Vice President, HR (People)

Virtual Technologies Group•Maumee, OH

1d•Remote

About The Position

The Vice President of Human Resources is a key member of the executive leadership team, reporting directly to the CEO/COO and serving as the organization's senior People leader. This position is responsible for developing and executing a comprehensive people strategy that enables business growth, strengthens organizational capability, and cultivates a high-performing, values-driven culture. Supporting approximately 220 employees across a growing Managed Services Provider (MSP) and technology services organization, the Vice President provides both strategic leadership and hands-on execution across all facets of Human Resources. The role oversees a team consisting of an HR Director, Senior Technical Recruiter, and People Operations Specialist while partnering closely with executive leadership to drive organizational effectiveness, talent strategy, leadership development, workforce planning, compensation, employee engagement, compliance, and organizational design. As the organization continues to grow through strategic acquisitions, the Vice President will play a critical leadership role in integrating newly acquired businesses by aligning people, culture, systems, processes, and organizational structures into a unified employee experience. This leader will champion thoughtful change management while helping the organization scale efficiently and maintain its entrepreneurial culture. The ideal candidate is an experienced executive who combines strategic thinking with operational excellence, is comfortable navigating ambiguity and change, and possesses the business acumen to influence executive decision-making while building trust throughout the organization.

Requirements

Bachelor's degree in human resources, Business Administration, Organizational Development, or related field.
Minimum of 10 years of progressive Human Resources leadership experience, including at least 5 years leading multiple HR disciplines.
Demonstrated experience serving as a strategic business partner to executive leadership.
Experience developing HR strategy for a growing organization.
Proven success leading organizational change and large-scale transformation initiatives.
Experience overseeing compensation, benefits, talent acquisition, employee relations, compliance, HRIS, and organizational development.
Strong financial and business acumen with the ability to align people strategies to business objectives.
Excellent executive presence with exceptional written, verbal, and interpersonal communication skills.

Nice To Haves

Master's degree in human resources, Business Administration, Organizational Leadership, or related discipline.
SPHR, SHRM-SCP, or equivalent senior HR certification.
Experience within a Managed Services Provider (MSP), technology services, SaaS, professional services, or private equity-backed organization.
Experience supporting mergers, acquisitions, and post-acquisition integration.
Experience implementing HR technology and leveraging people to analytics to improve business outcomes.
A trusted executive advisor capable of influencing organizational strategy.
Equally comfortable developing long-term strategy and executing day-to-day operational priorities.
An experienced change leader who thrives in fast-paced, evolving organizations.
A collaborative leader who builds high-performing teams and develops future leaders.
A data-driven decision maker with strong business acumen.
Passionate about creating an exceptional employee experience while enabling business growth.
Comfortable balancing strategic priorities with operational execution.
Committed to continuous improvement, innovation, and organizational excellence.

Responsibilities

Serve as the senior Human Resources advisor to the CEO/COO and executive leadership team.
Develop and execute a long-term people strategy aligned with organizational growth objectives.
Partner with executive leadership on organizational design, succession planning, workforce planning, leadership effectiveness, and talent strategy.
Provide executive coaching and consultation on organizational effectiveness, performance management, employee relations, and leadership development.
Utilize workforce analytics and business metrics to support executive decision-making and organizational planning.
Lead enterprise-wide change management initiatives while ensuring a positive employee experience throughout periods of growth and transformation.
Foster a culture of accountability, transparency, continuous improvement, and employee engagement.
Lead the HR strategy supporting mergers, acquisitions, and organizational integration initiatives.
Partner with executive leadership during due diligence activities by assessing organizational structure, talent, compensation, benefits, compliance, and cultural alignment.
Develop and execute post-acquisition integration plans that successfully align people, policies, HR systems, compensation programs, benefits, payroll, and organizational processes.
Drive organizational change initiatives that unify employees across multiple business units while preserving employee engagement and organizational culture.
Identify opportunities to standardize and optimize HR processes as the organization continues to grow.
Lead, mentor, and develop a high-performing Human Resources team responsible for HR business partnership, talent acquisition, people operations, compliance, and employee experience.
Establish clear departmental priorities, performance expectations, and professional development plans.
Build organizational capability through coaching, leadership development, succession planning, and talent management.
Continuously evaluate department structure, staffing, and workflows to maximize effectiveness.
Develop a best-in-class talent acquisition strategy focused on attracting, hiring, and retaining exceptional talent.
Partner with business leaders to proactively identify workforce needs and develop strategic hiring plans.
Strengthen employer branding and recruitment processes to improve candidate experience and hiring outcomes.
Develop workforce planning strategies supporting both organic growth and acquisitions.
Develop and maintain a competitive total rewards philosophy aligned with organizational objectives and market trends.
Oversee compensation strategy, salary administration, incentive programs, and annual merit planning.
Ensure compensation practices support internal equity, external competitiveness, and pay-for-performance principles.
Lead performance management initiatives that promote accountability, employee development, and organizational success.
Act as the Executive Sponsor for our Cultural Focus Group, which has been tasked with identifying and prioritizing cultural initiatives in our ongoing cultural integration efforts.
Champion initiatives that strengthen employee engagement, organizational culture, and retention.
Develop leadership programs that support employee growth and career development.
Oversee employee relations strategies while ensuring fair, consistent, and legally compliant employment practices.
Promote diversity of thought, collaboration, inclusion, and continuous learning throughout the organization.
Ensure compliance with all federal, state, and local employment laws and regulations.
Oversee HR policies, procedures, employee handbook administration, and regulatory reporting.
Provide executive oversight for payroll, benefits administration, HRIS, people analytics, and HR technology platforms.
Evaluate and implement technology solutions that improve efficiency, employee experience, and data-driven decision making.
Develop meaningful HR metrics and executive dashboards to monitor organizational health and departmental performance.
Maintain organizational readiness for audits, compliance reviews, and regulatory reporting requirements.