VP of HR

Vice President, Human Resources

Vernon, CA

Scope and Responsibilities

This role will provide hands-on human resources leadership for Arcadia, its operations and processes, and play a pivotal role in shaping and executing Arcadia’s strategy in line with the overarching DMC Global strategy. It will ensure that the company's people operations and HR infrastructure is secure, compliant, and supports the organization's goals, including its long-term portfolio strategy.

The Vice President of Human Resources is responsible for managing, delivering, and coordinating Human Resource services within Arcadia. This role is responsible for coordinating and executing on HRIS, payroll, compensation, employee experience, talent management, compliance management, and policy implementation. The VP of HR collaborates with DMC’s head of HR and other owned entity’s HR representatives to ensure that HR operational and strategic issues are being effectively managed.

This critical position provides HR leadership, support, and insights to develop and deploy market strategies and operational decisions to drive business performance, efficient operations, and market growth. The role serves as the key business partner to Arcadia executive leadership and the broader DMC Global executive leadership team. A successful candidate will take a forward-looking view supported by high emotional intelligence to articulate options and influence decisions in key areas. The VP of HR focuses on developing staff to create leadership and skill sets necessary to take on roles of increased accountability. The position requires a high level of relationship-building skills to establish and enhance positive relationships with senior executives, strategic business partners, coworkers, and employees on the manufacturing floor.

This position reports directly to the President of Arcadia Products, based in Vernon, California.

Essential Duties and Responsibilities

1. Implementation of processes, programs, and policies, including:
   • Identify opportunities and implement strategies to create a first-class employee experience throughout the employment lifecycle to ensure that employees feel valued in the organization, and to positively impact the attraction and retention of employees.
   • In partnership with DMC HR leadership – develop, implement, and manage HR digital tools to enhance the employee experience and streamline HR management processes.
   • Define and manage the onboarding and termination of employment processes.
   • Implement and manage an effective performance management process.
   • Develop, recommend, and implement personnel policies and procedures including updating the employee handbook.
   • Ensure HR policies and procedures are in compliance with all applicable local, state, and federal employment laws (e.g., FMLA, EEO).
   • Ensure that employee files and records, and other employee and department documentation is maintained in a compliant manner.
2. Human Resource Administration
   • Point of contact for employees and managers on all Human Resources and employee relations issues.
   • Assist with recruiting and job posting requirements.
   • Develop and maintain talent acquisition and talent development programs.
   • Assist Legal with human resource related investigations, conduct termination risk evaluations reviews.
   • Provide guidance to managers on employee relations and performance management issues.
   • Prepares and analyzes HR metrics to identify retention opportunities/ initiatives, and to inform business decisions.
3. Business Unit Human Resource Support
   • Partner with local HR and business unit leadership to deliver consistent advisory services and coaching to support and enable business unit strategy.
   • Facilitate the implementation of Corporate policies within business units, and work to implement business unit specific programs that are appropriate for their business needs.
   • Support business unit HR Directors in improving company performance by identifying and addressing issues, evaluating and implementing solutions.
   • Develop and coach HR Directors to add value and support achievement of operational business objectives.
   • Work with HR Directors on performance management processes (employee evaluations, improvements plans, and development plans).
4. Compensation and benefits
   • Develop policies and procedures to ensure the achievement of competitive and equitable employee compensation programs.
   • Oversee development and maintenance of job descriptions.
   • Oversee compensation benchmarking.
   • Oversight of pay equity audit process and related feedback into comp systems.
   • Collaborate with Corporate Payroll and Benefits in development, implementation and maintenance of competitive employee benefit programs that positively impact attraction and retention.

Key Selection Criteria

• Bachelor's Degree in Human Resources or related discipline with 7 – 10+ years of progressively responsible experience in Human Resources.
• Proven leadership experience managing / leading HR operations and managing a team of professionals.
• Experienced in using HRIS systems to manage employee records, benefits, payroll related processes (PTO), etc.
• Experienced in handling a wide range of administrative and leadership responsibilities.
• HR Certification desired, ability to research, comprehend and relate necessary HR laws and regulations into practice.
• Proven leadership experience in managing / building a HR function preferably in a manufacturing organization.
• Excellent change management skills with proven ability to demonstrate the value of change among existing practices.
• Ability to effectively communicate within all levels of the company.
• Highly organized and service oriented.
• Energetic professional who likes the challenge of building the HR function within a dynamic environment.
• Strong interpersonal and communication skills.
• Developed analytical, problem solving, and conceptual skills.
• Excellent verbal and written communication skills – must be able to present project status and plans to all stakeholders, from executives to project core team members.
• Strong attention to detail and ability to create and deliver professional looking, high-quality, executive-level presentations.

Arcadia Products, LLC. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.