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Vice President of Human Resources

Role Snapshot

Title: Vice President of Human Resources

Reports to: Chief Financial Officer, with close partnership to the CEO

Location: Chicago western suburbs, hybrid (on-site a couple of days per week)

Travel: As needed to distribution sites and field teams across North America

Company size: ~400 employees (operations/warehouse, field sales, corporate)

Compensation: $200K–$225K base + bonus, with equity potential

The Opportunity

Our client is a private equity-backed importer, brand owner and distributor with decades of uninterrupted growth. It has grown through a Buy & Build strategy and will keep acquiring, while still integrating the brands it already owns. The company serves thousands of customers through a national distribution network and a large field-based sales team.

The company is ready for a seasoned HR leader to build a professional, proactive HR function. This is a hands-on role that blends strategy and execution. The right leader will set direction, build the team (expected to grow to 4–5), and still roll up their sleeves alongside operating leaders.

Key Responsibilities

Strategic business partnership

• Serve as a trusted advisor to the CEO, CFO and leadership team, connecting people decisions to business and financial impact
• Create an HR strategy and multi-year roadmap tied to the growth plan, including required investments in people and technology and their expected return
• Build and present clear proposals to the executive team, and constructively challenge leaders when needed
• Partner with leadership to reinforce company values and culture across multiple brands

M&A and integration

• Participate in due diligence on acquisitions and joint ventures
• Lead integration of people, policies, processes and systems for acquired businesses, including brands still being integrated today

Building the HR function

• Assess the current HR operation, identify gaps, and build a scalable, responsive department
• Lead, develop and grow the HR team
• Own HR technology decisions, getting full value from the current HRIS and payroll platform and using automation and AI where it helps
• Oversee HR operations including payroll, hiring, compliance, policies and employee relations across all locations
• Set clear protocols for escalating significant employee matters, workplace injuries, litigation and compliance risks to executive leadership

Benefits and total rewards

• Lead insurance and benefits strategy, renewals, and broker and carrier negotiations
• Oversee compensation and incentive programs, including sales incentives, so they stay competitive, equitable and aligned with business goals

Distributed workforce, talent and engagement

• Design people practices and communication that work across field sales, remote employees and multiple distribution and warehouse sites
• Build a talent acquisition and onboarding plan and help leaders hire well across operations, warehouse and sales
• Balance employee advocacy with practical support for managers, coaching both sides toward fair outcomes
• Establish performance management, development programs and succession planning for critical roles
• Equip managers to communicate organizational changes clearly and consistently

Qualifications

• 15+ years of progressive HR experience, including senior leadership of the HR function
• Background in distribution, logistics, import/export, consumer products, manufacturing or business services
• Proven experience partnering directly with a CEO and CFO, with strong business and financial acumen
• Active involvement in M&A, including HR due diligence and integration of acquired workforces
• Hands-on leadership of insurance and benefits programs, including renewals and negotiations
• Track record of selecting, implementing or optimizing HR technology (HRIS and payroll experience required)
• Experience supporting a distributed, multi-site workforce, including field-based sales teams
• Experience building or transforming an HR department in a growing, fast-moving company; PE-backed experience a plus
• Organizational design background, including use of talent assessments, a strong plus
• International or multilingual background (Spanish, Arabic, Turkish, South Asian or Middle Eastern) a plus
• Bachelor's degree required; MBA or related graduate degree preferred; SHRM-SCP, SPHR or similar a plus