Vice President Human Resources

AP Professionals
May 23, 2024
Job Type
Salary Lower Range
Salary Upper Range
Salary Option


The Vice President of Human Resources is a crucial leadership role overseeing all aspects of the HR function. Collaborating with the Global Company's Human Resources team, the VP will develop and implement HR programs that align with the business unit's strategic goals and objectives. This role is essential in fostering a positive work culture, attracting and retaining top talent, and ensuring compliance with local employment laws.


  1. Strategic HR Planning: Partner with the Global Company's management to devise and execute HR strategies that support organizational goals. Provide insights and recommendations on workforce planning, talent acquisition, development, and succession planning.
  2. HR Policies and Programs: Create and manage comprehensive HR policies and programs that promote an inclusive, diverse, and high-performance work environment. Ensure adherence to labor laws, regulations, and industry best practices.
  3. Talent Acquisition and Management: Lead the recruitment and selection processes to attract and retain top-tier employees. Develop sourcing strategies, conduct interviews, and participate in final candidate selection. Implement the company's performance management system and talent initiatives to enhance employee engagement, development, and retention.
  4. Compensation and Benefits: In collaboration with the Global Company's HR center of excellence, design and administer competitive compensation and benefits programs to attract and retain top talent.
  5. Employee Relations: Act as a trusted advisor, guiding managers and employees on HR-related matters such as employee relations, conflict resolution, and disciplinary actions. Promote a positive work culture and address employee concerns or grievances promptly and fairly.
  6. Training and Development: Identify training needs across the business unit and, with the Global Company's center of excellence, design programs to enhance employee skills, knowledge, and competencies. Coordinate training initiatives, including onboarding, leadership development, and compliance training.
  7. HR and Business Leadership: Provide leadership and guidance to the HR team, ensuring high-quality HR services delivery to the organization.
  8. Mergers & Acquisitions: Experience in M&A is desirable, particularly in integrating and aligning HR strategies, activities, and culture.
  9. HR Data and Analytics: Use HR data and analytics to inform decision-making and measure the effectiveness of HR programs. Generate reports and analyze key HR metrics such as turnover rates, employee satisfaction, and training effectiveness.
  10. Compliance and Legal Matters: Stay updated on employment laws, regulations, and industry trends to ensure compliance and mitigate risks. Develop and implement policies to maintain a safe and inclusive work environment.
  11. HR Budget and Resource Management: Develop and manage the local HR budget, ensuring efficient resource allocation and cost-effective strategies. Oversee vendor relationships and negotiate contracts with local external service providers.


  • Bachelor's degree in Human Resources, Business Administration, or a related field; a master's degree is preferred.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification.


  • Strong background in contemporary North American HR practices, with experience managing employment complexities in Mexico being highly desirable.
  • Extensive experience in HR management, including leading an HR team.
  • Proven experience in strategic HR planning, talent acquisition and management, employee relations, and performance management

Knowledge, Skills, Abilities, and Other Characteristics

  • In-depth knowledge of HR best practices, employment laws, and regulations.
  • Strong leadership, communication, and interpersonal skills, with the ability to motivate and develop a high-performing team.
  • Excellent problem-solving and decision-making abilities.
  • Ability to handle sensitive and confidential information with discretion.
  • Proficiency in HRIS and other relevant HR software applications.
  • Willingness to travel approximately 15-25%, including international travel, to implement strategic HR initiatives.
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