Head of Recruiting & HR

At VPG, HR isn’t just about policies and paperwork — it’s about building the team that drives the business forward. We’re looking for a strategic, hands‑on Human Resources Director who can lead the people function with confidence, sound judgment, and a strong business mindset.

You’ll partner directly with senior leadership to strengthen our culture, develop leaders, attract top talent, manage employee relations, and ensure the organization is positioned for long‑term growth. This is a role for someone who can move between strategy and execution — one minute advising leadership on a complex people issue, the next building a program that makes the organization better.

If you’re the kind of HR leader who sees the bigger picture, speaks up when it matters, and knows how to turn people strategy into business results, let’s talk.

Why Lead HR at VPG?

Strategic influence — Partner directly with senior leadership and help shape the organization’s people strategy.

Real ownership — Build, improve, and lead HR programs rather than simply maintaining them.

Leadership impact — Develop managers, strengthen accountability, and help build the next generation of leaders.

Room to build — Bring ideas to the table and create HR processes that support a growing organization.

Partner with senior leadership to develop and execute HR strategies aligned with organizational goals, growth plans, and business priorities.

Lead the full HR function, including employee relations, talent acquisition, performance management, compensation, benefits, leave, compliance, training, and organizational development.

Serve as a trusted advisor to executives and managers on employee relations, performance, organizational structure, policy interpretation, and people-related decisions.

Build and implement HR policies, processes, and programs that create consistency, accountability, and a strong employee experience.

Lead recruiting and talent management strategies to attract, select, develop, and retain high‑performing employees.

Oversee employee relations matters, including workplace concerns, disciplinary actions, investigations, performance issues, and conflict resolution.

Develop and strengthen performance management practices that create clear expectations, meaningful accountability, and continuous development.

Identify organizational trends through HR data, reporting, employee feedback, and HRIS analytics; Monitor federal, state, and local employment laws and regulations and ensure HR practices remain compliant and aligned with industry best practices.

Stay ahead of changes in employment law, HR technology, talent management, and workplace trends and translate those changes into practical recommendations for leadership.

Lead employee engagement, recognition, retention, and culture initiatives that support a high‑performing workplace.

Design and facilitate leadership development, professional development, training, and certification opportunities.

Establish and manage the HR department budget, resources, and priorities.

Lead, coach, and develop HR team members while establishing clear expectations and accountability.

Maintain accurate HR records and ensure effective use of the organization’s HRIS and talent management systems.

Communicate HR policies, programs, and organizational changes clearly and consistently across the company.

Perform other duties and special projects as assigned.

Strong knowledge of federal, state, and local employment laws and regulations.

Proven experience managing employee relations, investigations, performance management, recruiting, and talent development.

Strong leadership and people‑management skills with the ability to coach and influence employees at all levels.

Ability to manage competing priorities while meeting deadlines in a fast‑paced environment.

Proficiency with Microsoft Office Suite and the ability to quickly learn and leverage HRIS and talent management systems.

Bachelor’s degree in Human Resources, Business Administration, or related field required; 5+ years of progressive HR management experience, with demonstrated experience leading HR functions and advising organizational leadership.

Experience leading HR within a growing or multi‑site organization.

Experience using HR data and analytics to identify trends and support business decisions.

Experience working in construction, property management, real estate, or another operationally driven environment.

Leaders have a trusted HR partner who helps them make better people decisions.

HR processes are consistent, efficient, compliant, and built to scale.

Employee relations issues are addressed promptly, fairly, and professionally.

Leadership has clear visibility into workforce trends, risks, and opportunities.

HR is viewed as a strategic business function — not simply an administrative department.

Job Type: Full-time

Car allowance

Dental insurance

Employee assistance program

Health insurance

Life insurance