Vice President, Human Resources

Vice President of Human ResourcesFull-Time | Base Pay: $170,000 to $190,000, plus annual bonus eligibility.Registrar Corp is a global regulatory compliance company helping food, cosmetic, medical device, and pharmaceutical businesses navigate complex requirements and bring products to market safely and efficiently. We combine regulatory expertise, technology-enabled services, software, proprietary data, and a global operating presence to serve more than 35,000 clients across approximately 180 countries.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 high-performance culture grounded in mission, client focus, teamwork, curiosity, urgency, and accountability.Key Responsibilities HR Strategy and Executive PartnershipDevelop 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 EffectivenessAdvise 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 SuccessionBuild 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 IntegrationLead 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 RelationsBuild 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 ExperienceReinforce 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.Required Qualifications12 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.Preferred QualificationsExperience in a private equity-backed, acquisitive, or high-growth middle-market company.Experience in a business combining recurring services, software, professional expertise, distributed operations, and acquisition-led growth.Experience supporting international employees, contractors, EOR arrangements, and multiple legal entities.Experience integrating multiple acquisitions with differing cultures, systems, and employment practices.Experience in SaaS, technology-enabled services, professional services, regulatory compliance, testing, inspection, certification, or another regulated industry.Experience implementing or materially optimizing an HRIS, people-analytics platform, or global HR operating model.Experience with workforce transformation associated with AI, automation, digital platforms, or operating-model modernization.Experience presenting workforce, succession, compensation, culture, or integration matters to a Board or Board committee.Master’s degree and/or SHRM-SCP, SPHR, or comparable senior-level certification.Leadership AttributesBusiness oriented: Connects people recommendations to clients, growth, profitability, execution, risk, and value creation.Strategic and hands-on: Builds a multi-year agenda while remaining close to implementation and sensitive matters.Candid and trusted: Provides direct, objective counsel, including when the message is difficult.Analytically rigorous: Uses data, financial understanding, and judgment to make recommendations and assess results.Decisive and pragmatic: Balances rigor with urgency and does not allow perfection to delay action.Global and culturally aware: Works effectively across countries, employment models, time zones, and acquired organizations.Employee credible: Builds trust through consistency, fairness, transparency, discretion, and respect.Performance oriented: Sets clear expectations, differentiates performance, and holds leaders accountable.Reporting Relationship, Location and TravelThe 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