Vice President, Human Resources

Registrar Corp•Richmond, VA

3d•Hybrid

About The Position

Registrar Corp is seeking a Vice President of Human Resources to lead the company’s people strategy and build the organizational capabilities for its next phase of growth. Reporting directly to the CEO and serving on the executive leadership team, this executive will be a trusted adviser on organization design, talent, workforce planning, leadership development, compensation, culture, productivity, employee relations, and global employment. The successful candidate will lead all aspects of Human Resources while remaining close to execution. The mandate is to scale the global workforce, integrate acquisitions, develop leaders, and prepare the organization for continued growth and a potential future ownership transition. The VP of Human Resources will ensure that Registrar Corp has: Leadership capability and succession depth to execute the strategy. An organizational structure that supports accountability, speed, collaboration, and effective decisions. A disciplined workforce-planning process connected to revenue, EBITDA, productivity, and investment priorities. A scalable global people model across employees, contractors, employer-of-record arrangements, legal entities, and acquired companies. Repeatable HR due-diligence and post-acquisition integration capabilities. A practical workforce-transition approach as AI and automation reshape roles, skills, and workflows. A high-performance culture grounded in mission, client focus, teamwork, curiosity, urgency, and accountability.

Requirements

12 or more years of progressive HR leadership experience, including significant responsibility across multiple disciplines.
Experience as the senior HR leader or a senior number-two HR executive in a complex, evolving organization.
Proven ability to translate strategy into organization design, workforce planning, talent, leadership, rewards, change, and HR-operating priorities.
Experience supporting a distributed, multi-state, and multi-jurisdictional workforce of comparable size or complexity.
Demonstrated success leading HR due diligence and post-acquisition integration.
Strong knowledge of employee relations, investigations, performance management, employment compliance, compensation, benefits, talent acquisition, and HR operations.
Ability to connect workforce decisions to revenue, EBITDA, productivity, operating leverage, and enterprise value.
Strong organization-design, workforce-planning, leadership-development, talent-review, and succession experience.
Excellent financial acumen, executive communication, coaching, facilitation, negotiation, and influencing skills.
Ability to lead through growth, ambiguity, organizational change, competing priorities, and cost discipline.
Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and executive-level experience.
Ability to maintain regular in-person leadership presence and travel domestically and internationally.

Nice To Haves

Experience in a private equity-backed, acquisitive, or high-growth middle-market company.
Experience in a business combining recurring services, software, professional expertise, distributed operations, and acquisition-led growth.
Experience supporting international employees, contractors, EOR arrangements, and multiple legal entities.
Experience integrating multiple acquisitions with differing cultures, systems, and employment practices.
Experience in SaaS, technology-enabled services, professional services, regulatory compliance, testing, inspection, certification, or another regulated industry.
Experience implementing or materially optimizing an HRIS, people-analytics platform, or global HR operating model.
Experience with workforce transformation associated with AI, automation, digital platforms, or operating-model modernization.
Experience presenting workforce, succession, compensation, culture, or integration matters to a Board or Board committee.
Master’s degree and/or SHRM-SCP, SPHR, or comparable senior-level certification.

Responsibilities

Develop and execute a people strategy aligned with business, financial, M&A, technology, and global-growth priorities.
Serve as a candid adviser to the CEO and executive team on organization, leadership, succession, workforce risk, culture, and performance.
Translate business priorities into organization, capability, talent, and workforce plans with clear milestones and measures.
Participate in strategic planning, budgeting, operating reviews, acquisition planning, and major organizational decisions.
Advise on enterprise structure, spans and layers, reporting relationships, decision rights, role clarity, and leadership accountability.
Lead organization reviews tied to growth, productivity, acquisitions, and resource allocation.
Identify and resolve organizational bottlenecks, capability gaps, fragmented processes, and unclear ownership.
Lead restructurings and workforce transitions with strong planning, communication, compliance, and respect for employees.
Build leadership pipelines and strengthen manager capability, accountability, feedback, and performance differentiation.
Advance the company’s people-leader and technical-professional career pathways and improve internal mobility.
Establish an enterprise learning strategy spanning leadership, management, professional, technical, and compliance needs.
Lead job architecture, compensation structures, market benchmarking, annual reviews, incentive programs, promotions, and pay-transparency compliance.
Oversee benefit strategy, vendors, plan design, cost management, compliance, and employee communication.
Lead HR due diligence covering organization, leadership, workforce, compensation, benefits, employment arrangements, culture, compliance, liabilities, and retention risk.
Translate findings into transaction, retention, communication, organization, and integration plans.
Partner with business leaders to determine the appropriate pace and depth of integration for each acquisition.
Build a “One Registrar” organization while preserving critical local expertise, client relationships, and market knowledge.
Monitor integration milestones, critical-talent retention, employee sentiment, leadership effectiveness, and workforce-related synergies.
Build a scalable global people model encompassing employees, contractors, EOR arrangements, acquired businesses, and local entities.
Partner with Legal, Finance, external advisers, and business leaders on complex cross-border matters.
Lead sensitive employee-relations matters with fairness, discretion, independence, and sound judgment.
Reinforce a culture centered on mission, clients, teamwork, inclusion, curiosity, urgency, development, accountability, and responsible stewardship.
Build on existing engagement, recognition, career-development, and employee-feedback programs.
Balance a positive employee experience with clear performance expectations and consistent, fair people practices.