Vice President People & Culture

BEGA NORTH AMERICA INC•Carpinteria, CA

2d•$184,500 - $304,400•Onsite

About The Position

As a champion of the BEGA Business System, the Director of People & Culture oversees a team of three HR professionals and one Office Administrator and is responsible for the full employee lifecycle, including HR strategy, talent acquisition, organizational development, employee relations, change management, organizational design, total rewards, compliance, HR systems, workforce planning, and payroll partnership with Finance. Strategic HR Leadership & Organizational Effectiveness Partner with the President of North America and leadership team to align workforce strategy with business growth, operational performance, and market expansion objectives. Lead organizational design, succession planning, and talent strategies that support scalability, leadership effectiveness, and evolving business priorities. Assess organizational capability and implement practical initiatives that strengthen accountability, performance management, succession planning, and management capability across the organization. Build scalable HR processes, policies, and infrastructure appropriate for a growing, multi-site manufacturing organization. Provide grounded, business-oriented guidance that balances strategic direction with operational feasibility and resource constraints. Support executive leadership in navigating organizational complexity associated with growth, evolving markets, and operational scaling. Talent, Leadership Development & Employee Experience Oversee workforce planning and talent acquisition strategies across manufacturing, technical, commercial, and corporate functions. Coach managers and leaders on performance management, employee relations, organizational effectiveness, communication, and leadership practices. Drive leadership development initiatives that elevate manager capability and strengthen organizational performance. Improve onboarding, engagement, retention, and career development practices across the organization. Foster a culture of accountability, collaboration, adaptability, and continuous improvement. Facilitate organizational alignment during periods of ambiguity, restructuring, and growth. Operational Excellence, Systems & Process Improvement Build and continuously improve scalable HR infrastructure, policies, workflows, and operating rhythms appropriate for a growing multi-site manufacturing organization. Identify and execute opportunities to improve efficiency, consistency, reporting, and employee experience through process optimization and technology enablement. Lead change management efforts associated with organizational transformation, operational improvements, and market expansion initiatives. Strengthen HR systems utilization, data integrity, reporting capabilities, and workforce analytics to support better decision-making. Partner closely with Finance on payroll administration, reporting, audits, and process optimization. Employee Relations & Compliance Serve as the senior advisor on employee relations matters, investigations, policy interpretation, and organizational risk management. Ensure compliance with federal, state, and local employment laws across multi-state operations. Oversee compensation, benefits, and total rewards programs, including executive benefit structures and related programs. Maintain practical, compliant HR policies that support both operational effectiveness and positive employee experience. Team Leadership & Capability Development Lead, mentor, and develop a team of HR professionals and administrative staff, establishing clarity, accountability, and strong operating discipline. Intentionally develop high-potential junior HR team members into more capable, independent HR business partners. Create structure and prioritization within the HR function while maintaining responsiveness and execution quality. Model a hands-on, solutions-oriented leadership approach grounded in professionalism, urgency, and continuous improvement. Leadership Expectations Serve as both a strategic advisor and a hands-on operator. Balance long-term organizational planning with disciplined execution and follow-through. Bring executive presence, sound judgment, and credibility with leaders at all levels of the organization. Leverage technology and systems to improve efficiency, scalability, and decision quality. Lead effectively through ambiguity, growth, and change with sound judgement and resilience. Develop talent and elevate the overall capability of the HR function. Influence organizational decisions through data, insight, and business acumen. Lead with a high degree of accountability, professionalism, and integrity.

Requirements

Significant proven success leading the human resources function for companies of similar size and scope.
Proven ability to lead during a time of significant change.
Ability to influence other executives through both formal and informal leadership.
Strong business acumen, operational rigor, and a technology-forward mindset.
Ability to build scalable HR infrastructure while developing a capable, high-potential HR team.
Operate seamlessly across both strategic and hands-on execution.
Think at a senior leadership level while staying closely connected to the day-to-day operational realities of a manufacturing environment.
Strong execution discipline, process orientation, and the ability to personally drive improvements in HR systems, workflows, and organizational effectiveness.
10+ years of progressive HR leadership experience, including senior HR leadership within manufacturing, industrial, or operational environments.
Strong working knowledge of California and multi-state employment law and employee relations practices.
Demonstrated success building scalable HR infrastructure, processes, and organizational capability in lean or resource-conscious environments.
Experience partnering directly with executive leadership teams on business and workforce strategy.
Strong leadership coaching, organizational development, and change management capabilities.
Experience managing HR teams and multiple functional areas across the employee lifecycle.
Excellent communication, influencing, and relationship management skills.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.

Nice To Haves

Experience within privately held, international organizations.
Experience supporting organizational transformation, growth initiatives, or business turnaround environments.
Experience implementing or optimizing HRIS and people analytics capabilities.
Exposure to commercial transformation or evolving go-to-market organizations.
Professional working proficiency in Spanish preferred.
SHRM-SCP or SPHR certification.

Responsibilities

Oversee a team of three HR professionals and one Office Administrator.
Responsible for the full employee lifecycle, including HR strategy, talent acquisition, organizational development, employee relations, change management, organizational design, total rewards, compliance, HR systems, workforce planning, and payroll partnership with Finance.
Partner with the President of North America and leadership team to align workforce strategy with business growth, operational performance, and market expansion objectives.
Lead organizational design, succession planning, and talent strategies.
Assess organizational capability and implement initiatives that strengthen accountability, performance management, succession planning, and management capability.
Build scalable HR processes, policies, and infrastructure.
Provide business-oriented guidance.
Support executive leadership in navigating organizational complexity.
Oversee workforce planning and talent acquisition strategies.
Coach managers and leaders on performance management, employee relations, organizational effectiveness, communication, and leadership practices.
Drive leadership development initiatives.
Improve onboarding, engagement, retention, and career development practices.
Foster a culture of accountability, collaboration, adaptability, and continuous improvement.
Facilitate organizational alignment during periods of ambiguity, restructuring, and growth.
Build and continuously improve scalable HR infrastructure, policies, workflows, and operating rhythms.
Identify and execute opportunities to improve efficiency, consistency, reporting, and employee experience.
Lead change management efforts associated with organizational transformation, operational improvements, and market expansion initiatives.
Strengthen HR systems utilization, data integrity, reporting capabilities, and workforce analytics.
Partner closely with Finance on payroll administration, reporting, audits, and process optimization.
Serve as the senior advisor on employee relations matters, investigations, policy interpretation, and organizational risk management.
Ensure compliance with federal, state, and local employment laws.
Oversee compensation, benefits, and total rewards programs.
Maintain practical, compliant HR policies.
Lead, mentor, and develop a team of HR professionals and administrative staff.
Develop high-potential junior HR team members.
Create structure and prioritization within the HR function.
Model a hands-on, solutions-oriented leadership approach.