Job Description
Job Description
The Vice President of Human Resources (HR) for the Electrical Equipment Center of Excellence (COE) will lead all HR functions within a manufacturing environment, partnering closely with Central Operations at Mission Critical Group (MCG). This role is responsible for driving the effective execution of HR strategies and initiatives that support operational goals, foster a positive company culture, and ensure we attract, develop, and retain top talent. This position is based on site and requires frequent travel to our Electrical Equipment locations in Pennsylvania, Connecticut, Georgia, Mississippi, and Louisiana with the possibility of additional locations being added in the future.
• Lead Labor Planning: Develop and implement comprehensive labor planning strategies, including workforce forecasting, talent gap analysis, and succession planning, to ensure optimal staffing levels and skill sets to meet production demands
• Drive Leadership Development: Implement robust leadership development programs that cultivate strong leadership capabilities at all levels, fostering a culture of continuous improvement, accountability, and effective team management
• Oversee Talent Acquisition: Manage the full cycle of talent acquisition for positions within the manufacturing facility, ensuring a streamlined, efficient, and effective process that attracts high-caliber candidates.
• Execute Successful Onboarding and Offboarding: Lead best-in-class onboarding programs that integrate new hires seamlessly into our culture and operations, while also overseeing professional and compliant offboarding processes
• Manage Employee Relations: Serve as a trusted advisor and mediator for all employee relations matters, ensuring fair, consistent, and legally compliant resolution of issues, and promoting a harmonious and productive work environment
• Deploy Performance Management: Execute a comprehensive performance management system that includes goal setting, regular feedback, performance reviews, and development plans, driving individual and organizational accountability and growth
• Serve as a Strategic People Partner: Act as a critical strategic partner to the executive leadership team, providing expert guidance on people-related initiatives to support business objectives
• Customer Focus and Sponsorship: Champion a pervasive customer-first mindset across the organization. Represent the voice of the custome
Required Knowledge/Experience:
• Bachelor’s degree in human resources or a related field with a strong background in compensation, benefits, workers’ compensation, HRIS, employee relations, and other HR functions.
• HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred
• 10+ years of experience in Human Resources, preferably in manufacturing or a related field, with prior experience overseeing both strategic and operational HR functions
• 5+ years of people leadership experience, specifically coaching, mentoring, and developing human resource professionals
• Demonstrated knowledge of all federal and state regulations affecting employee benefit programs, including ERISA, COBRA, FMLA, Section 125, ACA, Social Security, and DOL requirements
• Exceptional leadership and strategic planning capabilities, including strong project management and demonstrated experience mentoring and influencing team members
• Comprehensive knowledge of HR best practices and employment laws with a deep understanding of their impact on organizational operations
• Proficiency in HR technology and data analytics. Paylocity experience is a plus
• Extremely proficient in Microsoft Office Suite (Word, Outlook, Excel)
• Ability to prioritize workload, multitask, and work under pressure in a demanding environment
• Excellent interpersonal and conflict resolution skills
• Strong analytical and critical thinking skills
• Comfort working in a lean, dynamic, fast-paced, growing environment
• Ability to connect and integrate HR priorities and services to ensure flawless, aligned, and scalable service delivery
• Exceptional sense of judgment and ability to make quality and independent decisions under ambiguous situations
• Strong influencing and partnering skills across all levels of the organization r internally, advocating for continuous improvements that directly enhance customer experience. Cultivate relationship with identified customers by conducting monthly meetings, quarterly in-person visits, and annual voice of the customer initiatives.
Supervisory Requirements:
• This role will have 2-3 direct reports and 10-15 indirect reports.
• This role will be overseeing Talent Acquisition, Human Resources, and Office Managers.
• Provides clear direction, priorities, and performance expectations to ensure alignment with company objectives
• Coaches and develops staff through regular feedback, goal setting, and professional development plans
• Conducts performance evaluations and supports career growth opportunities within the team
• Fosters a collaborative, accountable, and high-performing team culture
• Delegates responsibilities appropriately and ensures team members are equipped to succeed
Work Environment and Physical Demands:
• FLSA executive and professional positions paid on a salary basis, where project requirements and tight client deadlines may require workweeks over forty (40) hours (including weekends or holidays)
• This role will work in an office setting; however, frequent visits to the production floor are required to oversee operations, ensure compliance and safety standards, and engage staff.
• Mobility: Ability to move around the manufacturing plant, including walking, standing, and climbing stairs.
• Manual Dexterity: Occasional use of hands to handle or feel objects, tools, or controls.
• Lifting: Ability to lift and carry items up to twenty-five (25) pounds. All lifting should be done following OSHA standards.
• Visual and Auditory Requirements: Must be able to see and hear well enough to navigate the plant safely and communicate effectively with team members.
Additional Information:
• This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Duties may be adjusted to accommodate qualified individuals with disabilities by the Americans with Disabilities Act (ADA).
• This job description does not constitute a contract of employment and does not change the at-will nature of the employment relationship.
• We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected characteristic.
• Employment is contingent upon the successful completion of all pre-employment requirements, including a background check and pre-employment drug screening, by applicable law.
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