Vice President Human Resources

The vision of the Mecklenburg County ABC Board is to be a trusted and innovative leader in the spirits industry—connecting people, purpose, and community. The Mecklenburg County ABC Board Vice President, Human Resources serves as both a steward of compliance and a cultural leader for the organization. This role is responsible for providing strategic and operational leadership to the Board’s HR function while ensuring full compliance with employment laws, regulations, and best practices. Equally important, the Vice President of Human Resources leads organizational development, culture, engagement, and values-based leadership efforts that strengthen the employee experience and support the Board’s mission as a community-focused public enterprise. The Vice President of Human Resources sets, enforces, and evaluates legally compliant HR policies, procedures, and practices that align with the vision, mission, and organizational values of the Board, while also identifying and implementing long‑range talent and organizational development strategies that position the Board as an employer of choice and a trusted public partner. Leadership Duties and Responsibilities: In partnership with the COO, establish quarterly and annual Human Resources performance metrics aligned to the organization’s strategic plan and cultural priorities. Collaborate with the COO to define and advance the organization’s long‑term mission, values, and goals, ensuring talent, culture, and engagement strategies directly support organizational success. Serve as a senior leader in shaping and sustaining a healthy, inclusive, and values‑driven organizational culture across all departments and locations. Directly and indirectly manage HR staff with a strong focus on leadership development, organizational effectiveness, professional growth, and accountability. Build, manage, and nurture strong relationships with internal stakeholders, external partners, and vendors to support HR operations, culture initiatives, and organizational development efforts. Promote consistency, fairness, and transparency in HR processes and people practices, helping ensure they are lived and experienced consistently throughout the organization. Champion change management, innovation, and continuous improvement initiatives that strengthen engagement, improve performance, and support the Board’s evolution as a top‑notch retail organization. Partner with executive leadership to intentionally embed organizational values into policies, leadership behaviors, performance expectations, and employee experiences. ESSENTIAL DUTIES AND RESPONSIBILITIES: Oversee the daily operations and workflow of the Human Resources department, ensuring service excellence, responsiveness, and compliance. Provide leadership, guidance, and coaching to the HR team, supporting resolution of compensation, benefits, employee relations, and workplace matters. Lead organizational development initiatives focused on employee engagement, leadership effectiveness, culture alignment, and change readiness. Ensure the HR Department actively promotes and supports the Board’s commitment to being "Socially Responsible and Community Invested." Serve as a mentor and professional development coach to direct reports and other leaders, reinforcing expectations of accountability, equity, and values‑based leadership. Evaluate and manage performance of HR team members, fostering a culture of feedback, growth, and continuous improvement. Develop and maintain effective control of HR department budget, ensuring fiscal responsibility and alignment with strategic and cultural priorities. Ensure full compliance with all employment, benefits, insurance, safety, and regulatory requirements. Maintain current knowledge of employment law, HR best practices, workforce trends, and organizational development methodologies. Advise the COO on strategic and sensitive matters including workforce planning, employee relations, organizational health, succession planning, and total rewards. Regularly communicate HR priorities, workforce insights, and progress toward organizational goals to executive leadership. COMPETENCIES: Demonstrates commitment to organizational vision, mission, values, equity, and inclusion Leadership and influence Organizational Development and Culture Building Business Acumen Strategic Agility Sound and Timely Decision Making Education and/or Experience Bachelor’s degree from an accredited college or university required, Master’s degree preferred. PHR or SHRM SCP certification strongly preferred. OTHER SKILLS AND ABILITIES 7–10 years of progressive Human Resources management experience, including direct supervision of multiple employees and exposure to operations, marketing, sales, or business development. Experience working in this capacity within a retail environment strongly preferred. Demonstrated ability to balance compliance, risk management, and operational rigor with culture, engagement, and people‑centered leadership. Ability to lead effectively in a fast‑paced, complex environment. Strong working knowledge of employment‑related laws and regulations. Ability to integrate personal leadership style into an organization with a strong and established culture while reinforcing shared values. Excellent interpersonal, communication, and conflict resolution skills; both written and oral. Significant experience with HR information systems and workforce data. High levels of resilience, energy, and drive. Strong facilitation and presentation skills, with the ability to influence at all levels of the organization. This job description is not intended to be an exhaustive list of duties. Responsibilities and activities may evolve as organizational needs change. LANGUAGE SKILLS: Ability to speak, read, and write English in a capacity sufficient to perform the tasks of the position. Excellent verbal and written communications skills. Ability to create routine reports, business correspondence, and draft policies/procedures. Ability to read, analyze, and interpret general business periodicals, professional journals, or governmental regulations. Ability to effectively present information to top management, employees, and the general public. MATHEMATICAL SKILLS: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stand; walk; and stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. #J-18808-Ljbffr