Vice President of Human Resources

Position Summary:

The Vice President of Human Resources is a senior executive responsible for leading the full spectrum of HR strategy and operations for the company’s largest U.S. manufacturing operation. Reporting to the President/COO, this role serves as a strategic partner to executive leadership and a key liaison to Japan-based parent company stakeholders.

This position aligns human capital strategies with business objectives to drive organizational performance, workforce capability, and a high-performance culture while ensuring compliance in a complex global manufacturing environment. It also leads organizational design and transformation initiatives to support growth, scalability, and operational efficiency.

This is a key leadership role with significant influence on business strategy, organizational growth, and operational performance. The Vice President will play a critical role in strengthening leadership capability, stabilizing and developing the workforce, and building a sustainable talent pipeline to support long-term business success.

Essential Duties and Responsibilities include the following:

Strategic Leadership and Business Partnership

• Serve as a key advisor and strategic influencer to the President/COO and executive leadership team on all human capital matters
• Develop and execute HR strategies aligned with business goals, operational priorities, and long-term growth plans
• Align workforce strategies with operational goals, including productivity, quality, and cost efficiency
• Establish, monitor, and report on key HR and workforce metrics (e.g., turnover, engagement, staffing, safety) to drive executive decision-making, accountability, and continuous improvement
• Lead workforce planning, succession planning, and leadership pipeline development to ensure long-term organizational capability
• Lead organizational design, restructuring, and change management initiatives to optimize performance and scalability

Talent and Workforce Strategy

• Oversee enterprise-wide talent acquisition, performance management, compensation, and benefits programs
• Develop and lead integrated strategies to attract, retain, and develop talent in a competitive manufacturing labor market
• Establish and drive enterprise-wide talent management processes, including succession planning, high-potential development, and workforce capability building to create a sustainable leadership pipeline and organizational capability
• Design and implement leadership development and training programs that support operational excellence and career progression
• Align talent strategies with productivity, quality, and cost objectives

Culture and Employee Relations

• Champion and embed organizational culture, values, and leadership behaviors across all levels
• Lead employee engagement and retention initiatives to strengthen morale and workplace effectiveness
• Provide executive oversight and decision authority on complex employee relations matters, including investigations, conflict resolution, and disciplinary actions
• Ensure consistent, fair, and legally compliant employment practices and advise leadership on high-risk business and employment decisions

Compliance and Risk Management

• Ensure compliance with all federal, state, and local employment laws and serve as the primary liaison with regulatory agencies and external legal counsel
• Oversee workplace policies, internal controls, and audit readiness to protect employee data and company interests
• Partner with Operations and EHS leadership to support a strong safety culture, workers’ compensation, and return-to-work programs
• Ensure compliant administration of leave of absence programs, employee accommodations, and attendance practices
• Oversee employment eligibility verification (I-9) and support immigration and global mobility processes for expatriate employees

Global Alignment and Stakeholder Engagement

• Lead cross-cultural HR alignment with Japan-based parent company stakeholders, ensuring consistency in governance, reporting, and strategic initiatives across global operations
• Adapt global programs and policies to meet U.S. legal requirements and cultural expectations
• Communicate organizational risks, workforce trends, and HR initiatives effectively across global leadership

HR Operations and Analytics

• Oversee HR operations including HRIS, reporting, policy governance, and data inte