Vice President Human Resources

Pleasant Valley Corporation•Medina, OH

3d•Onsite

About The Position

The Vice President of Human Resources provides enterprise-wide leadership for Pleasant Valley Corporation’s people strategy, ensuring the organization has the talent, culture, structure, and systems required to achieve its long-term business objectives. Reporting directly to the CEO and serving as a trusted member of the Executive Team, this role aligns human capital strategies with PVC’s 3-year and 5-year plans, supports business growth across all divisions, and drives a high-performance, values-based culture. The VP of Human Resources is accountable for building a strong, compliant, and forward-thinking HR function that enhances organizational effectiveness, mitigates risk, develops leaders, and delivers measurable value to the business.

Requirements

Strategic HR Planning: Design and execute 3-year and 5-year HR strategic plans aligned with the company mission to drive organizational transformation.
Divisional Leadership & Business Strategy: Actively participate as a member of divisional senior leadership teams, contributing to the development of business goals and overall strategy.
Executive Advisory & Workforce Optimization: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization initiatives.
Business Growth & Client Support: Support business development efforts through HR bid solutions, people strategy action plans, and participation in client presentations.
Talent Acquisition & Employer Branding: Oversee full-cycle recruitment processes and employer rebranding initiatives to attract top-tier talent in highly competitive markets.
Integrated Workforce & Succession Planning: Guide talent management decisions, including succession planning, talent assessments, and identification of long-term talent pipelines.
Talent Scouting & Networking: Act as a talent scout by leveraging professional networks to identify, recruit, and vet candidates for critical and leadership roles.
Learning & Development Programs: Oversee individual development plans, performance management frameworks, and continuous learning initiatives across the organization.
High-Performance Culture & Engagement: Foster a “Top Workplace” environment through initiatives that enhance employee satisfaction, engagement, and retention.
Leadership Coaching & Performance Enablement: Coach leaders to effectively leverage team capabilities and create an environment focused on accountability and high performance.
Change Management & HR Best Practices: Lead the organization through change while maintaining awareness of emerging HR trends and best practices.
Regulatory Compliance & Employment Law: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions.
HR Systems & Data Management: Oversee HR technology platforms and data management systems to improve operational efficiency and service delivery.
Risk Mitigation & Policy Guidance: Provide ongoing consultation to leaders on HR programs, policies, and legislation, identifying risks and recommending solutions.
Workforce Mobilization & Employment Risk Management: Manage workforce mobilization and demobilization plans and proactively address employment-related risks.

Responsibilities

Strategic HR Planning: Design and execute 3-year and 5-year HR strategic plans that align with the company mission to drive transformation.
Divisional Leadership: Contribute to the development of business goals and strategy as an actively participating member of the divisional senior leadership team.
Executive Advisory: Serve as a key member of the Executive Team, advising on organizational restructuring, leadership development, and workforce optimization.
Business Growth Support: Support the business through HR bid solutions, people strategy action plans, and client presentations to ensure business development.
Talent Acquisition: Oversee full-cycle recruitment and employer rebranding efforts to attract top-tier talent in competitive markets.
Integrated Workforce Planning: Guide decisions on talent management, including succession planning, talent assessments, and identifying talent pipelines.
Talent Scouting: Act as a talent scout using networks to identify, recruit, and vet proposed people for key roles.
Learning & Development: Oversee individual development plans, performance management frameworks, and continuous learning initiatives..
High-Performance Culture: Foster a 'Top Workplace' environment through initiatives that improve employee satisfaction, engagement, and retention.
Leadership Coaching: Coach leaders to leverage the skills of their team members and create an environment of high performance.
Change Management: Lead the organization through change, maintaining awareness of emerging trends and best practices in HR.
Regulatory Adherence: Ensure strict adherence to federal and state labor laws, OSHA, and EEO requirements across all corporate functions.
Operational Systems: Responsible for HR technology and data management systems to enhance department service delivery.
Risk Mitigation: Provide ongoing consulting to leaders on HR programs, legislation, and policies, identifying risks and recommending solutions.
Mobilization Management: Oversight of mobilization and demobilization plans and management of employment risks.