Vice President, Human Resources

AcuityInc•Atlanta, GA

12h•$219,700 - $439,100•Hybrid

About The Position

Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in people’s lives. We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at www.acuityinc.com . Work location: This position is a hybrid work model with on-site presence in Atlanta, GA on a regular basis. Job Summary As the Vice President of Human Resources, reporting to the SVP Global Head of Human Resources, you will serve as a trusted advisor to the Acuity Brands Lighting (ABL) President. Acuity Brands Lighting is a multinational, market leading lighting and controls business with a large workforce that is comprised of both hourly and salaried employees across multiple sites in the US, Mexico and Canada, as well as a few European countries. As a member of the ABL and HR senior leadership team, you will play a critical role in shaping and executing the people strategy that drives business growth, innovation, and organizational effectiveness. You will lead a team of HR professionals supporting and modernizing manufacturing, supply chain, engineering, commercial teams, and other functional areas. This role requires both a strong strategic and operational HR executive who can influence senior leaders, drive workforce transformation, and build leadership capability in a complex, operationally intensive environment. Success in this role requires exceptional business acumen, strategic consulting capabilities, and a demonstrated ability to influence and collaborate with executive leaders across various geographies. You will partner closely with HR Centers of Excellence (COEs) to translate business needs into scalable HR solutions, ensuring the organization is equipped to meet its evolving goals.

Requirements

Bachelor’s degree from an accredited institution; advanced degree (MBA or Master’s in HR or related field) preferred
Minimum of 10 years of progressive experience in human resources, business strategy, or organizational development
Proven success building, leading, and retaining high-performing HR teams
Trusted advisor to senior business leaders, including C-level executives, with a track record of influencing strategic decisions
Demonstrated ability to translate business strategy into actionable HR solutions that drive performance and growth
Strong analytical skills with the ability to interpret complex data and deliver insights that inform talent and business strategies
Experience designing and executing global talent management strategies, including workforce planning, succession, and leadership development
Experience supporting unionized workforces and complex labor environments strongly preferred
Experience in Total Rewards strategy and its application to business needs and talent retention
Exceptional communication and influencing skills, with the ability to engage and align executive stakeholders
Inspirational leadership style with a consultative approach and ability to build credibility quickly
High energy, adaptability, and decisiveness, with a strong commitment to driving business success
Strong financial acumen and ability to connect HR strategy to business outcomes
Previous experience in Manufacturing environment preferred
Travel Requirements 1-20%

Responsibilities

Strategic HR Leadership Partner with business leadership to develop a practical, business‑focused talent strategy that strengthens productivity, operational rigor, and workforce capability across a mature, market‑leading business
Serve as a key contributor to the HR Leadership Team, shaping the strategic direction of the HR function through insights, thought leadership, and enterprise collaboration
Multi‑Site & Union Workforce Leadership Lead HR teams supporting multi‑site manufacturing and distribution operations, union environments, commercial teams, ensuring consistent, high‑quality HR support across diverse settings
Drive workforce strategies that improve productivity, labor efficiency, and operational discipline across a large unionized hourly population
People Analytics & Performance Insights Leverage people analytics to deliver actionable insights that inform executive decision‑making and drive measurable business outcomes
Define and track key workforce and organizational KPIs, refining HR frameworks and processes based on performance data
Organizational Effectiveness & Workforce Planning Lead enterprise workforce planning and organizational design efforts to ensure the business has the right structure, capabilities, and talent to support evolving market and operational demands, including identifying opportunities to improve organizational effectiveness, decision-making and accountability across the business.
Provide strategic guidance across the full talent lifecycle, including workforce planning, hiring, leadership development, succession planning, performance, and reward
Market & Business Intelligence Continuously monitor internal business dynamics and external labor, industry, and market trends to evolve the people strategy and ensure long‑term organizational success
Change Leadership & Culture Transformation Champion cultural transformation, continuous improvement, and new ways of working in a mature business ready for modernization
Lead change initiatives that elevate leadership expectations, operational discipline, and workforce engagement
Strengthen hourly workforce engagement, retention, and stability through proactive labor strategies and strong partnerships with plant leadership
Enterprise Collaboration Partner with HR COEs (HR Operations, Total Rewards, Enterprise Talent) and cross‑functional teams to co‑develop and implement frameworks, processes, and toolkits that enhance business performance and deliver measurable value