VP Human Resources

Tencarva Machinery Company•Greensboro, NC

43m

About The Position

The Vice President of Human Resources is an enterprise-level leadership role responsible for evolving the HR function to better support a growing, multi-division organization. This role partners closely with executive and divisional leadership to ensure people strategy, leadership practices, and organizational capability scale with the business. The Vice President of Human Resources will help modernize HR systems and operating practices while preserving the entrepreneurial culture that has contributed to the company’s success. The role requires strong judgment, practical orientation, and the ability to translate HR priorities into guidance that enables leaders and supports effective execution across diverse operating environments. This position also plays a key role in supporting the company’s acquisition strategy, including people-related diligence and post-acquisition integration, with a focus on building repeatable approaches that professionalize without over-corporatizing.

Requirements

Bachelor’s degree required; advanced degree or senior HR certification (e.g., SPHR, SHRM-SCP) preferred
Significant progressive HR leadership experience, including time in a senior HR role with enterprise-level scope
Experience leading HR across multiple locations, divisions, or business units
Strong understanding of employment law and core HR disciplines, with the ability to apply them pragmatically in a business environment

Responsibilities

Lead the evolution of the HR function to support a growing, multi-division organization
Align HR strategy with business priorities and leadership needs
Establish clear roles, accountability, and operating standards across HR
Ensure consistency and rigor while supporting diverse operating environments
Develop and implement a clear compensation philosophy aligned with business strategy
Modernize job architecture, leveling, and role clarity
Oversee market benchmarking and internal equity
Partner with Finance on workforce planning and compensation tradeoffs
Strengthen career frameworks, leadership development, and succession planning
Support leaders in identifying, developing, and retaining high-potential talent
Improve engagement and retention through clear development pathways
Serve as a trusted advisor to the CFO, executive leadership, and divisional leaders
Use data and analysis to inform people decisions and build alignment
Balance risk management with practical business execution
Support people-related due diligence and integration for acquisitions
Help establish repeatable approaches that scale with continued growth