VP of Human Resources

Dobbs Peterbilt • Memphis, TN

9d • Hybrid

About The Position

The Vice President of Human Resources is a member of the senior leadership team and is responsible for leading HR operations, employment practices, and talent programs. This leader partners closely with the CEO and executive team to ensure the organization has the leadership, workforce, and workplace practices needed to support business performance and continued growth. The Vice President leads the full HR function for a geographically dispersed organization of approximately 800 employees across seven states. Responsibilities include organizational development, talent acquisition, learning and development, employee relations, compensation, benefits, leave administration, workers’ compensation, safety, employment compliance, and HR technology. This role requires an experienced and practical HR executive who can support business objectives through practical HR execution while remaining closely connected to operations. This is a hands-on HR leadership role focused on execution, consistency, compliance, talent sourcing, and practical support for operations rather than serving as a primary advisor on overall company strategy.

Requirements

• Bachelor’s degree in human resources, business administration, organizational development, or a related field.
• At least 10 years of progressive HR leadership experience, including senior-level responsibility for a broad HR function.
• Experience supporting senior operational leaders on employee relations, staffing, compliance, compensation administration, and HR process matters.
• Experience leading HR for a geographically dispersed, multi-location, and multi-state workforce.
• Strong knowledge of federal employment law and demonstrated experience working with complex state requirements (e.g., California, Washington, etc.).
• Strong background in organizational development and design and talent management, including succession planning and leadership development.
• Experience leading a major HR technology implementation or significant systems improvement initiative.
• Strong business and financial acumen, executive communication, judgment, and decision-making skills.
• Ability to travel regularly throughout the company’s operating footprint.

Nice To Haves

• Master’s degree in human resources, business administration, organizational development, or a related field.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or a comparable HR certification.
• Senior HR leadership experience in the heavy-duty truck industry, preferably within a multi-location dealership, parts, and service organization.
• Experience supporting acquisitions, integrations, organizational restructuring, executive transitions, or significant business transformation.

Responsibilities

• Work with company and operational leaders to ensure HR priorities support operating goals, staffing needs, and compliance requirements
• Provide practical HR guidance to leaders on workforce planning, employee relations, staffing, policy application, and employment risk.
• Lead workforce planning to ensure the company has the structure and capabilities needed to meet current and future business demands.
• Guide leaders through organizational growth, restructuring, leadership transitions, acquisitions, integrations, and other significant changes.
• Establish company-wide HR priorities and use workforce data to measure progress, identify risks, and support business decisions.
• Develop, implement and manage policies and processes for attracting, selecting, developing, and retaining talent across the organization.
• Oversee recruiting and onboarding practices, with particular focus on skilled technicians, operational leaders, sales professionals, and other critical roles.
• Coordinate practical training programs that help managers apply company policies, improve employee supervision, and support consistent execution across locations.
• Establish performance management practices that reinforce clear expectations, meaningful feedback, employee development, and accountability.
• Use employee feedback, turnover trends, and other workforce information to identify and address cultural and retention concerns.
• Establish the company’s learning and development strategy and oversee employee training programs, including leadership development, compliance training, onboarding, and other company-wide learning initiatives.
• Provide leadership and sound judgment in complex employee relations matters, workplace investigations, corrective actions, and employment separations.
• Ensure employment decisions are fair, consistent, appropriately documented, and aligned with company policy and applicable law.
• Maintain employment policies and practices that are practical for the business and compliant with federal, state, and local requirements.
• Ensure the company remains current with employment requirements across its operating footprint, particularly in California and Washington.
• Partner with legal counsel and other advisors to manage employment claims, litigation, and emerging areas of risk.
• Ensure employees have credible ways to raise concerns and that reported concerns are reviewed objectively and addressed appropriately.
• Support compensation administration, including job structure maintenance, pay recommendations, incentive plan coordination, and market data review, while ensuring leadership retains responsibility for broader compensation philosophy and major plan design decisions. Advise leadership on employee compensation decisions, workforce investments, and labor cost considerations.
• Oversee employee benefits, retirement plans, and wellness programs, balancing employee needs, market competitiveness, and cost.
• Evaluate plan performance, employee utilization, and vendor effectiveness to guide benefit strategy and future investment.
• Oversee company-wide leave and disability accommodation practices to ensure employees are supported and requirements are administered consistently.
• Lead the company’s workers’ compensation and return-to-work strategies, including claims oversight and efforts to reduce injury-related costs.
• Work with insurance carriers, brokers, safety partners, and other advisors to improve outcomes and manage organizational risk.
• Lead, develop, and hold accountable an HR team that is responsive, credible, and capable of supporting both employees and leaders.
• Establish clear priorities, responsibilities, service expectations, and measures of success for the HR function.
• Lead the evaluation, implementation, and continued improvement of HR technology, systems, and processes.
• Ensure employee data and records are accurate, secure, and capable of supporting reliable workforce reporting.
• Simplify and standardize HR practices where appropriate while recognizing legitimate operational and state-specific differences.
• Evaluate HR programs, service delivery, and vendor relationships to improve effectiveness, manage costs, and reduce unnecessary administrative work.

Benefits

• Employee Handbook
• Employee Conduct Policy
• Equal Opportunity Employer
• affirmative action employer

What This Job Offers

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