Pay: $240000 - $300000
This role requires full-time, on-site work at our corporate headquarters in Liverpool, NY, 13088.
Summary: The Executive of Vice President of Human Resources is the senior executive responsible for leading the people strategy for a hospitality organization of approximately 2,500 employees. This role provides strategic and operational leadership across all human resources functions, including benefits, workers' compensation, talent acquisition, talent development, payroll, employee relations, and HR operations.
The EVP HR serves as a key member of the executive leadership team and is responsible for building a people-first, service-oriented, compliant, and high-performing organization. This leader ensures that human resources strategy aligns with business goals, supports frontline and corporate teams, strengthens leadership capability, and enhances the employee experience across a dynamic, service-driven environment.
The ideal candidate brings both strategic vision and operational discipline, with the ability to lead enterprise-wide HR initiatives while staying grounded in the realities of a hospitality workforce.
Responsibilities:HR Strategy and Executive Leadership- Develop and execute the overall human resources strategy in alignment with the company's growth plans, operational priorities, and culture.
- Serve as a strategic advisor to the CEO and executive leadership team on workforce planning, organizational design, leadership capability, succession, culture, and employee engagement.
- Build HR strategies that support a service-intensive, multi-site hospitality environment with a large frontline employee population.
- Lead change management efforts tied to growth, restructuring, acquisitions, operational transformation, and culture evolution.
Talent Acquisition and Workforce Planning- Oversee enterprise talent acquisition strategy to attract, hire, and retain high-quality talent across frontline, management, and corporate roles.
- Develop scalable recruiting processes and workforce planning strategies to meet labor demands in a fast-paced hospitality environment.
- Improve speed, quality, and consistency of hiring while strengthening employer brand and candidate experience.
- Partner with operational leaders to anticipate staffing needs, reduce vacancies, and improve retention in critical roles.
Talent Development and Organizational Effectiveness- Lead leadership development, training, performance management, succession planning, and employee growth strategies across the organization.
- Build programs that strengthen frontline manager capability, internal mobility, and bench strength for key leadership roles.
- Establish learning and development initiatives that support service excellence, compliance, operational effectiveness, and career progression.
- Drive a performance-oriented culture with clear expectations, accountability, and recognition.
Employee Relations and Culture- Oversee employee relations strategy and ensure fair, consistent, and legally compliant practices across the organization.
- Provide leadership on investigations, conflict resolution, corrective action, policy interpretation, and sensitive workplace matters.
- Promote a culture of respect, inclusion, accountability, and engagement.
- Partner with leaders to improve employee communication, morale, retention, and workplace trust.
Compensation, Benefits, and Workers' Compensation- Oversee benefits strategy and administration to ensure competitive, cost-effective, and employee-centered programs.
- Lead workers' compensation strategy, claims oversight, return-to-work practices, and risk mitigation efforts in partnership with operations and safety leaders.
- Partner on compensation strategy to ensure market competitiveness, internal equity, and alignment with performance and business objectives.
- Evaluate programs and vendors to improve value, compliance, employee understanding, and operational efficiency.
Payroll and HR Operations- Provide executive oversight for payroll to ensure accuracy, timeliness, compliance, and strong employee service.
- Lead HR operations, including HR systems, records, reporting, compliance, process standardization, and service delivery.
- Ensure efficient and scalable HR infrastructure that supports organizational growth and operational consistency.
- Establish metrics, dashboards, and reporting to monitor workforce trends, HR service levels, compliance, and business impact.
Compliance and Risk Management- Ensure compliance with all applicable federal, state, and local employment laws and regulations.
- Oversee HR policies, practices, audits, and documentation to reduce risk and maintain strong governance.
- Partner with legal, finance, and operations leadership on employment-related risk, claims management, and regulatory matters.
- Maintain a strong focus on safety, labor practices, wage and hour compliance, and policy consistency across all locations.
Partnership with Operations- Work closely with operations leaders to align HR strategy with service delivery, labor planning, productivity, and employee engagement goals.
- Ensure HR is a responsive, credible, and value-added partner to the business.
- Support leaders in building effective teams, managing performance, and improving employee retention and readiness.
- Bring practical HR solutions that reflect the pace, complexity, and service expectations of the hospitality industry.
Qualifications: - Bachelor's degree in human resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant executive HR experience; master's degree preferred.
- Fifteen or more years of progressive human resources leadership experience, including at least seven years leading at the enterprise or executive level within a complex, multi-site, and multi-state organization.
- Demonstrated experience overseeing a broad HR portfolio, including talent acquisition, talent development, employee relations, compensation, benefits, payroll, workers' compensation, compliance, and HR operations.
- Experience supporting a large hourly and frontline workforce; hospitality, food service, retail, or another service-intensive industry is strongly preferred.
- Strong working knowledge of federal, state, and local employment laws and regulations, including wage and hour, employee relations, leave, benefits, payroll, and workplace compliance requirements.
- Proven success building and scaling people strategies, HR programs, systems, processes, and workforce analytics to support organizational growth and operational consistency.
- Executive presence and sound judgment, with the ability to advise the CEO, ownership, and executive leadership team and to build trusted partnerships across operations, finance, legal, and other business functions.
- Track record of strengthening leadership capability, succession planning, performance management, employee engagement, and retention.
- Exceptional communication, influence, problem-solving, and change leadership skills, with the ability to balance strategic priorities and hands-on execution.
- Ability to travel as needed to support business operations across the company's national footprint.
- SPHR or SHRM-SCP certification preferred.
American Food & Vending Offers: - Weekly Pay
- 401K with company match
- Employee Assistance Program
- Eligible employees offered Medical, Prescription, Dental, and Vision Plans, FSA/HSA
- Ongoing training and development programs
- Bonus Programs for eligible positions
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