Vice President of Human Resources

Precision Inc•Pella, IA

8d•Hybrid

About The Position

The Vice President of Human Resources leads the human resources function for Precision's global operations and owns three of the eleven core capabilities in the corporate strategic plan: people, culture and total rewards; employee development and training; and succession planning, held jointly with the President and CEO. Core capabilities are the organizational infrastructure the Commercialization, Operations, and Technology pillars depend on. They are not strategic choices and do not compete for portfolio capacity; they run continuously, and the strategies fail without them. The role leads talent acquisition, total rewards, employee relations, HR compliance, learning and development, HR systems and analytics, and the culture and employee-owner engagement work that shapes the experience of working at Precision, across bulk, unit handling, LATAM, Underground (Continental), and CCR/PCR operations in the United States and South Africa. People and culture responsibilities sit within human resources. The Vice President of Human Resources is accountable for both the technical discipline of the function and the day-to-day culture employee-owners experience across every location, and ensures the two reinforce one another.

Requirements

Bachelor's degree in human resources, business administration, or a related field.
Ten or more years of progressive human resources experience, including at least five years leading an HR function or a significant HR discipline.
Experience supporting a manufacturing or industrial workforce, including both hourly and salaried populations.
Experience scaling an HR function through revenue and headcount growth, multi-site expansion, or acquisition integration.
Working command of employment law, compensation and benefits practice, and HRIS platforms.
Demonstrated ability to build HR processes and standards in a growing organization and to influence without authority.
Track record of leading engagement, organizational development, or culture initiatives that produced measurable change.

Nice To Haves

SHRM-SCP, SPHR, or equivalent certification.
Multi-site and multi-state HR leadership; international HR exposure, particularly Latin America and Africa.
Experience within an ESOP or other employee-owned organization.
Experience supporting M&A workforce due diligence and post-close integration.
Conversational Spanish.
Experience supporting compensation review with an executive team or Board committee.

Responsibilities

Own people, culture, and total rewards as a continuing core capability of the corporate strategic plan, sustained independent of the initiative portfolio.
Own employee development and training as a core capability, building supervisor and leader capability at the pace the growth plan requires.
Own succession planning jointly with the President and CEO, covering executive, functional, and plant leadership.
Report core capability health to the Senior Leadership Team on the established strategic planning and review cadence.
Lead the human resources function, including staffing, structure, service standards, and budget.
Build and execute an HR roadmap that supports the company's workforce growth plan, multi-site consistency, and the three strategic pillars.
Serve as a trusted advisor to the Senior Leadership Team on organizational, workforce, and employment matters.
Establish and maintain HR policies, procedures, and the employee handbook across all locations.
Direct recruiting strategy for hourly, salaried, technical, and leadership roles, including sourcing, employment branding, and selection practices.
Lead workforce planning with operating leaders so staffing is matched to the global capacity build-out sequence, seasonality, and segment growth.
Set the direction for onboarding so new employee-owners are productive quickly and understand ownership from the start.
Position employee ownership deliberately as a recruiting and retention advantage in a competitive labor market.
Own base wage structures, pay ranges, and the annual review process, maintaining internal equity and market competitiveness across segments and geographies.
Lead benefits strategy, plan design, vendor and broker management, renewals, and cost control.
Partner with Finance on ESOP administration, participant communication, and record-keeping requirements, supporting the divisional structure and ESOP value capability owned by the Chief Financial Officer.
Support executive compensation analysis and Board Compensation Committee preparation as directed by the Chief Financial Officer.
Lead employee relations practices, including investigations, corrective action, and conflict resolution, applied consistently across sites.
Ensure compliance with federal, state, and international employment law, including FLSA, FMLA, ADA, EEO, I-9, and the local requirements applicable in Latin America and South Africa.
Coach supervisors and managers on performance management, documentation, and difficult conversations.
Partner with EHS and operating leadership on workers' compensation, return-to-work, and leave administration, supporting the safety measure within SQPD.
Own the design and delivery of development and training programs for frontline supervisors, emerging leaders, and functional manager.
Set the performance management cycle, including goal setting, review timing, and calibration, aligned to the strategic planning and OKR process owned by Corporate Development.
Lead succession planning and internal mobility in partnership with the President and CEO and the Senior Leadership Team.
Build the leadership bench required for capacity build-out, new sites, and acquisitions.
Own the culture agenda for PPI, including the standards, practices, and leader behaviors that define how employee-owners are treated.
Lead employee-owner engagement, including listening mechanisms, survey design, results interpretation, and follow-through with leaders.
Build ownership understanding across the workforce so employee-owners can connect their daily work to ESOP value.
Lead organizational development work, including team effectiveness, change management, and organizational design support for the Senior Leadership Team.
Advise leaders on recognition, communication, and workplace practices that strengthen retention and trust.
Support the M&A pipeline and integration capability with workforce due diligence, organizational assessment, and integration planning.
Lead the people side of integration: onboarding acquired employees into the ESOP, harmonizing pay and benefits, and extending PPI standards and culture to new locations.
Support the use of employee ownership as a differentiator in acquisition conversations and in retaining acquired talent.
Own the HRIS and related systems, including data integrity, reporting, and process automation.
Deliver workforce analytics, including headcount, turnover, cost per hire, absenteeism, and labor cost, into the company data and analytics capability so leadership decisions draw on one set of numbers.
Ensure payroll coordination and HR data flows are accurate, timely, and controlled.
Partner with the Technology pillar on HR system direction, ERP alignment, and AI-enabled workflow that removes manual effort from HR processes.