Vice President, Human Resources

Latitude Corp.

We are looking for a Vice President, Human Resources to join our 100% EMPLOYEE-OWNED team.

Planned Start Date: January 4, 2027

Company Overview

Latitude Corp., a 100% employee-owned ESOP company, offers challenging and rewarding career opportunities in precision metal manufacturing where we make the impossible possible. Headquartered in WI with locations in AZ and SC, we embrace problem solvers, creativity and innovation. Clean, climate-controlled facilities offer comfortable working environments. Our customers span a variety of industries from Commercial to Defense. We are proud of the work we do, and we believe that our employees are the key to our success. That’s why we’re searching for a Vice President, Human resources to ensure our team has the support, resources, and opportunities they need to succeed.

Job Summary

The Vice President, Human Resources (HR) leads the full HR function for Latitude – setting people strategy, overseeing HR programs and operations, developing HR leadership talent, working Human Relations and Compliance, and serving as a trusted advisor to the President and executive team on workforce and organizational matters. The role combines strategic vision with operational accountability and carries the expectation of meaningful, measurable impact on organizational performance. This position is a hands-on position with responsibility for creating plans, facilitating activities and training, developing processes and documents to drive organizational excellence.

Key Responsibilities

• ·       Define and own the people strategy for the organization or business unit: workforce planning, talent development, culture, and HR program investments aligned to business goals
• ·       Lead the full HR function including total rewards and compensation, talent acquisition, engagement and development, legal and policy compliance, and benefits; set HR direction and strategy, build leadership competency and capability, and hold functions accountable for results
• ·       Serve as a trusted advisor to the President and executive leadership on organizational design, workforce risk, succession planning, and major talent decisions
• ·       Own the HR operating budget: set annual priorities, allocate headcount and technology investment, manage HR vendors, and deliver measurable HR outcomes within cost
• ·       Lead succession planning at all levels; identifying candidates, creating development plans, and managing transitions
• ·       Continually improve and implement a robust performance review process
• ·       Lead leadership, professional, and operator development strategies and plans
• ·       Set and lead business compensation strategy; establish pay rates ensuring competitiveness in the local markets
• ·       Develop and maintain HR risk management framework: employment law compliance, HR audit preparedness, and executive action on recurring HR risk areas
• ·       Build and develop HR leadership team: attract, retain, and develop the site and corporate level HR professionals.
• ·       Represent HR perspective in Merger and Acquisition processes supporting due diligence, integration planning, leadership retention, and cultural integration

Experience

• ·       15–20 years of progressive HR experience
• ·       Proven leadership of multi-function HR teams: managing talent acquisition, total rewards, organization development, benefits and other HR operations simultaneously
• ·       Track record of HR work that drove measurable business impact such as reduced key attrition, improved time-to-productivity, improved organizational development
• ·       Fluent in HR data interpretation, able to drive analytical agenda rather than receive reports passively
• ·       Compensation design and planning integrated with individual and business performance
• ·       Sufficient knowledge of employment law to identify risk and know when to engage outside counsel
• ·       Able to evaluate and sponsor major HR technology investments
• ·       Executive presence to present clearly, handle challenging questions, and convey organizational confidence
• ·       Influence without authority demonstrated by the ability to change how leaders think about talent decisions through insight and relationship, not directives
• ·       Track record of developing HR professionals to support organizational growth
• ·       Sound risk judgment; knowing which HR risks to disclose, which to remediate quietly, and which to escalate immediately

Education and Certifications

• ·       Bachelor's degree in HR, organizational development, or industrial-organizational psychology, or related field.  MBA or Master's strongly preferred.
• ·       Executive education programs (e.g., Wharton, HBS, CHRO academies), preferred.
• ·       SHRM-SCP or SPHR certification

Why Should You Choose Latitude Corp?

• We are a rapidly growing employee-owned manufacturing company
• Growth Opportunities
• Training Available
• Weekly Pay
• Clean and Climate Controlled Work Environment
• Company Paid Life Insurance
• Company Paid Short-Term, and Long-Term Disability
• Work on products that support the US Military and National Defense
• Employee Stock Ownership Plan
• 401K Plan with 4% Company Match

Latitude Corp is an equal opportunity/affirmative action employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.