VP HR, Manufacturing & Supply Chain

Position Overview

The VP HR, Manufacturing & Supply Chain will work closely with the Manufacturing and Supply Chain Leadership Team to execute a successful human capital strategy to attract, hire, develop and retain successful and engaged employees who will drive the company’s business objectives. The role manages the effective delivery of full-service human resources to the company’s manufacturing and supply chain functions and employees through a team consisting of talent acquisition, learning and development, programs and compliance, and employee and labor relations.

Key Responsibilities

• Serve as a strategic business partner to HR, Manufacturing, and Supply Chain leadership, understanding business strategies and goals, and how they are accomplished through effective people strategies and programs.
• Build trust and collaborative relationships with leaders across HR, Manufacturing, and Supply Chain to successfully execute the people and manufacturing strategies.
• Collaborate with the HR leadership team in the development and implementation of processes and initiatives that create sustainable competitive advantage.
• Hire, coach, manage and develop the team to achieve strategic objectives and day-to-day functions.
• Ensure that Highline Warren’s compensation practices are competitive and aligned with the company’s compensation philosophy.
• Build and/or improve key HR infrastructure, processes, policies, systems, and procedures to enhance operational effectiveness.
• Maintain oversight of manufacturing and supply chain recruitment, placement, relocation, training, development, and retention programs while ensuring compliance with Equal Employment Opportunity laws and advancing diversity and inclusion initiatives.
• Protect the interests of employees in accordance with company policies and applicable governmental laws and regulations.
• Guide, coach, inspire, and develop the team of HR Directors, Managers, Generalists, and Recruiters in support of overall Human Resources and business strategy.
• Provide expertise to senior leadership on learning and development, performance management, employee experience and engagement, senior leadership development, and succession planning.
• Utilize business metrics to identify opportunities where innovative people solutions can drive optimal business results.
• Ensure HR transactional and compliance/regulatory policies are implemented and followed.
• Mitigate risk by ensuring appropriate escalation and investigation of performance, conduct, and other employee matters.
• Perform marginal functions as required, including other duties as requested.

Required Qualifications

• Demonstrated effective leadership, change management, and collaborative skills.
• Ability to effectively manage performance, engage team members, provide coaching, and address situations affecting staff.
• Strong business acumen with the ability to understand and support business goals through effective HR strategies.
• Experience working with, supporting, advising, and influencing senior leaders in the organization.
• Ability to lead and influence “buy-in” for new initiatives both internally and externally.
• Courage to express opinions, provide constructive feedback, and challenge senior leaders when necessary.
• Strong problem-solving skills with the capability to resolve ambiguous, confidential, and sensitive situations.
• Excellent attention to detail, strong organizational skills, and effective verbal and written communication skills.
• Experience Required: 15+ years of experience in Human Resources with a focus on manufacturing, supporting multiple HR functions covering the employee lifecycle from attraction to offboarding of talent.
• Education: Bachelor’s degree or equivalent in Human Resources, Organizational Development, Business Management or a related field.
• Experience as an HR leader in a manufacturing environment with a strong understanding of plant operations.
• Excellent communication skills and the ability to work well cross-functionally.
• Proven experience designing, building, and implementing HR functional programs, policies, tools, and procedures.
• Strong knowledge of HR and employment laws/regulations to recommend compliant courses of action.
• Fluency in a range of HR disciplines, including organizational development, leadership and talent development, HR process design, compensation management, HR administration, and diversity and inclusion.