Senior VP, Human Resources

Stored Energy Systems•Longmont, CO

1d•$215,000 - $250,000•Onsite

About The Position

As a key member of the Stored Energy Systems (SENS) leadership management team, the Senior VP, Human Resources will work in collaboration with the CEO and the CHRO to build and lead a best-in-class HR organization, assisting in developing enterprise-wide human capital strategy in alignment with business objectives and driving human capital operational excellence. The SVP, Human Resources will leverage advanced analytical skills, regulatory expertise, and human-centered leadership to shape a workforce capable of meeting current and future organizational demands. This leader ensures that HR initiatives are data-driven, compliant, and growth-oriented, while championing organizational culture and employee engagement as core business drivers. Works with the CEO and CHRO to define the human capital strategy Leads all aspects of the HR operation, driving continuous improvement and operational excellence in a high-growth environment Is fiscally responsible; works within approved budgets; develops and implements cost saving measures; contributes to profits and revenue; conserves organizational resources Develops strategies to achieve organizational goals; understands organization's strengths and weaknesses; identifies threats and opportunities; adapts strategy to changing conditions Adapts to changes in the work environment; effective multi-tasker managing competing demands; changes approach or method to best fit the situation; able to deal with frequent change, delays, or unexpected events Prioritizes and plans work activities; uses time efficiently; plans for additional resources; sets goals and objectives; organizes other people and their tasks; develops realistic action plans Builds trust with the leadership team through effective communication and support Makes timely decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions; includes appropriate people in decision-making process Has proven written and verbal communication skills along with ability to be a proactive leader and contributing member of a highly professional and motivated management team Fosters an environment that supports employee growth and development

Requirements

Bachelor’s degree
Minimum 15 years of progressive HR leadership, with at least 10 years in a leadership role.
Analytical Expertise: Demonstrated ability to use data, predictive analytics, and business research to inform HR and enterprise strategies.
Regulatory Acumen: Deep knowledge of labor law, compliance frameworks, and regulatory trends.
Business Acumen: Proven track record of integrating HR strategy with business strategy to drive measurable outcomes.
Leadership Skills: Exceptional communication, critical thinking, problem-solving, and stakeholder management skills; ability to inspire confidence and build trust across diverse groups.
Change Management: Demonstrated success leading organizational transformation, culture change, and digital adoption.

Nice To Haves

Graduate degree
Experience in highly regulated industries (e.g., healthcare, energy, financial services, or manufacturing) strongly preferred.

Responsibilities

Act as a member of the leadership team, aligning HR strategy with business priorities to drive growth and business value.
Translate workforce plans to drive strategy, resource allocation, and enterprise decision-making.
Build and lead advanced analytics capabilities within HR to anticipate workforce needs, predict risks (e.g., turnover, engagement), and inform proactive interventions.
Apply predictive modeling and research methods to workforce planning, leadership pipelines, and skills development strategies.
Foster a culture of evidence-based decision-making across HR and business leaders.
Ensure compliance with evolving global, federal, and local labor regulations while positioning compliance as a value-adding, business-enabling function.
Provide guidance on regulatory issues (e.g., labor costs, employment law, ESG reporting, data privacy, AI in the workplace).
Build policies and practices that both safeguard the organization and support growth objectives.
Lead efforts to identify, develop, and retain critical skills and capabilities needed for long-term competitiveness.
Champion continuous learning to prepare the workforce for emerging technologies (e.g., generative AI, automation).
Champion a healthy, sustainable culture that aligns with business growth and maturity.
Promote employee engagement and accountability.
Partner with peers in Finance, Operations, Technology, Sales and Strategy to align workforce capabilities with business planning.
Anticipate future skill demands and create workforce strategies that position the company ahead of industry shifts.
Balance the needs of multiple stakeholders—management, workforce, regulators, and shareholders—through transparent and ethical leadership.