Vice President, Human Resources

Vice President, Human ResourcesThe Vice President, Human Resources serves as the senior Human Resources executive for Turck Inc.'s U.S. operations and a key member of the Executive Leadership Team. This role partners closely with the CEO, executive leadership team, and HR leadership in Mexico to shape organizational strategy, strengthen leadership capability, align workforce investments with business objectives, and drive long-term organizational performance. As head of the Human Resources function, the Vice President owns the full scope of HR, including talent strategy, total rewards, employee relations and compliance, HR operations and technology, and the HR budget, and serves as a strategic advisor to the CEO on organizational structure, succession, culture, and workforce investments. The Vice President balances executive-level strategic leadership with hands-on involvement in critical organizational, workforce, and employee relations matters while developing a high-performing HR team capable of independently executing operational priorities.1. Executive Leadership, Strategic Partnership & Organizational EffectivenessServe as a member of the Executive Leadership Team, contributing to company strategy, organizational priorities, and business decision-making.Act as a trusted advisor to the CEO and executive leadership team on organizational effectiveness, workforce strategy, talent risks, succession planning, and leadership capability.Partner with executive leaders to align organizational structures, talent investments, and workforce strategies with business objectives.Drive enterprise-wide organizational effectiveness initiatives that enhance business performance, leadership capability, and workforce productivity.Assess future workforce needs, organizational capabilities, and talent risks to ensure long-term business readiness.Collaborate with HR leadership in Mexico to align talent strategies, workforce planning, leadership development, and organizational priorities.Represent the people perspective in strategic business decisions that impact long-term organizational success.2. Talent Strategy, Workforce Planning & Organizational DevelopmentLead workforce planning, succession planning, and talent review processes to strengthen organizational capability and leadership readiness.Establish strategies that build sustainable talent pipelines and support future business growth.Partner with leaders to identify, develop, and retain high-potential talent across the organization.Provide executive coaching and guidance on performance management, employee development, career planning, and leadership effectiveness.Evaluate organizational structures, capability gaps, and workforce risks, recommending improvements that enhance effectiveness, scalability, and accountability.Monitor labor market trends and external workforce conditions to inform talent and organizational strategies.Foster a culture of accountability, continuous learning, development, and engagement, including leading employee engagement surveys and action planning.3. HR Leadership & Team DevelopmentLead and develop a high-performing HR team that serves as a proactive, strategic business partner across the organization.Establish clear goals, priorities, performance expectations, and accountability measures for HR team members.Coach, mentor, and develop HR professionals while strengthening both functional expertise and business acumen.Build succession plans and career development pathways within the HR function to strengthen organizational capability.Foster a culture of collaboration, innovation, customer service, ownership, and continuous improvement.Ensure excellence, consistency, and responsiveness across all HR services while aligning team efforts with business priorities.Create an environment that attracts, retains, and develops top HR talent.4. Workforce Analytics & Continuous ImprovementUtilize workforce data, metrics, and analytics to guide decision-making and measure the effectiveness of talent and organizational strategies.Establish key performance indicators that monitor workforce health, engagement, retention, succession readiness, and leadership effectiveness.Identify workforce trends, risks, and opportunities, providing actionable recommendations to business leaders.Lead continuous improvement initiatives that enhance HR effectiveness, operational efficiency, scalability, and the employee experience.Evaluate HR programs, processes, and services to ensure alignment with evolving business objectives and workforce needs.5. Total RewardsOwn the total rewards strategy, including compensation philosophy, salary structures, incentive plans, and benefits programs, ensuring they are competitive, sustainable, and aligned with business objectives.Lead annual compensation planning and merit processes in partnership with the CEO and Finance.Oversee benefits strategy, renewals, and vendor relationships in partnership with the company's benefits broker, balancing employee value with cost.Ensure pay practices are equitable, defensible, and compliant with applicable federal and state requirements, including pay transparency obligations.Advise the CEO on executive compensation and retention strategies for critical talent.6. Employee Relations, Compliance & Risk ManagementServe as the final point of escalation for complex employee relations matters, including investigations, corrective action, and separations.Ensure compliance with applicable federal, state, and local employment laws and regulations across U.S. operations.Own HR policies, the employee handbook, and related practices, ensuring they are current, consistently applied, and aligned with company values.Partner with outside employment counsel to manage legal risk, agency charges, and litigation.Identify and reduce workforce-related risks, including compliance gaps, key-person dependencies, and retention risks.7. HR Operations, Technology & BudgetDevelop and manage the HR budget, including benefits spend, HR technology, and other workforce investments.Oversee HR operations, including the HRIS, the HR and payroll interface, data integrity, and recordkeeping.Lead the HR technology roadmap, evaluating systems and tools that improve efficiency, data quality, and the employee experience.Ensure HR processes across the employee lifecycle, from onboarding through separation, are efficient, consistent, and scalable.Travel Requirements: Travel up to 15% is expected to support leadership partnership, workforce and organizational effectiveness initiatives, HR team development, and collaboration across U.S. and Mexico operations.Physical Demands & Working Conditions: This position is primarily office-based and requires frequent interaction with employees, managers, and business leaders. The role routinely requires sitting, standing, walking, verbal communication, and extended use of computers and other office equipment. The employee may occasionally be required to move throughout office, warehouse, manufacturing, or distribution environments to support employee relations matters, investigations, workforce initiatives, training programs, or business meetings. Domestic and international travel, including to operations in Mexico, may be required. Occasional flexibility in work hours may be needed to support business priorities and time-sensitive employee matters. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.What You Will BringRequired:Bachelor's degree in Human Resources, Business, Organizational Leadership, or related field.12+ years of progressive Human Resources leadership experience, including 5+ years as head of HR or a senior HR leader reporting to an executive, and significant responsibility for organizational strategy, workforce planning, organizational effectiveness, and business partnership.Demonstrated experience partnering with leaders and employees across multiple countries, regions, or international business operations, with responsibility for aligning HR strategies, programs, processes, and compliance requirements across geographically dispersed teams.Demonstrated experience serving as a strategic advisor to executive leaders.Proven success influencing organizational strategy and business decisions beyond Human Resources.Experience leading organizational transformation, organizational design, workforce planning, succession planning, and leadership development initiatives.Demonstrated success building organizational capability and leadership pipelines across multiple business functions.Experience leading and developing managers and high-performing HR teams.Strong business and financial acumen with the ability to connect workforce investments to business outcomes.Experience managing functional budgets, workforce investments, and organizational resources.Broad expertise across core HR disciplines, including total rewards, employee relations, compliance, and HR operations.Working knowledge of federal and state employment law and HR compliance requirements.Ability to exercise broad leadership judgment affecting organizational strategy, business performance, talent outcomes, and workforce direction.Preferred:Experience serving as a member of an executive leadership team.Manufacturing industry leadership experience.Experience supporting U.S. and Mexico operations.SHRM-SCP, SPHR, or equivalent certification.Master's degree in Human Resources, Business Administration, Organizational Leadership, or related field.Bilingual English/Spanish proficiency.Why TUCK?At TURCK, we believe our people are our greatest strength.