VP of People and Culture

A growing, distinctive consumer brand is seeking a Vice President, People & Culture to lead the people strategy and day-to-day HR function for a private equity-backed organization. This leader will serve as the company’s senior HR partner, working closely with the CEO, executive team, and broader leadership group to shape talent, culture, organizational effectiveness, and employee experience. This is a highly visible, hands‑on leadership role. While the position carries meaningful strategic responsibility, the current scope is also operational and requires a leader who is comfortable rolling up their sleeves. The right person will be equally credible coaching executives, leading talent and organizational work, supporting recruiting, and managing the tactical realities of a lean HR function. Why This Role Is Compelling Opportunity to shape the people agenda for a distinctive, growing consumer brand with strong leadership access and influence Broad scope across HR strategy, talent acquisition, performance management, engagement, organizational development, and leadership support Visible seat at the table with the ability to influence how the company scales, collaborates, and develops talent A culture that values partnership, practical problem solving, and leaders who build credibility through action Ideal Candidate Profile Broad HR athlete with strong business partnership skills and the ability to shift between strategic thinking and tactical execution Credible with senior leaders yet practical and approachable with employees and managers across the organization Comfortable in lean, evolving environments where priorities shift and not every process is fully built Strong talent assessor who can support recruiting, evaluate fit, and help leaders raise the bar on hiring and performance Able to introduce the right amount of structure without becoming overly bureaucratic or heavy‑handed Primary Responsibilities HR Leadership and Business Partnership Serve as the senior HR leader, partnering closely with the CEO and leadership team on organization, talent, culture, and people-related business decisions Provide practical, high-judgment counsel on employee relations, performance issues, organizational changes, leadership effectiveness, and team dynamics Represent the people and culture perspective in leadership discussions while balancing business needs, scalability, and employee experience Talent Management and Leadership Development Lead performance management, talent review, calibration, and succession-related discussions across the company Strengthen leadership capability through coaching, tools, frameworks, and development support Partner with leaders to identify top talent, address performance gaps, and create development plans Talent Acquisition and Workforce Planning Play an active role in recruiting for professional and leadership positions, including role definition, job specification development, candidate assessment, and hiring manager partnership Support workforce planning tied to company growth, organizational design, and evolving capability needs Ensure recruiting processes are disciplined, well-calibrated, and aligned with future talent needs HR Operations, Rewards, and Infrastructure Oversee core HR processes including onboarding, offboarding, leaves, compliance, communications, and HR administration Partner on benefits, compensation, and HR systems, including future benchmarking and pay structure work Improve HR infrastructure and process efficiency Culture, Engagement, and Organizational Effectiveness Guide engagement efforts, survey follow‑up, and employee listening mechanisms Support initiatives that reinforce culture, values, and community impact Contribute to leadership team effectiveness and cross‑functional collaboration Experience and Requirements 10+ years of progressive Human Resources experience across multiple disciplines Experience partnering closely with a CEO and/or executive leadership team in a growth-oriented environment Proven ability to operate as a hands‑on HR leader in a lean setting Experience leading performance management, talent assessment, and leadership development processes Strong recruiting capability and partnership with hiring leaders Experience improving HR processes, systems, and operating cadence Experience in consumer, retail, branded products, manufacturing, or similarly fast-paced environments is helpful but not required Experience with ADP or similar HRIS platforms preferred Personal Attributes Builder mentality with low ego and high accountability Strong listener with sound judgment and the ability to influence Resilient and comfortable navigating ambiguity and change Commercially minded and able to connect people decisions to business priorities This role is based in the Minneapolis area, with a hybrid model and an expectation of regular in‑office presence to support leadership visibility and team engagement. #J-18808-Ljbffr