accountable

Strengthening culture, connection, and communication rhythms

• Build cross-functional cohesion across the headquarters and plant location, and remote environments
• Establish rituals, communication patterns, and value activation mechanisms
• Increase leadership visibility and internalcommunication effectiveness

Improve recruiting discipline and talent acquisition infrastructure

• Implement structured interview processes, tools, and scorecards
• Improve hiring speed and quality
• Reduce dependence on external recruiters

Build foundational HR operations and documentation

• Optimize HRIS systems
• Improve compliance, policy documentation, and manager toolkits
• Create diligence-ready peoplerecords and systems

Ideal Experience

Must-Have Experience

• Senior HR/People leadership in high-growth CPG, manufacturing, or hybrid organizations
• Experience with organizational design, leveling, and compensation architecture
• Demonstrated ability to build performance systems and leadership development programs
• Strong cultural and engagement work across multi-site environments
• Hands-on HR operations experience and comfort with ambiguity
• Recruiting system design and manager capability-building
• Need to have worked in a CPG manufacturing environment with multiple locations. ideally food

Leadership DNA

• Strategic thinker with hands-on builder orientation
• Highly engaged, visible, personable, and accessible
• Strong communicator capable of establishing company-wide rhythms
• High EQ with strong business judgment
• Comfortable shaping culture and elevating leadership maturity
• Collaborates deeply withthe CEO and the executive team
• Enjoy workingin detail while building towardscale