VP Human Resources Wilmington, DE

The Vice President of Human Resources (VP of HR) reports to the Chief People Officer (CPO) serving as a senior strategic partner in advancing the organization’s people strategy. This role supports the development and execution of enterprise-wide HR initiatives while providing executive-level leadership across core HR functions including talent acquisition, employee relations, total rewards, compliance, organizational development, and HR operations. Working in close collaboration with the CPO the VP of HR translates organizational priorities into scalable people solutions, builds high-performing teams, and ensures consistent HR practices across the organization.

The VP operates at both a strategic and operational level, driving results through leaders while shaping a positive and inclusive employee experience.

• Strong interpersonal and communication skills to serve a diverse community.
• Bachelor’s degree required human resources, Business Administration, or related field
• Minimum 10 years of progressive HR leadership experience, including senior-level responsibility.
• Demonstrated experience partnering with executive leadership to implement HR strategy.
• Strong knowledge of employee relations, talent management, total rewards, compliance, and organizational development.
• Proven ability to lead teams, influence stakeholders, and manage change in complex environments.
• Excellent communication, analytical, and relationship-building skills.

Preferred Qualifications

• Multi-Lingual
• Master’s degree in human resources, Business Administration, or related field

Strategic Partnership & Execution

• Partner with the Chief People Officer to support the development and implementation of the organization’s overall people strategy.
• Translate enterprise strategy into actionable HR programs and operational plans.
• Provide workforce insights, risk assessments, and recommendations to executive leadership.
• Support organizational design, workforce planning, and leadership effectiveness initiatives.

People & Organizational Leadership

• Lead, coach, and develop HR leaders and managers to build accountable, high-performing teams.
• Drive leadership development and succession planning efforts in alignment with organizational goals.
• Promote employee engagement, inclusion, and cultural alignment across the organization.
• Advise senior leaders on complex employee relations matters and performance management.

HR Operations & Functional Oversight

• Provide executive oversight of HR operations including recruitment, onboarding, performance management, employee relations, compensation, benefits, and HR systems.
• Ensure consistent policies, procedures, and service delivery across departments and locations.
• Establish and monitor workforce metrics including hiring outcomes, retention, engagement, and performance indicators.
• Strengthen HR infrastructure to support organizational growth and operational excellence.

Financial & Resource Management

• Support development and management of HR budgets in partnership with the Chief People Officer and Finance.
• Forecast workforce needs and assist with resource planning.
• Evaluate HR investments to ensure alignment with organizational priorities and fiscal responsibility.

Executive Collaboration & Stakeholder Engagement

• Partner cross-functionally with Operations, Finance, Programs, and other senior leaders to align people strategies with business needs.
• Serve as a visible HR leader across the organization, building trust and credibility with leaders and staff.
• Manage relationships with external vendors, consultants, and service providers.

Change Management & Continuous Improvement

• Support enterprise change initiatives including restructures, system implementations, and culture transformation efforts.
• Lead adoption of new HR processes and tools across teams.
• Continuously assess HR practices to improve effectiveness, efficiency, and employee experience.

Risk Management, Compliance & Governance

• Ensure compliance with employment laws, regulations, and internal policies.
• Implement internal controls and risk mitigation strategies related to workforce practices.
• Proactively identify workforce risks and recommend solutions.