VP of People and Organizational Development

Full job description

The VP of People and Organizational Development will strategically redesign and modernize our company structure to support rapid scaling while preserving a positive, employee-centric culture. This role seamlessly merges high-level team restructuring (Organizational Development) with operational HR infrastructure (compliance, recruitment, and employee relations). The ideal candidate will clearly understand the technical requirements of a job and identify candidates with the aptitude to perform the job function at an exceptional level. optimize workflows and clarify roles for our technical sales, engineering, and calibration teams, ensuring the organization is built for maximum efficiency and high morale.

Core Responsibilities & Duties

1. Organizational Design & Team Restructuring

  • Current staff need better clarification to their job function as well as KPI's. This initial exploratory effort will likely unconver skills gaps and better job function better suited for both the employee and company.
  • Structure Modernization: Understand inter-department workflows in all facets, communication, automation, established SOPs; Identify and/or strategize to improve bottlenecks between sales, engineering, labs, logistics and accounting.
  • Role Clarification: Find and establish firm barriers for staff/job functions. Coordinate with IT or 3rd party systems support to create roles and permissions to keep the employee efficient, eliminate overlapping duties and establish clear ownership.
  • Capacity Planning: Identify skills gaps within the current team and build a strategic hiring roadmap to support company growth.

2. Strategic Rewarding & Talent Management

  • Performance Systems: Design and implement a transparent, growth-oriented performance evaluation system that rewards high output.
  • Compensation & Benefits: Benchmark and update compensation structures to ensure the company attracts and retains top-tier technical and sales talent.
  • Talent Acquisition: Oversee the full recruitment lifecycle, ensuring a high-quality candidate pipeline for specialized, technical roles.

3. Culture, Change, & Morale Management

  • Positive Transition Management: Act as the empathetic bridge during restructuring, ensuring changes are communicated transparently to reduce anxiety and maintain trust.
  • Culture Cultivation: Support CEO in transitional effort to foster a workplace culture rooted in high accountability, collaboration, and continuous learning.
  • Conflict Resolution: Serve as the trusted escalation point for employee relations, resolving issues after gathering all appropriate information and consulting associated parties. Present the resolution that is determined to be in the best interest of the company, utilizing tactical communications to squash the issue and reduce/minimize "the drama".

4. HR Operations & Compliance

  • Regulatory Compliance: Maintain full compliance with local, state, and federal labor laws, safeguarding the company against legal risks.
  • Operational Standards: Align HR documentation and employee training protocols with the company's rigorous quality standards, including ISO 17025 tracking where applicable.
  • Policy Modernization: Review and update the Employee Handbook, onboarding processes, and internal HR policies.

Key Performance Indicators (KPIs)

  • Structural Efficiency: Reduction in project handoff delays between sales, engineering, and shipping departments.
  • Retention Rate: Maintenance or improvement of voluntary retention rates during and after the structural reorganization phase.
  • Time-to-Hire: Average time required to source, interview, and onboard qualified candidates for open positions.
  • Role Clarity Score: Measured via internal surveys tracking how well employees understand their daily responsibilities and performance metrics.
  • Compliance Audit Score: Zero major infractions or liabilities found during annual internal HR and compliance reviews.

Required Skills & Qualifications

  • Experience: 8+ years of progressive HR leadership experience, with a proven track record of successfully leading organizational restructuring or change initiatives.
  • Strategic Vision: Ability to look at a business goal and translate it into the exact team structure and headcount needed to achieve it.
  • Empathetic Communication: Exceptional interpersonal skills; able to deliver tough organizational news with deep empathy and clarity.
  • Technical Aptitude: Experience working within technical, engineering, distribution, or ISO-accredited environments is highly preferred.
  • HR Expertise: Deep knowledge of employment law, compliance requirements, compensation planning, and modern HR tech stacks (HRIS, ATS).
  • Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (Master's degree or SHRM-SCP / SPHR certification a strong plus). [1]

Pay: $120,000.00 - $180,000.00 per year

Benefits:

  • 401(k)
  • 401(k) matching
  • Dental insurance
  • Flexible schedule
  • Flexible spending account
  • Health insurance
  • Life insurance
  • Paid time off
  • Professional development assistance
  • Relocation assistance
  • Retirement plan
  • Tuition reimbursement
  • Vision insurance

Experience:

  • Searching/Hiring Technical Personnedl and Engineers: 3 years (Required)

Work Location: In person