VICE PRESIDENT HUMAN RESOURCES

Daybreak Foods
United States, Wisconsin, Lake Mills
Jan 12, 2025
Description Summary The Vice President of Human Resources (VP of HR) is a strategic leadership role responsible for developing and executing human resource strategies that support the overall business plan and strategic direction of the company. This includes safety, talent acquisition, organizational development, employee relations, performance management, leadership development, and compliance. The VP of HR will work closely with senior leadership to cultivate a high-performance culture that drives business success. Key Responsibilities Develop and implement HR strategies that align with the company's overall objectives and business growth. Serve as a strategic partner to the executive leadership team, providing insights and recommendations on organizational design, succession planning, and workforce development. Ensure the organization maintains a positive employee relations environment, resolving conflicts and promoting open communication. Oversee the administration of HR policies, practices, and compliance with federal, state, and local labor laws. Create and lead talent initiatives for employee acquisition, retention, performance management, and career development, fostering a culture of continuous learning and improvement. Oversee the design, implementation, and administration of compensation and benefits programs to ensure competitive positioning in the market, retain talent and align with financial objectives. Leverage data analytics and reporting tools to inform strategic decision-making and improve HR processes Oversee the development and implementation of safety policies and practices, ensuring compliance with OSHA regulations and partnering with Operations to foster a culture of safety across all levels of the organization. Qualifications To perform this job successfully, an individual must be able to perform each essential duty in a satisfactory manner. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience BA/BS degree required; MBA highly desirable Eperience in a Food and/or Agricultural environment. 10+ years of professional HR experience, with a minimum of 5 years in talent acquisition, either at a best-in-class global company or highly regarded search firm and 5 years in Leadership Development. Knowledge, Skills and Abilities Strong presentation skills. Outstanding oral and written business communication skills, Bilingual Spanish preferred Proven ability to lead by example and foster mentoring relationships. Experience in development and coaching at all levels of the organization. Confidence interacting with senior level leaders. Gets things done, with both a short and long-term view in mind. Pragmatic and outcome-oriented, leveraging data to make decisions. Thrives in a fast paced, collaborative environment with exceptional organizational skills and ability to re-prioritize on a consistent basis. Physical Demands Sit, use keyboard, use fine manipulation with hands and fingers. Lift up to 10 pounds. Work Environment Clean, temperature-controlled environment. Noise level is low. No personal protective equipment needed. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)