What are the responsibilities and job description for the VP of HR (#2528) position at Pivotal Talent Search?
VP of Human Resources Location: In Office - Greater Nashville TN Position Overview We are seeking an experienced, strategic, and hands-on Vice President of Human Resources to lead the development and evolution of the HR function within a growing organization. This individual will play a critical role in strengthening regulatory compliance, establishing scalable HR processes, and aligning human capital strategies with continued business growth. The ideal candidate will bring a proven track record of supporting organizational growth within a service-based business, ideally with experience scaling a workforce from approximately 100 to 600 employees. This leader will help transition the organization from a primarily reactive HR approach to a more proactive, structured, and strategic function while supporting a collaborative, team-oriented culture. Key Responsibilities Strategic HR Leadership & Organizational Development Develop and execute an HR strategy aligned with organizational objectives and long-term growth. Build and formalize the HR function, establishing scalable policies, processes, and best practices. Partner with executive leadership on organizational planning, workforce development, and strategic business decisions. Identify opportunities to improve HR operations, efficiency, and overall organizational effectiveness. Regulatory Compliance & Employee Relations Ensure compliance with federal, state, and local employment laws and regulatory requirements. Proactively identify and mitigate HR-related risks while strengthening policies and procedures. Provide objective, confidential guidance on sensitive employee relations matters, performance concerns, and complex personnel decisions. Compensation, Talent & Workforce Planning Lead compensation strategy, including salary benchmarking, market analysis, and executive compensation recommendations. Partner with leadership on staffing forecasts, succession planning, and talent development. Provide strategic oversight of recruiting, training, performance management, and retention initiatives. Team Leadership & Executive Partnership Lead and develop an existing team, including office management, corporate training, and administrative personnel. Serve as a trusted advisor to executive leadership, bringing sound judgment and a business-focused perspective. Collaborate effectively across departments, supporting an integrated and team-oriented working environment. Qualifications & Experience Minimum of 10 years of experience in Human Resources. Minimum of 5 years of progressive leadership experience. Strong background in compliance, employee relations, compensation, and organizational development. Proven experience supporting significant organizational growth, ideally scaling a workforce from 100 to 600 employees. Experience within a service-based industry required, preferably professional services or a similarly people-intensive business. Demonstrated success building, formalizing, or transforming HR functions within growing organizations. Strong understanding of employment law, regulatory compliance, HR risk management, and compensation strategy. Ability to navigate sensitive personnel matters with professionalism, discretion, objectivity, and sound business judgment. Strong analytical, strategic planning, communication, and cross-functional leadership skills. Experience as a VP of HR, HR Director, Senior HR Director, or comparable senior HR leader. Relevant HR certifications are a plus. Ideal Candidate Profile The successful candidate will be a confident, business-minded HR leader who combines strategic vision with hands-on execution. This individual will bring the maturity and professional judgment to make difficult decisions, the experience to build scalable HR infrastructure, and the ability to work collaboratively with a diverse team. Above all, we are seeking someone who can elevate the HR function, balancing the needs of employees with the operational and strategic priorities of a growing business. Key Priorities for the First 12 Months Regulatory Compliance & Risk Management: Evaluate current practices, identify areas of exposure, and strengthen compliance processes. HR Infrastructure & Scalability: Establish a formalized HR framework, improve operational consistency, and develop processes that support continued growth. Strategic Workforce Planning: Partner with leadership on compensation, staffing, talent development, and long-term organizational planning.