Vice President, Human Resources

This is a change-influencing role. The VP HR will need to earn trust, model best practices, and introduce thoughtful, practical initiatives over time, helping the company gradually evolve its culture, and leadership capabilities.

The ideal candidate combines strategic insight, business acumen, and strong coaching skills with the patience and credibility to bring people along. This leader will translate strategy into practical HR solutions that support both near-term priorities and long-term organizational success.

Strategic Partnership & Business Alignment

• Acts as a thought leader and executive coach to the President and leadership team, aligning people strategy with business objectives and organizational priorities.
• Anticipate trends in talent, culture, and the future of work.
• Translates business strategy into actionable HR initiatives that drive engagement, collaboration, and organizational effectivenessintroducing change in a deliberate, sustainable manner.
• Provides guidance on workforce planning, organizational design, succession planning, leadership effectiveness, and change management, supporting leaders at various stages of readiness.
• Partners with executive leaders on planning and executing company-wide initiatives, helping the organization navigate complexity and transitions with tact and credibility.

Culture, Leadership & Talent Strategy

• Serves as a steward of Sagers evolving culture, helping the organization move gradually toward a more performance-focused, coaching-driven environment.
• Integrates culture and values into the employee lifecycle, including hiring, onboarding, performance management, development, recognition, and retention.
• Introduce and reinforce talent management practices that improve business performance over time, including succession planning, workforce planning, and performance management.
• Creates an environment that encourages ongoing feedback, accountability, and development rather than relying solely on annual performance reviews.
• Partners with leaders to address performance challenges using a balanced approach that combines coaching, clarity, and accountability.

HR Operations, Coaching Model & Organizational Excellence

• Leads and integrates all HR functions, ensuring consistency, collaboration, and strong fundamentals across talent acquisition, performance management, learning and development, compensation, benefits, employee relations, compliance, payroll, and HR operations.
• Builds, develops, and leads an HR team that is trusted as advisors and partners, continuing to transform the function gradually from transactional support to strategic impact.
• Establishes and continuously improves scalable, compliant HR policies and practices.
• Evaluates and optimizes HR systems, tools, and analytics to improve efficiency, insight, and employee experience.
• Monitors HR trends and workforce insights to anticipate evolving organizational needs and design practical, incremental solutions.

Compensation, Compliance & Governance

• Leads annual compensation planning, salary review, and performance evaluation processes to ensure pay practices are competitive, equitable, and performance aligned.
• Partners with the President on corporate goal setting and quarterly/annual bonus recommendations.
• Ensures compliance with all federal, state, and local employment laws; oversee related communications, training, and education.
• Reviews and presents HR metrics and insights to support thoughtful, data-informed decision-making.
• Performs other strategic initiatives and duties as assigned.

• Bachelors degree in human resources, business administration, or a related field; SPHR or equivalent certification preferred.
• 10+ years of…