VP - Human Resources

Vulcan Industrial • Houston, TX

2d • Onsite

About The Position

VULCAN is a precision engineering, manufacturing, and machining company dedicated to producing high-performance, mission-critical components and solutions for energy, defense, aerospace, and heavy industrial industries. The Vice President of Human Resources / Head of HR Transformation is a key executive leadership role responsible for shaping the Company's people strategy while leading the continued evolution and transformation of the Human Resources function. Reporting to the President & CEO, this individual will serve as a trusted business advisor and change leader, assessing the Company's current HR infrastructure and developing a clear strategy to strengthen its people, processes, systems, programs, and organizational capabilities. This is an opportunity for an experienced HR executive who enjoys building—not simply maintaining. The successful candidate will bring a combination of strategic vision, operational discipline, strong business acumen, and hands-on leadership. This individual will evaluate what is working, identify opportunities for improvement, establish scalable HR practices, develop the HR team, and create an HR function capable of supporting the Company's current operations and future growth. The ideal candidate is comfortable moving between the executive table and the day-to-day realities of the business and understands how to create meaningful change without overcomplicating the organization.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
• 12+ years of progressive Human Resources experience with significant senior leadership responsibility.
• Demonstrated experience leading or materially contributing to an HR transformation, organizational transformation, or significant HR modernization initiative.
• Broad HR leadership experience across multiple disciplines, including talent acquisition, employee relations, compensation, benefits, performance management, organizational development, HR operations, and compliance.
• Demonstrated experience partnering directly with CEOs, Presidents, and/or executive leadership teams.
• Experience assessing existing HR practices and designing scalable processes, programs, and organizational infrastructure.
• Strong business acumen with the ability to connect people strategies to operational and financial objectives.
• Demonstrated ability to lead organizational change and influence leaders at all levels.
• Strong working knowledge of federal and state employment laws and HR compliance requirements.
• Experience developing and leading HR teams.
• Strong executive presence, communication, judgment, analytical thinking, and problem-solving capabilities.
• Ability and willingness to operate at both strategic and tactical levels.
• Ability to work onsite in Houston, Texas.

Nice To Haves

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• SHRM-SCP, SPHR, or similar senior-level HR certification.
• Experience leading HR transformation within a manufacturing, industrial, energy, engineering, or operationally intensive organization.
• Experience supporting multi-location and/or multi-state workforces.
• Experience implementing, optimizing, or transforming HRIS, ATS, payroll, talent management, or other HR technology platforms.
• Experience supporting organizations through rapid growth, restructuring, M&A, integration, or other significant organizational change.
• Experience developing HR analytics, workforce dashboards, and executive-level reporting.
• Experience building HR programs or infrastructure within an organization undergoing professionalization or modernization.

Responsibilities

• Partner directly with the President & CEO and executive leadership team to develop and execute a comprehensive people and HR strategy aligned with the Company's business objectives.
• Conduct an assessment of the current HR organization, programs, processes, systems, policies, and capabilities to identify strengths, gaps, risks, and opportunities.
• Develop and execute a practical HR transformation roadmap that prioritizes the initiatives with the greatest impact on the organization.
• Build scalable HR infrastructure, processes, and programs that can effectively support the Company's current workforce and future growth.
• Establish clear HR priorities, service standards, ownership, and accountability across the function.
• Identify opportunities to simplify, standardize, automate, and improve existing HR processes.
• Develop meaningful HR metrics and dashboards that provide leadership with greater visibility into workforce trends and organizational performance.
• Ensure HR evolves from primarily transactional support into a proactive, credible, and strategic business partner.
• Serve as a trusted advisor to the President & CEO and executive leadership team on people, organizational, and workforce matters.
• Provide strategic counsel regarding organizational design, workforce planning, leadership effectiveness, talent, employee relations, compensation, succession planning, and organizational change.
• Develop a strong understanding of the Company's operations, workforce, and business objectives to ensure HR strategies address real business needs.
• Partner with leaders to identify organizational challenges and develop practical, business-focused solutions.
• Provide thoughtful guidance while balancing employee needs, business objectives, organizational culture, and risk.
• Support the organization through periods of growth, change, restructuring, integration, or other business transformation.
• Evaluate and optimize HR processes across the entire employee lifecycle, from recruiting and onboarding through development, retention, and offboarding.
• Assess HR technology and systems to ensure the Company is effectively utilizing available capabilities, automation, reporting, and integrations.
• Establish consistent and scalable workflows, documentation, policies, procedures, and controls.
• Improve the quality, accessibility, and reliability of workforce data and HR reporting.
• Identify opportunities to eliminate unnecessary manual processes and improve efficiency.
• Establish HR operational metrics and service expectations to measure effectiveness and drive continuous improvement.
• Ensure HR programs and processes provide a consistent and positive employee and manager experience.
• Provide strategic leadership of talent acquisition and workforce planning.
• Evaluate the Company's recruiting strategy, processes, systems, vendors, and candidate experience and implement improvements where appropriate.
• Partner with business leaders to anticipate short- and long-term workforce requirements.
• Establish consistent and effective recruiting, interviewing, selection, and hiring practices.
• Develop strategies to improve the Company's ability to attract talent for critical, specialized, and difficult-to-fill positions.
• Establish meaningful recruiting metrics to evaluate hiring effectiveness, efficiency, quality, and workforce trends.
• Strengthen hiring manager capabilities and accountability throughout the recruiting process.
• Develop and implement scalable approaches to performance management, employee development, leadership development, and succession planning.
• Partner with executive leadership to identify critical positions, high-potential talent, organizational capability gaps, and succession risks.
• Create clear expectations and accountability around performance and employee development.
• Build programs that strengthen leadership capabilities at all levels of the organization.
• Establish career development and internal mobility practices that support employee growth and retention.
• Develop strategies to improve employee engagement, organizational effectiveness, and retention.
• Provide strategic oversight of compensation, benefits, and total rewards programs.
• Evaluate existing programs for competitiveness, internal equity, scalability, and alignment with business objectives.
• Partner with leadership to develop compensation philosophies and practices that support the attraction and retention of critical talent.
• Evaluate salary structures, incentive programs, benefit offerings, and other rewards programs and recommend improvements as appropriate.
• Establish appropriate governance and consistency around compensation decisions.
• Manage and evaluate relationships with brokers, consultants, and other HR vendors.
• Provide executive-level leadership on complex employee relations matters, investigations, performance concerns, and organizational risk.
• Establish consistent employee relations and performance management practices across the organization.
• Coach executives and managers on effective leadership, communication, performance management, and employee issues.
• Partner with leadership to strengthen a culture of accountability, collaboration, performance, trust, and continuous improvement.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Evaluate HR policies and employment practices and implement improvements where necessary.
• Partner with internal and external legal counsel on employment matters as appropriate.
• Lead, develop, and mentor the Human Resources team while establishing clear roles, responsibilities, priorities, and accountability.
• Assess the existing HR organizational structure and determine the capabilities needed to effectively support the business.
• Identify skill or resource gaps and develop the team accordingly.
• Establish a strong HR business-partner mindset focused on responsiveness, credibility, business understanding, and problem-solving.
• Create opportunities for HR team members to expand their capabilities and take greater ownership.
• Build a collaborative, high-performing HR function with clearly defined standards and expectations.

Benefits

• Comprehensive medical, dental, and vision insurance
• Company-paid Life and Accidental Death & Dismemberment (AD&D) insurance
• Company-paid Short-Term and Long-Term Disability insurance
• 401(k) retirement savings plan with a 100% Company match on employee contributions up to 6% of eligible compensation
• Paid Time Off (PTO) to support rest, personal time, and work-life balance
• Nine (9) Company-paid holidays each calendar year
• Opportunities for professional growth and career development
• A collaborative, safety-focused, and team-oriented work environment

What This Job Offers

• Job Type: Full-time
• Career Level: Executive