VP Human Resources Greater Charlotte, NC Area

Vice President, Human Resources (U.S. & Mexico)

Position Summary

The Vice President, Human Resources serves as the senior HR executive for the Business Segment Industrial Direct Business organization across the United States and Mexico. This role is responsible for developing and executing human capital strategies that support growth objectives, strengthen organizational capability, and foster a high-performance, customer-focused culture. As a key member of the leadership team, the Vice President partners closely with business leaders to align talent, organizational design, compensation, employee engagement, leadership development, succession planning, and workforce strategies with company priorities.

This position reports directly to the US & Mexico business unit president.

Essential Duties and Responsibilities

Translate the business’s strategic and tactical business plans into HR strategic and operational plans across multiple direct sales and service operations as well as our various functions.

Champion organizational design and culture initiatives that improve performance and scalability.

Build and lead a team of dedicated HR professionals to achieve the highest level of credibility and responsiveness to our internal business partners. Lead, coach, and develop the Human Resources team.

Develop and continuously improve our compensation and sales commission plans to ensure alignment with our business’s strategic objectives.

Be innovative and pursue leading-edge HR programs and best practices that align with business objectives and scale as the business grows. Leverage from other ASSA ABLOY businesses where possible and practical.

Lead the organization's talent management strategy development and deployment.

Develop HR planning models to identify competency, knowledge, and talent gaps, and develop specific programs for the filling of such gaps.

Establish robust succession planning programs for key contributor and management positions; training and development programs for preparing employees for more significant responsibilities

Champion HR initiatives in the form of technological solutions, engagement, development, and the creation of a culture of learning, development, and continuous improvement. Influence retention and culture through organizational design and development, training and development, and change management.

Develop and deploy performance management and compensation systems that fully link compensation to performance measured with a balanced scorecard that helps to align behaviors.

Communicate clear standards of excellence, establish mechanisms for evaluating metrics, and establish improvements for the HR function.

Manage the HR information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation. Develop and maintain a human resources system that meets executive and management information needs.

Serve as a trusted advisor to executive leadership on organizational effectiveness, workforce planning, talent management, culture, and change management.

Lead talent acquisition, succession planning, leadership development, and employee engagement initiatives.

Provide leadership and guidance to the business teams on labor relations strategy and employee relations issues to improve operating performance. Manage labor and employee relations strategies that support business strategies; analyzes labor costs and implements effective strategies that drive cost structure improvements. Represent management in negotiating collective bargaining agreements.

Lead the organization through any M&A pre-and-post merger integration processes, including restructuring, reducing, or adding staff to maximize efficiency and deliver operational results. Actively participate in evaluation of acquisitions and divestitures and provide HR leadership in integration activities.

Serve as the Chief Compliance Officer and oversee and enforce all aspects of the Company’s compliance program for employment and labor law, statutes, and regulations. Responsibilities include developing compliance education and training for personnel; developing effective lines of communication; auditing and monitoring to prevent and detect any non-compliance; investigating, responding to, and implementing corrective action for areas of non-compliance; and making regular reports to Company executives.

Lead our compensation, benefits, and total rewards strategies.

Provide oversight of employee relations and labor relations matters where applicable. Ensure compliance with U.S. and Mexican employment laws and regulations.

Partner with sales, service, distribution, and operational leaders to support growth and our operational excellence journey.

Qualifications

Job location is Huntersville, NC

Bachelor's degree required; Master's degree preferred.

SPHR, SHRM-SCP, or equivalent certification preferred.

15+ years of progressive HR leadership experience.

5+ years in a senior HR leadership role supporting multi-location operations.

Must be able to travel up to 25% of the time.

Experience supporting geographically dispersed sales, installation, service, and customer-facing operations.

Must possess the ability to appropriately handle highly confidential and sensitive matters.

Experience leading HR functions across the United States and Mexico preferred.

English fluency required. Spanish proficiency is a plus.

We are the ASSA ABLOY GroupOur people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 63,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access.

As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.