Vice President Human Resources

Job Title:

VP of HR Department:
Human Resources

Reports to:

CEO

The Vice President of Human Resources (VP of HR) is a strategic and hands‑on executive responsible for leading all international human resources functions for a dynamic logistics and transportation organization. This role will develop and implement HR strategies that support operational excellence, workforce scalability, and long‑term business growth. The VP of HR will oversee talent acquisition, employee relations, compliance, compensation and benefits, training, and culture initiatives across all company locations.

This position requires a forward‑thinking leader who can balance strategic vision with the ability to execute in a fast‑paced, people‑driven environment.

Responsibilities include but are not limited to:

• Partner with executive leadership to design and execute HR strategies that align with company goals, operational performance, and growth objectives.
• Advise leadership on organizational structure, workforce planning, and succession development.
• Oversee recruiting strategies to attract high‑performing talent across operations, logistics, and corporate teams.
• Drive retention efforts through engagement programs, feedback loops, and recognition initiatives.
• Oversee payroll, HRIS, and policy administration to ensure accuracy, consistency, and compliance.
• Design and administer competitive compensation, incentive, and benefits programs to attract and retain key talent.
• Manage HR functions and employee relations within a unionized warehouse operations environment, ensuring compliance with collective bargaining agreements and fostering positive labor‑management relationships.
• Establish HR metrics and reporting to drive data‑informed decisions.
• Develop employer branding initiatives and ensure consistency in the hiring experience.
• Build and maintain a culture of accountability, respect, and continuous improvement.
• Ensure compliance with all federal, state, and local employment laws (DOT, OSHA, FMLA, ADA, etc.).
• Partner with internal departments to create safety, compliance, and performance training aligned with transportation standards.
• Provide guidance on employee relations issues, investigations, and conflict resolution.

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Exceptional understanding of employment laws, labor laws, regulations, and best practices in HR management across multiple jurisdictions.
• Proven ability to build trusted relationships and influence at all levels of the organization.
• Experience to manage an international HR team.
• Experience with HRIS systems, preferably ADP.
• SHRM‑SCP or SPHR certification preferred.
• Experience with in logistics, transportation, distribution, or manufacturing preferred.
• Health insurance (MED, DEN, VIS)
• Voluntary insurance (STD, LTD, LIFE)
• 401(k) retirement plan and match
• Unlimited PTO structure and holidays

The JD might be fairly straightforward in terms of “lead HR, benefits, and payroll”, but here’s what’s a little unique:

• A small union in the warehouse in Bolingbrook (approx. 15 employees)
• Two international back offices in:
  • Kaunas, Lithuania – approx. 70 employees, incl. 2 tenured in HR. Stable environment.
  • Bogota, Colombia – approx. 30 employees, incl. 2 in HR. A measured growth in headcount is expected.
• Most importantly, looking for a leader who:
  • Is passionate about people and willing to leave his/her mark on company culture, organizational transformation, and development of high-performance teams.
  • Willing to become the right hand to the experienced but young and newly appointed CEO and can help her to lead a young executive team (we have multiple leaders in their late 20s / early 30s).

In total, international team of 8, incl. 4 direct reports. Looking to pay $150,000-$250,000, based on experience.

• Executive

• Full-time

• Human Resources

• Transportation, Logistics, Supply Chain and Storage

The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job.