Vice President, Human Resources

The Opportunity

Registrar Corp is seeking a Vice President of Human Resources to lead the company’s people strategy and build the organizational capabilities for its next phase of growth. Reporting directly to the CEO and serving on the executive leadership team, this executive will be a trusted adviser on organization design, talent, workforce planning, leadership development, compensation, culture, productivity, employee relations, and global employment.

The successful candidate will lead all aspects of Human Resources while remaining close to execution. The mandate is to scale the global workforce, integrate acquisitions, develop leaders, and prepare the organization for continued growth and a potential future ownership transition.

The VP of Human Resources will ensure that Registrar Corp has:

• Leadership capability and succession depth to execute the strategy.
• An organizational structure that supports accountability, speed, collaboration, and effective decisions.
• A disciplined workforce-planning process connected to revenue, EBITDA, productivity, and investment priorities.
• A scalable global people model across employees, contractors, employer-of-record arrangements, legal entities, and acquired companies.
• Repeatable HR due-diligence and post-acquisition integration capabilities.
• A practical workforce‑transition approach as AI and automation reshape roles, skills, and workflows.
• A high‑performance culture grounded in mission, client focus, teamwork, curiosity, urgency, and accountability.

Key Responsibilities

HR Strategy and Executive Partnership

• Develop and execute a people strategy aligned with business, financial, M&A, technology, and global‑growth priorities.
• Serve as a candid adviser to the CEO and executive team on organization, leadership, succession, workforce risk, culture, and performance.
• Translate business priorities into organization, capability, talent, and workforce plans with clear milestones and measures.
• Participate in strategic planning, budgeting, operating reviews, acquisition planning, and major organizational decisions

Organization Design and Effectiveness

• Advise on enterprise structure, spans and layers, reporting relationships, decision rights, role clarity, and leadership accountability.
• Lead organization reviews tied to growth, productivity, acquisitions, and resource allocation.
• Identify and resolve organizational bottlenecks, capability gaps, fragmented processes, and unclear ownership.
• Lead restructurings and workforce transitions with strong planning, communication, compliance, and respect for employees.

Talent Acquisition, Development, and Succession

• Build leadership pipelines and strengthen manager capability, accountability, feedback, and performance differentiation.
• Advance the company’s people‑leader and technical‑professional career pathways and improve internal mobility.
• Establish an enterprise learning strategy spanning leadership, management, professional, technical, and compliance needs.
• Lead job architecture, compensation structures, market benchmarking, annual reviews, incentive programs, promotions, and pay‑transparency compliance.
• Oversee benefit strategy, vendors, plan design, cost management, compliance, and employee communication.

M&A Due Diligence and Integration

• Lead HR due diligence covering organization, leadership, workforce, compensation, benefits, employment arrangements, culture, compliance, liabilities, and retention risk.
• Translate findings into transaction, retention, communication, organization, and integration plans.
• Partner with business leaders to determine the appropriate pace and depth of integration for each acquisition.
• Build a “One Registrar” organization while preserving critical local expertise, client relationships, and market knowledge.
• Monitor integration milestones, critical‑talent retention, employee sentiment, leadership effectiveness, and workforce‑related synergies.

Global Employment, Compliance and Employee Relations

• Build a scalable global people model encompassing employees, contractors, EOR arrangements, acquired businesses, and local entities.
• Partner with Legal, Finance, external advisers, and business leaders on complex cross‑border matters.
• Lead sensitive employee‑relations matters with fairness, discretion, independence, and sound judgment.

Culture, Engagement and Employee Experience

• Reinforce a culture centered on mission, clients, teamwork, inclusion, curiosity, urgency, development, accountability, and responsible stewardship.
• Build on existing engagement, recognition, career‑development, and employee‑feedback programs.
• Balance a positive employee experience with clear performance expectations and consistent, fair people practices.

Reporting Relationship, Location and Travel

The Vice President of Human Resources reports directly to the Chief Executive Officer, serves on the executive leadership team, and leads the Human Resources function. The role partners closely with Finance, Legal, Technology, Operations, Sales, Marketing, M&A, and leaders of acquired businesses.

This is a remote‑flexible executive position requiring candidates to be located in Virginia or North Carolina.

The role requires regular in‑person leadership presence at our Hampton, VA headquarters, including approximately 7 to 10 onsite days per month. Domestic and international travel is also required for executive meetings, operating reviews, acquisitions, integration activities, leadership development, and employee engagement.

Required Qualifications

• 12 or more years of progressive HR leadership experience, including significant responsibility across multiple disciplines.
• Experience as the senior HR leader or a senior number‑two HR executive in a complex, evolving organization.
• Proven ability to translate strategy into organization design, workforce planning, talent, leadership, rewards, change, and HR‑operating priorities.
• Experience supporting a distributed, multi‑state, and multi‑jurisdictional workforce of comparable size or complexity.
• Demonstrated success leading HR due diligence and post‑acquisition integration.
• Strong knowledge of employee relations, investigations, performance management, employment compliance, compensation, benefits, talent acquisition, and HR operations.
• Ability to connect workforce decisions to revenue, EBITDA, productivity, operating leverage, and enterprise value.
• Strong organization‑design, workforce‑planning, leadership‑development, talent‑review, and succession experience.
• Excellent financial acumen, executive communication, coaching, facilitation, negotiation, and influencing skills.
• Ability to lead through growth, ambiguity, organizational change, competing priorities, and cost discipline.
• Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and executive‑level experience.
• Ability to maintain regular in‑person leadership presence and travel domestically and internationally.