Our client in California is seeking a Vice President of Human Resources to join their team!

This is a remote/full-time/direct-hire position

Salary based on experience: $300k + Bonus Opportunity

Position Overview

The Vice President of Human Resources (VP, HR) is a strategic, results-driven leader responsible for shaping and executing the people strategy in support of the company’s business objectives and growth agenda. With deep experience in Consumer Packaged Goods (CPG) environments, this role serves as a trusted advisor to the CEO and executive leadership team, driving organizational effectiveness, leadership capability, workforce planning, and a high-performance culture.

The VP, HR will lead all aspects of the HR function, balancing strategic foresight with operational excellence, and ensuring scalable people practices that enable innovation, engagement, and long-term retention.

Key Responsibilities

Talent Strategy & Workforce Planning

• Design and execute an enterprise-wide talent strategy aligned with business growth, succession needs, and evolving capability requirements
• Lead proactive workforce planning to ensure the organization has the right talent, skills, and structure to meet current and future business demands
• Partner with business leaders to anticipate talent gaps and develop strategies to attract, develop, and retain critical capabilities

Organizational Culture & Change Management

• Champion and evolve a strong, values-driven culture that supports engagement, accountability, and inclusion
• Lead change management initiatives related to organizational growth, transformation, and operating model shifts
• Assess and improve organizational effectiveness, ensuring that structure, roles, and decision-making processes enable performance and agility

Leadership Development & Performance Management

• Build and oversee leadership development strategies across all levels, with a strong focus on senior leader and high-potential development
• Ensure a robust performance management framework that drives clarity of expectations, continuous feedback, accountability, and results
• Partner with leaders to strengthen coaching capabilities and leadership effectiveness

Employee Engagement & Retention

• Develop and implement strategies to drive high levels of employee engagement and retention, using data and insights to inform action
• Lead enterprise engagement surveys, analyze results, and partner with leaders on meaningful, measurable follow-through
• Foster a positive employee experience across the full employee lifecycle

Total Rewards

• Oversee the design and administration of competitive, equitable, and scalable total rewards programs, including compensation, benefits, and incentives
• Ensure alignment of rewards programs with performance, talent strategy, and market practices.

Employee Relations, HR Operations & Compliance

• Provide strategic oversight and guidance on employee relations matters, ensuring fair, consistent, and values-aligned practices
• Ensure compliance with all federal, state, and local employment laws and regulations
• Lead HR operations, systems, policies, and processes to ensure efficiency, scalability, and data integrity

Strategic Business Partnering

• Serve as a trusted strategic advisor to the CEO, executive team, and business leaders
• Translate business strategy into people strategies that drive performance, growth, and organizational health
• Use data, analytics, and insights to inform decisions and influence outcomes at the enterprise level

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred
• 15+ years of progressive HR leadership experience, including senior leadership roles within Consumer Packaged Goods (CPG) organizations
• Proven experience leading enterprise-wide initiatives in talent strategy, workforce planning, organizational effectiveness, and change management
• Strong background across all core HR disciplines, including talent management, performance management, employee relations, total rewards, engagement, HR operations, and compliance

Key Strengths & Competencies

• Talent Strategy & Workforce Planning – Ability to align people strategy with long-term business objectives
• Change Management – Skilled at leading organizations through growth, transformation, and complexity
• Organizational Effectiveness – Strong diagnostic and design capabilities to optimize structure, roles, and processes
• Strategic Business Partnering – Trusted advisor with the credibility to influence at the executive and board level
• Leadership Presence – Confident, authentic leader with strong executive communication skills
• Data-Driven Decision Making – Leverages analytics and insights to drive people and business outcomes

What Success Looks Like

• A clear, forward-looking talent strategy that supports business growth and capability building
• Strong leadership, bench strength, and succession pipelines
• High employee engagement, retention, and a culture aligned with company values
• Scalable HR systems and practices that support performance, compliance, and operational excellence
• HR is viewed as a strategic, value-adding business partner across the organization