Vice President of Human Resources

$300M Food & Beverage Manufacturer


  • The current leadership of the company had never utilized HR to build talent management, compensation and employee benefits, training and development, compliance, and workplace safety
  • Leadership didn’t think of HR as an important piece of the team or as a strategic business partner


  • Develop and execute the HR plan, which aligns the business with the overall organization plan
  • Consult on people matters and organization’s requirements relating to the formulation of business or operational area’s strategy
  • Conducted in-depth supply and demand analysis of the current and future people and skills needs for the organization and develops strategies and plans to meet those needs
  • Assisted in the HR strategies to ensure effective integration of acquisitions. This may include cultural assimilation, talent ID and selection, or guidance on the people decisions associated with M&A or divestitures
  • Developed objectives that support business strategies while executing the actions for achievement


  • The search was completed in 105 days after reaching out to 86 candidates and conducting 28 interviews
  • The candidate placed had:
    • Overall responsibility for compensation, benefits, and education
    • Lead role in merger and acquisitions
    • Influenced top leadership with strategic development & succession planning