Vice President of Human Resources

Experiencing together a unique human adventure

Animal health is key to the health of the planet. Working at Virbac means taking part in a unique human adventure in which the engagement of each individual contributes to its evolution. Encouraging internal mobility between positions and countries, offering individual development plans and building a partnership based on trust between managers and employees are as many perspectives of motivation for our teams. We also offer them a work environment conducive to exploring new territories and balancing their professional and personal lives. Finally, fostering their engagement to animal health also means listening to them and helping them to acquire new skills, preparing them for the challenges of tomorrow and encouraging them to contribute to an ever more responsible approach to our business.

Position Summary

The Vice President of Human Resources (Grade D) leads the end-to-end strategic and operational execution of the North America enterprise People Strategy over a 1-3 year horizon. Operating as both a strategic executive partner and operational leader, this role oversees multi-team HR functions-spanning HR Business Partnership (HRBP), Rewards and Benefit, Talent Acquisition, HRIS, Compliance, and Organization Development.

Based in Westlake, Texas, this hybrid position is responsible for solving complex organizational challenges through deep data analysis, high-stakes negotiation, and cross-executive influence to drive workforce scaling, culture transformation and business performance to achieve the North America Virbac transformation and 2030 ambition. A key challenge to achieve this objective will also be to modernize legacy HR infrastructure and establishing scalable operational workflows across plant and corporate environments.

Job Profile:

Senior Leadership / Executive Management

Location:

Westlake, TX (Hybrid)

FLSA Status:

Executive / Exempt

Key Responsibilities & Operational Scope

1. Executive Strategy & HR Business Partnership (HRBP)

• Lead the 1-3 year functional strategy for Human Resources, directly mapping people initiatives to North America corporate growth objectives, enterprise risk tolerance, and annual financial budgets.
• Provide high-impact consulting, executive coaching, and talent advisory to senior leadership and stakeholders.
• Lead the North America organizational design, structural realignments, and change management strategies to streamline operational efficiency across departments.

2. Talent Acquisition, Mobility & Workforce Planning

• Direct enterprise-wide recruiting strategies to attract, hire, and retain high-performing, diverse talent in the North America market
• Oversee mobility programs, including domestic/international relocation services and corporate immigration sponsorship strategy.
• Build external employer branding frameworks to position the organization as a top employer of choice.

3. Rewards Benefits & HRIS Operations

• Architect and administer market-competitive total rewards programs (base salary, incentive compensation, equity, and health/wellness benefits structures).
• Audit and optimize rewards programs annually to maintain alignment with market benchmarks and organizational budget targets.
• Lead an immediate technical audit and remediation of legacy HRIS/payroll platforms (ADP) to eliminate manual workarounds and ensure operational continuity, while bulletproofing our strategy for future needs.

4. Organization Performance, L&D & Employee Engagement

• Establish enterprise-wide performance management systems that reinforce continuous feedback, OKR alignment, and accountability.
• Build formal succession planning models and leadership development pathways to build pipeline readiness for critical roles.
• Champion retention and organizational culture programs designed to increase employee net promoter score (eNPS) and mitigate voluntary turnover.
• Assess and optimize the capacity and resource allocation of the HR generalist structure to balance high-volume talent acquisition with proactive employee relations.

5. Employee Relations, Compliance & Governance

• Maintain comprehensive oversight of general HR policies, employment compliance, labor relations, and employee records maintenance.
• Direct complex investigations and serve as the final escalation point for high-stakes employee relations, legal risks, and workplace conduct matters.
• Ensure absolute adherence to federal, state (including Texas labor guidelines), local laws, and global statutory requirements.

Example of Key Metrics & Performance Indicators

• Strategy & Execution: 1-3 Year HR Strategic Roadmap Milestone Delivery - Target: > 90% On-Time
• Talent Acquisition: Time-to-Fill Executive Roles | Offer Acceptance Rate - Target: < 45 Days | 85%
• Retention: Key Talent / Top Performer Retention Rate - Target: > 90%
• Compliance & Operations: HR Audit Compliance & Regulatory Violations - Target: Zero Critical Findings
• Year 1 Stabilization Phase: HRIS Remediation and Stabilization - Organization Evaluation and Re-alignment - Target: < 180 Days

Qualifications & Competencies

• Education: Bachelor's degree in Human Resources, Business Administration, or related discipline required. Master's degree (MA, MS, or MBA) strongly preferred.
• Experience: Minimum of 10-12+ years of progressive HR experience, with at least 5 years managing multi-tiered HR functions (supervising managers and team leads).
• Certifications: Professional HR credentials (SHRM-SCP, SPHR, SHRM-CP, or PHR) strongly preferred.
• Executive Influence: Demonstrated ability to gain buy-in for novel practices from senior leadership and executive peers.
• Complex Problem Solving: Skilled in leading extensive analytical investigations into multi-layered operational and human capital challenges.
• Technical Capabilities: Advanced knowledge of HRIS architecture, global mobility practices, and immigration frameworks.
• Communication & Collaboration: Exceptional written and verbal articulation; adept at building high-trust partnerships across executive teams, cross-functional business units, and external partners to align business goals with people strategies.
• Change Agent: Proven track record of leading large-scale organizational transformations, driving adoption of new culture initiatives and HR tech, and guiding leadership teams through complex structural changes with minimal operational friction.