VP HR Operations

Post Holdings Inc.•Brentwood, MO

3h•Hybrid

About The Position

The VP, HR Operations serves as a key strategic partner to the Chief Human Resources Officer (CHRO), supporting enterprise-wide initiatives and ensuring progress across critical priorities. This role leverages workforce and compliance data to lead complex projects, identify trends and risks, inform decision-making, lead initiatives driving cross-functional alignment, and provide executive-level analysis, insights, and recommendations to support strategic decision-making. The VP, HR Operations acts as an extension of the CHRO by managing special projects, synthesizing information into executive-ready deliverables, providing people analytics, and coordinating work across business units (BUs), corporate HR, and other functions.

Requirements

10+ years of HR, consulting, project management, strategy, or related experience.
5+ years of people leadership experience.
Strong analytical skills with the ability to interpret workforce data and convert insights into actions.
Strong knowledge of HR best practices and employment law compliance.
Exceptional executive communication skills—written, verbal, and presentation.
Demonstrated capability to lead complex cross-functional initiatives with minimal supervision.
Ability to balance strategic thinking with hands-on execution.
Excellent conflict resolution skills.
Highly organized, resourceful, and comfortable working in an ambiguous, fast-paced environment.

Nice To Haves

A strategic thinker who can also execute tactically.
A proactive problem-solver who anticipates needs and removes barriers.
A strong communicator skilled at synthesizing information for executive audiences.
Comfortable working with data, dashboards, and trend analysis.
A trusted partner who manages confidential and sensitive information with discretion.
Someone who thrives in a role with shifting priorities and broad scope.

Responsibilities

Lead and manage designated HR projects from inception to completion, ensuring clear timelines, stakeholder alignment, and measurable outcomes.
Develop executive summaries and briefing documents distilled from complex information.
Strengthen HR governance and operations by developing frameworks, tools, and processes that create role clarity, accountability, and cross-functional coordination.
Use workforce analytics—including turnover, absenteeism, labor efficiency, and safety indicators—to identify patterns, diagnose root causes, and inform strategic HR and organizational solutions.
Build dashboards or reporting frameworks that help identify hotspots, opportunities, and predictive indicators.
Partner with HR People Operations, Legal, HRIT, and People Analytics teams to ensure consistency, accuracy, and insight generation.
Coordinate enterprise and business-unit initiatives that require integration across multiple teams, including such projects as restructures, capability building, and other transformation programs, ensuring clarity of scope, alignment of stakeholders, and disciplined program management.
Coordinate cross-functional alignment among HR, Legal, IT, and Finance during transitions.
Partner and support the HR Technology team and business unit HR teams to guide adoption, readiness, and change management for new systems, upgrades, employee service delivery and digital capabilities.
Serve as a thought partner to the CHRO, helping prioritize initiatives and manage competing demands.
Track progress on key organizational and HR strategic initiatives, escalating risks and recommending solutions.
Prepare materials for executive committees, governance meetings, and enterprise leadership forums.
Act as a connector across HR, the business, and HR leadership to ensure clarity, alignment, and accountability.
Draft communications, as needed—program updates, organizational announcements, strategic briefs.
Build trusted relationships across business units to facilitate collaboration and information flow.